Question 1

Motivation refers to the forces that arouse enthusiasm and persistence to pursue a certain course of action.

Accepted Answer

Motivation is defined as the driving force behind why an individual takes a certain action or behaves in a certain way. It relates to a person's willingness to pursue a goal or task with enthusiasm and persistence.

Question 2

Pay-for-knowledge is a motivational approach that encourages people to work together rather than focus on individual achievements and rewards.

Accepted Answer

Pay-for-knowledge systems typically reward individuals based on their skills, competencies, and the knowledge they acquire, which may not inherently encourage teamwork but rather individual learning and achievement.

Question 3

When workers are not motivated to achieve organizational goals, the fault is often with the leader.

Accepted Answer

As the leader is responsible for creating a work environment that fosters motivation and engagement among employees, the lack of motivation among employees can, in many cases, be attributed to poor leadership.

Question 4

Five elements must be in place before employees can be empowered to perform their jobs: information, knowledge, discretion, meaning, and rewards.

Accepted Answer

These elements, also known as the IKDMR framework, are key to ensuring that employees have the necessary tools, resources, and motivation to take ownership of their work and make decisions that contribute to organizational success.

Question 5

When a union wins good pay, members want social and esteem needs met because:

Accepted Answer

The answer of When a union wins good pay, members...

Question 6

Critics of carrot-and-stick methods argue that carrot-and-stick approaches destroy people's motivation to work as a group.

Accepted Answer

Critics of the carrot-and-stick approach argue that it can lead to a focus on individual rewards rather than working towards a common goal, which can ultimately damage the motivation of a group.

Question 7

The importance of motivation is:

Accepted Answer

Motivation is important as it can lead to high performance within organizations, help satisfy followers' needs and eventually improve company profits. Therefore, all the given choices are correct.

Question 8

Hygiene factors fulfill high-level needs and include achievement, recognition, responsibility, and opportunity for growth.

Accepted Answer

Hygiene factors are actually factors that fulfill basic needs, such as salary, working conditions, job security, and company policies. The factors mentioned in the statement (achievement, recognition, responsibility, and growth) are actually Motivational factors.

Question 9

Empowerment is power sharing, the delegation of power or authority to subordinates in the organization.

Accepted Answer

Empowerment involves delegating power or authority to subordinates, meaning power sharing within the organization.

Question 10

Job enrichment is a program that links at least a portion of employees pay on the number of skills he or she possesses.

Accepted Answer

Job enrichment is a process of increasing employee motivation and satisfaction by giving them more responsibilities and autonomy in their work, which can lead to personal and professional growth. It does not link pay to the number of skills an employee possesses. This is a feature of skill-based pay systems.

Question 11

Insurance benefits or vacation time would be examples of:

Accepted Answer

Insurance benefits or vacation time are extrinsic rewards provided by the organization to all employees, making them system-wide rewards.

Question 12

Equity theory proposes that people are motivated to seek social equity in the rewards they expect for performance.

Accepted Answer

Equity theory suggests that individuals are motivated to ensure that the rewards they receive for their efforts are equal to the rewards received by others who perform similar tasks. This helps to maintain a sense of fairness and justice in social relationships.

Question 13

According to Hertzberg's two-factor theory, the leader's role is to:

Accepted Answer

According to Hertzberg's two-factor theory, the leader's role is to use motivators to meet higher-level needs of employees, which includes providing challenging work, recognition, growth opportunities, and other factors that contribute to employee satisfaction and motivation. Hygiene factors only prevent dissatisfaction and are not sufficient to motivate employees. Removing dissatisfiers is necessary but not sufficient for motivation, and system-wide rewards may not address the specific needs and desires of individual employees.

Question 14

Intrinsic rewards:

Accepted Answer

Intrinsic rewards are internal satisfactions that a person receives by performing a particular action. These rewards come from within the individual and are not given by others. They include feelings of accomplishment, growth, challenge, and personal satisfaction. Intrinsic rewards are often related to work that a person finds enjoyable or meaningful.

Question 15

Incentive programs are unsuccessful because people are not motivated by money and lower needs.

Accepted Answer

While it is true that money and lower needs may not be the only motivation for people, they can still be powerful incentives for many individuals. Additionally, incentive programs can take different forms such as recognition and rewards that can also appeal to higher level needs such as self-esteem and self-actualization. Therefore, it is incorrect to say that incentive programs are always unsuccessful because people are not solely motivated by money and lower needs.

Question 16

People with a high need for achievement tend to enjoy work that is entrepreneurial and innovative.

Accepted Answer

People with a high need for achievement seek out and enjoy work that involves setting and achieving challenging goals. This can often include entrepreneurial or innovative work, as these types of endeavors often require taking risks and overcoming obstacles in order to succeed.

Question 17

A fully engaged employee is one who is emotionally connected to the organization and actively seeks to serve the mission.

Accepted Answer

A fully engaged employee is one who is emotionally connected to the organization and actively seeks to serve the mission, therefore the statement is true.

Question 18

Extinction is the administration of a pleasant and rewarding consequence following a behavior.

Accepted Answer

Extinction is actually the withholding or removal of a previously available reinforcement following a behavior, with the aim of reducing the frequency or eliminating the behavior. It is not the administration of a pleasant and rewarding consequence.

Question 19

Expectancy Theory suggests that motivation depends on individuals' mental expectations about their ability to perform tasks and receive rewards.

Accepted Answer

This is the basic premise of Expectancy Theory, which suggests that individuals' motivation is dependent upon their belief that their efforts will lead to successful performance and that successful performance will result in a reward.

Question 20

Critics of carrot-and-stick methods argue that intrinsic rewards diminish extrinsic rewards.

Accepted Answer

Critics of carrot-and-stick methods argue that extrinsic rewards (like money or grades) can diminish intrinsic motivation (the internal desire to do something for its own sake), not that intrinsic rewards diminish extrinsic rewards.

Quiz 8: motivation and Empowerment