Question 1

The historical perspectives on motivation are the traditional,human relations,and contingency approaches.

Accepted Answer

The historical perspectives on motivation typically include the traditional, human relations, and human resources approaches, not contingency.

Question 2

Content perspectives focus on why people choose certain behavioral options to fulfill their needs and how they evaluate their satisfaction after they have attained these goals.

Accepted Answer

Content perspectives focus on identifying what specific needs motivate behavior, not on the evaluation of satisfaction after achieving goals.

Question 3

Reinforcement schedules based on behaviors are called ratio reinforcement schedules.

Accepted Answer

Ratio reinforcement schedules are based on the number of times a behavior occurs and are a type of operant conditioning where behaviors are reinforced after a certain number of occurrences. This is in contrast to interval reinforcement schedules which are based on time intervals.

Question 4

Goal commitment is the extent to which a goal is challenging and requires effort.

Accepted Answer

Goal commitment refers to the level of attachment and determination an individual has towards achieving a goal, not to how challenging or effortful the goal is.

Question 5

Goal-setting theory can be used to implement both expectancy and equity theory concepts.

Accepted Answer

Goal-setting theory involves setting specific, challenging goals that individuals expect to attain and receive rewards for achieving. This aligns with expectancy theory's concept of perceived effort leading to performance and rewards, as well as equity theory's notion that individuals compare their inputs and outcomes to those of others to determine fairness. By using goal-setting theory, organizations can set goals that motivate employees to work harder and feel fairly rewarded for their efforts.

Question 6

Research has found that people from different cultures are likely to have different need categories and hierarchies.

Accepted Answer

Different cultures have different beliefs, values, and attitudes which can influence their needs and how they prioritize them. For example, individualistic cultures may prioritize self-actualization and personal achievement while collectivistic cultures may prioritize harmony within the community and familial relationships.

Question 7

People with a high need for power have a desire to assume personal responsibility,a tendency to set moderately difficult goals,a desire for specific and immediate feedback,and a preoccupation with their tasks.

Accepted Answer

People with a high need for power are primarily focused on gaining influence and control over others, rather than being preoccupied with task completion or setting personal goals. They may not necessarily seek personal responsibility for tasks or desire specific feedback related to task performance.

Question 8

ERG theory suggests that more than one level of need can cause motivation at the same time.

Accepted Answer

ERG theory proposes that individuals can experience motivation from multiple levels of needs (Existence, Relatedness, and Growth) simultaneously. This means that an individual may be motivated by the need for security (Existence) and the need for recognition (Growth) at the same time.

Question 9

The human relations view assumes that the contributions themselves are valuable to both individuals and organizations.

Accepted Answer

The answer of The human relations view assumes that the...

Question 10

The goal for the manager is to maximize the likelihood an employee will choose to work as hard as possible at a job.

Accepted Answer

Yes, the goal for a manager is typically to motivate their employees to work as hard as possible in order to maximize productivity and ultimately achieve the company's goals.

Question 11

When actors are playing a part,they try to determine what causes a character to behave in a certain way.The actor is searching for the character's motivation.

Accepted Answer

Actors do search for their character's motivation in order to understand and perform their role convincingly.

Question 12

The two methods of increasing the frequency of a behavior are positive reinforcement and extinction.

Accepted Answer

Positive reinforcement increases the frequency of a behavior by adding a desirable stimulus after the behavior, while extinction decreases the frequency of a behavior by removing the reinforcement that was maintaining the behavior. Negative reinforcement, not extinction, is another method that increases behavior by removing an aversive stimulus after the behavior occurs.

Question 13

The two methods of reducing the frequency of behavior are punishment and avoidance.

Accepted Answer

The two primary methods of reducing the frequency of behavior are punishment and extinction, not avoidance. Punishment involves applying an adverse stimulus following an unwanted behavior, while extinction involves removing a reinforcing stimulus to decrease the likelihood of a behavior's recurrence. Avoidance is a strategy to prevent the occurrence of an unwanted outcome, but it is not directly a method of reducing the frequency of behavior in the same way as punishment and extinction.

Question 14

If needs remain unsatisfied,the person will become frustrated,regress to a lower level,and begin to pursue those things again.This is called the two-factor theory.

Accepted Answer

This description refers to Abraham Maslow's concept of the hierarchy of needs, not the two-factor theory, which was proposed by Frederick Herzberg and relates to job satisfaction and motivation.

Question 15

Individual performance is generally determined by three things: skills,pay,and friends.

Accepted Answer

While skills can have an impact on individual performance, pay and friends are not necessarily determining factors. Other factors such as attitude, work ethic, and job satisfaction can also play a role.

Question 16

Reinforcement perspectives explain the role of rewards that cause behavior to change or remain the same over time.

Accepted Answer

Reinforcement perspectives emphasize the role of rewards, punishments, and consequences in shaping behavior. Positive reinforcement, for example, involves providing a reward or positive consequence after a desired behavior is displayed, which increases the likelihood of that behavior being repeated in the future. Negative reinforcement involves removing a negative consequence or aversive stimulus after a desired behavior is displayed, which also increases the likelihood of that behavior being repeated. On the other hand, punishments and negative consequences are used to discourage or decrease undesired behaviors. Overall, reinforcement perspectives focus on using rewards and consequences to shape and maintain behavior over time.

Question 17

Most managers are not directly involved with meeting an employees need for self-actualization.However,if the work involves the employees faith and helping others,the need is more likely to be met.

Accepted Answer

Managers may not always be directly involved in meeting employees' needs for self-actualization, but if the work aligns with the employee's values and purpose, it can help to fulfill that need. This is especially true if the work involves the employee's faith and helping others.

Question 18

Abraham Maslow was a traditionalist.

Accepted Answer

Abraham Maslow was actually considered a humanistic psychologist, who emphasized personal growth, self-actualization, and individual potential. He challenged traditional behaviorism and psychoanalytic theories of his time.

Question 19

Performance based rewards violates the equity theory.

Accepted Answer

Performance based rewards do not necessarily violate equity theory if employees believe that their effort and performance are directly linked to their rewards and that they are being compared fairly to others in terms of their contributions. However, if the system is perceived as unfair or if some employees receive disproportionate rewards for similar contributions, it may violate equity theory.

Question 20

The goal-setting theory of motivation assumes that behavior is a result of conscious goals and intentions.

Accepted Answer

The goal-setting theory states that behavior is the result of conscious goals and intentions, and that setting specific, challenging goals can motivate individuals to work harder and perform better.

Quiz 15: Managing Employee Motivation and Performance