Question 1

Which motivational theory focuses on social comparisons as a motivator?

Accepted Answer

Equity theory states that individuals are motivated by the fairness or equity in their social relationships. Specifically, individuals compare their input (effort and contributions) and output (rewards received) to those of others. If they perceive an inequity, they will be motivated to restore balance, either by reducing their own inputs or increasing their outcomes. This comparison with others is at the heart of equity theory's motivational mechanism.

Question 2

According to the classical theory of motivation,attention from the supervisor is more of a motivator than money.

Accepted Answer

Classical theory of motivation, such as Frederick Taylor's scientific management, primarily focuses on monetary rewards as the main motivator for workers, rather than attention from the supervisor.

Question 3

Motivation factors are directly related to the work that employees perform; hygiene factors refer to the environment in which they work.

Accepted Answer

Motivation factors are related to the job itself, such as opportunities for growth and recognition, while hygiene factors are related to the work environment, such as salary and working conditions.

Question 4

According to McClelland,which of the following represents the desire to control one's environment?

Accepted Answer

According to McClelland's theory of needs, the need for power refers to the desire to control one's environment, influence others, and make an impact. Individuals with a high need for power tend to seek out leadership positions and enjoy competition and winning. Therefore, option A is the best choice.

Question 5

Which of the following indicates that an employee will work towards their goals if they believe they have a reasonable opportunity to achieve those goals?

Accepted Answer

Expectancy theory proposes that employees will work towards their goals if they perceive that their effort will lead to high performance and high performance will lead to the desired outcome, and they believe they have a reasonable opportunity to achieve those goals. The theory emphasizes the importance of perceived attainability of goals in motivating employees.

Question 6

Which of the following,if true,would BEST show that a manager's strategy for motivating his team is consistent with "Theory Y" about employee motivation?

Accepted Answer

"Theory Y" states that employees are intrinsically motivated and will be more productive when their work is meaningful and contributes to a larger goal. Option B describes employees seeing their work as contributing to a success that they share in, which aligns with this theory. The other options either focus solely on extrinsic motivation (options A, C, and E) or suggest that the manager doubts the employees' work quality without incentives (option D), which is inconsistent with "Theory Y".

Question 7

An employee is encouraged to apply for a promotion,but does not because he has children and wants to be home in the evening.Based on expectancy theory,which of the following explains why the employee doesn't apply for the job?

Accepted Answer

The rewards-personal goals issue explains the employee's decision not to apply for the promotion. According to expectancy theory, an individual's motivation is influenced by the belief that a certain level of effort will lead to a certain level of performance and that this performance will lead to specific outcomes. In this case, the employee values being home in the evenings with their children more than the potential rewards (such as increased salary or status) that the promotion could offer, indicating a misalignment between the rewards associated with the promotion and the employee's personal goals.

Question 8

Which of the following supports the belief that people are naturally lazy and must be punished or rewarded to be made productive?

Accepted Answer

Theory X, developed by Douglas McGregor, is based on the assumption that people are inherently lazy and need to be coerced or incentivized to work. This theory advocates for strict control and punishment measures to force employees to behave in a productive manner.

Question 9

According to McClelland,what do employees experience when they tend to want reassurance and approval from others and are genuinely concerned about others' feelings?

Accepted Answer

According to McClelland's theory of needs, employees who tend to want reassurance and approval from others and are genuinely concerned about others' feelings have a need for affiliation, which is a desire for social interaction, friendship, and cooperation.

Question 10

An employee's level of effort began to decline when they learned a new employee with far less experience was hired at the same salary.The employee's lack of motivation can best be described by which theory of motivation?

Accepted Answer

This situation aligns with the equity theory of motivation, which suggests that individuals compare their outcomes (such as salary and recognition) to the outcomes of others with whom they perceive to be in similar situations (such as someone with the same job title or responsibilities). If an employee perceives that their outcomes are less favorable than those of someone else who is similar to them, they may become less motivated, which seems to be the case in this scenario.

