Question 1

For pride to work well as a motivator, the manager should

Accepted Answer

To make pride an effective motivator, the manager should set his or her compass on pride, meaning they should prioritize and promote a culture of pride in the workplace. This can involve recognizing and celebrating small accomplishments and achievements, fostering a sense of ownership and responsibility among employees, and promoting a positive and supportive work environment. While financial rewards can be a motivator, they may not always lead to sustained motivation and can sometimes even have negative effects on employee morale.

Question 2

An example of a second-level outcome in expectancy theory would be

Accepted Answer

A promotion resulting from a good performance appraisal is an example of a second-level outcome in expectancy theory. This is because the promotion is an outcome that is directly related to the employee's performance, and it is something that the employee values and desires. The promotion is also something that is within the employee's control, and it is a clear and specific outcome that the employee can work towards. By achieving the outcome of the promotion, the employee will feel a sense of accomplishment and satisfaction, which will in turn motivate them to continue performing at a high level.

Question 3

A study showed that workers who perceive themselves to have a technical orientation tend to prefer praise that

Accepted Answer

Workers with a technical orientation are likely to value their work and its contribution to the task at hand. Therefore, they would prefer praise that focuses on how their work made a contribution. Praise that is too general or focuses on personal characteristics may not be meaningful to them. Additionally, praise that could be interpreted negatively may be seen as criticism and not effective in motivating them.

Question 4

An implication of equity theory for the leader/manager to keep in mind is that subordinates should

Accepted Answer

Equity theory proposes that employees will compare their inputs (such as time, effort, and skills) to their outcomes (such as pay, recognition, and job satisfaction) with the inputs and outcomes of others. If they perceive that there is a discrepancy between their inputs and outcomes compared to others, they will feel a sense of inequity and will likely become demotivated. Therefore, the leader/manager should ensure that subordinates perceive themselves to be getting a fair deal to maintain their motivation and job satisfaction.

Question 5

An important implication of expectancy theory for leaders is that

Accepted Answer

Expectancy theory states that employees will be motivated if they believe that their efforts will lead to good performance, good performance will lead to rewards, and the rewards will be valuable to them. Therefore, leaders should make the link between rewards and performance explicit to motivate their employees.

Question 6

Jodie has high self-efficacy, meaning that she

Accepted Answer

High self-efficacy means having a strong belief in one's ability to perform a particular task or handle a specific situation. Option B is the only choice that accurately describes this concept. Option A describes low self-efficacy, option C describes general self-esteem, and option D describes overconfidence.

Question 7

An advantage of a goal related to a noble cause is that it

Accepted Answer

A goal related to a noble cause is likely to inspire workers, as it is related to a higher purpose and makes them feel that their work is meaningful and impactful. It may also motivate them to work harder and stay committed to the goal.

Question 8

The sets of goal characteristics that will probably lead to higher levels of performance are

Accepted Answer

Difficult and specific goals are more effective because they provide a clear aim and challenge individuals to stretch their capabilities, leading to higher performance.

Question 9

According to equity theory, workers are likely to be motivated when they

Accepted Answer

Equity theory suggests that workers are motivated when they perceive fairness in the distribution of rewards relative to their inputs compared to others.

Question 10

A major reason that recognition is an effective motivator is because

Accepted Answer

Studies have shown that one of the main reasons recognition can be effective is because many employees feel undervalued or underappreciated in their jobs. When employees receive recognition for their work, it can help boost morale, job satisfaction, and motivation. However, it's important to note that recognition should be genuine and meaningful, rather than simply a token gesture or superficial praise.

Question 11

The question, "If I get the job done, will I really get my reward?" illustrates the ____ aspect of expectancy theory.

Accepted Answer

Instrumentality refers to the belief that if one performs well, they will receive a reward. This is exactly what the question is asking - whether or not the reward (instrumentality) will be granted if the job is completed successfully. The other aspects of expectancy theory do not directly relate to this question.