Question 11

According to McGregor,what motivational theory beliefs will result in managers most likely to have satisfied and motivated employees?

Accepted Answer

McGregor's Theory Y holds that employees are motivated by intrinsic factors such as job satisfaction, sense of achievement, and recognition. Managers who believe in Theory Y are likely to have satisfied and motivated employees as they provide a work environment that fosters growth, trust, and collaboration.

Question 12

According to Frederick Herzberg,which of the following is considered a hygiene factor?

Accepted Answer

According to Herzberg's two-factor theory, hygiene factors are the basic requirements for job satisfaction, such as working conditions, salary, job security, and company policies. Out of the given options, working conditions is the only factor that is considered a hygiene factor, while the rest are motivational factors that can lead to job satisfaction.

Question 13

According to McClelland,what is the need for achievement based on?

Accepted Answer

The need for achievement is based on the desire to accomplish a goal or task as effectively as possible.

Question 14

When people feel they are being inequitably treated,they are likely to ask for raises,increase their efforts,and work longer hours.

Accepted Answer

When people feel they are being inequitably treated, they are more likely to reduce their effort, be less satisfied with their job, and potentially seek employment elsewhere. This is because they feel that their contributions are not being fairly recognized or rewarded. Asking for a raise or working longer hours may not fully address the underlying sense of unfair treatment.

Question 15

According to expectancy theory,people are motivated to work toward rewards they want and that they believe they have a reasonable chance of obtaining.

Accepted Answer

Expectancy theory proposes that motivation is based on three key elements: expectancy, instrumentality, and valence. Expectancy refers to an individual's belief that their effort will lead to high performance. Instrumentality refers to an individual's belief that high performance will lead to a desirable outcome or reward. Finally, valence refers to the degree to which a reward is perceived as attractive or valuable to the individual. When all three of these factors are present, individuals are likely to be highly motivated to work towards the desired outcome or reward.

Question 16

The two-factor theory examines the relationship between effort and performance.

Accepted Answer

The two-factor theory, proposed by Frederick Herzberg, focuses on job satisfaction and motivation, distinguishing between hygiene factors (which can cause dissatisfaction if missing but do not motivate if present) and motivators (which truly motivate employees when present).

Question 17

A manager wants to motivate the maintenance staff to be more productive.She starts by providing training and assures employees that high productivity will be rewarded.Employees are asked to identify the rewards that would mean the most to them.The manager likely subscribes to which theory of motivation?

Accepted Answer

The manager's actions suggest that she subscribes to the expectancy theory of motivation, which posits that people are motivated by their belief that their efforts will lead to high performance, which, in turn, will result in rewards that they value. By providing training and assuring employees of rewards, the manager is addressing the belief that effort leads to performance, which should motivate the maintenance staff to be more productive. By asking employees to identify the rewards that would mean the most to them, the manager is addressing the idea that rewards must be valued by the employees in order to be motivating, which is consistent with the expectancy theory.

Question 18

Hygiene factors affect motivation only if they are absent or fail to meet expectations.

Accepted Answer

Hygiene factors, such as salary, work environment, and job security, are considered basic requirements for employees and are expected to be fulfilled. When these factors are absent or fail to meet expectations, employee dissatisfaction and demotivation occur. However, their presence does not necessarily lead to increased motivation but rather prevents dissatisfaction.

Question 19

If,instead of offering incentives for sales goals,a manager were to get ideas on increasing sales revenue from his sales team to implement,which of the following would MOST likely result?

Accepted Answer

By involving the sales team in the process of generating ideas to increase sales revenue, the sales team will feel more invested and engaged in the process. This can lead to higher motivation levels and a sense of ownership in the success of the organization. Additionally, involving the sales team can result in more creative and effective ideas, as they are the individuals who have direct contact with customers and have a deeper understanding of the market.

Question 20

For an individual to feel equitably treated,his ratio of contribution to return must be the same as the other individual's ratio with whom he or she is comparing.

Accepted Answer

The answer of For an individual to feel equitably treated,his...

Quiz 8: Employee Behavior and Motivation