Question 12

A study indicated that many managers fail to coach employees, particularly in the area of

Accepted Answer

The study found that many managers fail to provide coaching to employees, especially in terms of giving feedback on performance and suggestions for improvement. This suggests that managers are not effectively communicating with their employees about their job performance, which can affect overall productivity and job satisfaction. Coaching in this area is critical to helping employees grow and develop in their roles. Therefore, option C is the best choice.

Question 13

Mindi has a learning goal orientation.While she is competing in a national sales contest, she is strongly motivated to

Accepted Answer

Mindi's learning goal orientation means that she is motivated by the desire to learn and develop new skills. Therefore, she is likely competing in the sales contest to learn and improve her sales abilities rather than simply to win or impress others. Choice B is incorrect because Mindi's goal is not to make others look good, but rather to focus on her own learning and development. Choice C is also incorrect because Mindi's goal is to improve during the competition rather than purposely coming in toward the bottom. Finally, choice D is incorrect because Mindi's motivation is driven by learning and self-improvement rather than impressing others.

Question 14

To increase the valence in a particular motivational situation, a leader should

Accepted Answer

Providing a reward that excites the group member is likely to increase their valence in the motivational situation, as they will feel motivated to put in effort in order to receive the reward. Simply providing assurance that a reward will be forthcoming (A) may not be enough to increase valence, as the group member may not find the promised reward desirable. Helping the group member learn how to perform the task better (C) may increase their expectancy, but may not directly increase valence. Avoiding offering a reward for good performance (D) is unlikely to increase valence or motivation.

Question 15

A major concern about using goals to boost performance is that some workers, including leaders, will

Accepted Answer

Setting goals can motivate employees, but it can also lead to unethical behavior if employees feel pressured to meet those goals at any cost, even if it means cutting corners or engaging in deceptive practices. This concern is especially relevant for leaders, who may face even greater pressure to achieve ambitious goals and may be more likely to engage in unethical behavior to do so.

Question 16

The question, "If I work hard, will I get the job done?" illustrates the ____ aspect of expectancy theory.

Accepted Answer

Expectancy theory proposes that people will be motivated to achieve a desired outcome if they believe that:
a) their effort will lead to high performance (expectancy)
b) their performance will lead to successful outcomes (performance-to-outcome expectancy)
c) those outcomes will be personally meaningful (valence)

In this question, the focus is on the first aspect of the theory, expectancy. The individual is questioning whether their effort (working hard) will lead to high performance (getting the job done). Therefore, the best choice is D, expectancy.

Question 17

An essential part of coaching is to

Accepted Answer

Building relationships with people is essential in coaching as it helps establish trust and open communication between the coach and the person being coached. Through this relationship, the coach can better understand the needs, aspirations, and areas of improvement of the person being coached, leading to more effective coaching sessions. The other options (A, C, and D) are not appropriate as they involve authoritarianism, manipulation, and imposition of obstacles, which can undermine the coaching process and hinder progress.

Question 18

The feeling of being proud is essentially a(n)

Accepted Answer

The feeling of being proud is an internal motivator, as it comes from within oneself and is based on one's own sense of accomplishment or achievement. It can be a strong motivator for individuals who have a strong sense of personal pride and satisfaction in their work. It may not have the same impact on those who are solely motivated by external factors or incentives.

Question 19

Which one of the following is regarded as a fallacy about coaching?

Accepted Answer

Coaching involves not only providing new knowledge and skills, but also focuses on enhancing an individual's self-awareness, tapping into their potential, and helping them achieve their goals. Therefore, viewing coaching as solely about providing new knowledge and skills is a fallacy. The other choices are not fallacies - A is true, B is important to recognize the difference between coaching and therapy, and D is also true as experience in the specific area is not always necessary for effective coaching.

Question 20

An important implication of expectancy theory for leadership is that

Accepted Answer

Expectancy theory suggests that for motivation to be effective, employees must understand what is expected of them and how their performance will lead to desired rewards. Therefore, clarity in task understanding is crucial.

Quiz 10: Motivation and Coaching Skills