Question 1

Organizations trying to build a strong team will want to incorporate group-based performance incentives.Employers should encourage employees to make an extra effort to help their team succeed by
A)linking performance to goal setting.
B)implementing successful contingency planning.
C)linking rewards to company profitability.
D)increasing employee development and training.
E)linking rewards to team performance.

Accepted Answer

The best choice is to link rewards to team performance because it encourages employees to work together towards a common goal and feel a sense of accountability towards their teammates. When individual performance is tied to team success, employees are motivated to support each other and collaborate to achieve better outcomes. This also helps to build trust and a sense of cohesion within the team, leading to better overall performance.

Question 2

SCENARIO 4-5
Allied World Exporting Inc.employs many individuals worldwide,and has discovered that not all are motivated by the same things.They have decided to develop different plans for the different segments of their workforce,depending upon their job,culture,and location.Those employed by the company include mill and factory workers,managers,sales people,contingent or temporary workers,part-time workers,and full-time permanent employees.

-Referring to SCENARIO 4-5,the sales representatives in Japan will likely be most motivated by
A)ongoing opportunities for education and training.
B)autonomy.
C)recognition through the form of commission.
D)being a member of a successful team.
E)bonuses based on individual performance.

Accepted Answer

In Japan, cultural values often emphasize group harmony and teamwork, so being a member of a successful team is likely to be a strong motivator for sales representatives.

Question 3

As stated by expectancy theory,money is a necessary part of any effective reward system.

Accepted Answer

Expectancy theory suggests that employees are motivated by the belief that their efforts will lead to desired outcomes, and that these outcomes will be valuable to them. While money can be a motivator for some individuals, it is not the only factor that drives motivation according to expectancy theory. Other factors such as recognition, career advancement opportunities, and job satisfaction can also be effective components of a reward system.

Question 4

In contrast to the hierarchy of needs theory,the ERG theory demonstrates that (1)more than one need may be working at the same time;and (2)if the gratification of a higher-level need is stifled,the desire to satisfy a lower-level need increases.

Accepted Answer

The statement accurately describes the key differences between the hierarchy of needs theory and the ERG theory.

Question 5

Research suggests that individuals with a high need to achieve prefer,and will be motivated by,jobs where there is personal responsibility,feedback,and an intermediate degree of risk.

Accepted Answer

This statement is supported by research on the relationship between need for achievement and job motivation. People with a high need for achievement tend to seek out jobs that offer challenge, personal responsibility, and feedback, and they are often motivated by moderate levels of risk and uncertainty.

Question 6

SCENARIO 4-5
Allied World Exporting Inc.employs many individuals worldwide,and has discovered that not all are motivated by the same things.They have decided to develop different plans for the different segments of their workforce,depending upon their job,culture,and location.Those employed by the company include mill and factory workers,managers,sales people,contingent or temporary workers,part-time workers,and full-time permanent employees.

-Referring to SCENARIO 4-5,the mill and factory workers in Russia will likely be most motivated by
A)intrinsic rewards like more autonomy.
B)flexible work schedules.
C)working with teenagers and retirees.
D)recognition and valued extrinsic rewards,like North American T-shirts.
E)working less hours.

Accepted Answer

Mill and factory workers in Russia will likely be most motivated by extrinsic rewards, such as recognition and valued items like North American T-shirts. This is because they are likely to place a high value on tangible rewards that they can use or show off to others. Intrinsic rewards like autonomy or flexible schedules may not be as important to this group.

Question 7

A person's internal desire to do something,due to such things as interest,challenge,and personal satisfaction is known as extrinsic motivation.

Accepted Answer

This statement is incorrect. Extrinsic motivation refers to external factors such as rewards, punishment, or social pressure, while intrinsic motivation relates to a person's internal desire to do something, such as interest, challenge, or personal satisfaction.

Question 8

The strength of a person's motivation to perform a job depends on his or her sense of self-efficacy.

Accepted Answer

Self-efficacy refers to an individual's belief in their ability to perform a specific task or job. If a person has a high level of self-efficacy, they will feel confident in their ability to perform the job, which can increase their motivation to do so. Conversely, if a person has low self-efficacy, they may feel unsure of their ability to perform the job, which can decrease their motivation. Therefore, the strength of a person's motivation to perform a job is closely linked to their sense of self-efficacy.

Question 9

SCENARIO 4-5
Allied World Exporting Inc.employs many individuals worldwide,and has discovered that not all are motivated by the same things.They have decided to develop different plans for the different segments of their workforce,depending upon their job,culture,and location.Those employed by the company include mill and factory workers,managers,sales people,contingent or temporary workers,part-time workers,and full-time permanent employees.

-Referring to SCENARIO 4-5,workers in China will likely be most motivated by
A)opportunities for training.
B)obtaining flexibility in their position.
C)jobs based on performance.
D)job security,bonuses,and life-time employment.
E)intrinsic rewards.

Accepted Answer

In China, due to the cultural emphasis on job security and long-term employment, workers are most likely to be motivated by job security, bonuses, and the possibility of lifetime employment.

Question 10

Research in cross-cultural settings has indicated support for the expectancy theory of motivation.

Accepted Answer

Research in various cross-cultural settings has found that individuals' motivation is influenced by their expectancy (belief that their effort will lead to performance), instrumentality (belief that performance will lead to outcomes or rewards), and valence (value placed on the outcomes or rewards). This supports the basic principles of expectancy theory.

Question 11

Jason firmly believes that the firm he works for is not in a financial position to reward him with great returns.He has been less motivated in his job lately.The reason why Jason is less motivated is because of instrumentality.

Accepted Answer

Jason's lack of motivation is due to instrumentality, which is the perception that the rewards for his job performance are not worth the effort he puts in. He believes that even if he performs well, he will not be rewarded appropriately by the company. Hence, he is less motivated in his job.

Question 12

Expectancy refers to the individual's perception of how probable it is that exerting a given amount of effort will lead to good performance.

Accepted Answer

Expectancy theory states that an individual's motivation is influenced by their perceived likelihood or expectancy that their effort will lead to good performance.

Question 13

Goal-setting theory suggests that intrinsic job factors motivate,whereas extrinsic factors only maintain and placate employees.

Accepted Answer

Goal-setting theory primarily focuses on the motivational effects of setting specific and challenging goals, emphasizing how clear objectives can enhance performance, rather than distinguishing between intrinsic and extrinsic factors as primary motivators.

Question 14

Theory X managers believe all people are motivated by extrinsic factors.

Accepted Answer

Theory X managers believe that employees are motivated by external factors such as money, rewards, and punishment.

Question 15

Theory X managers assume employees like work,are creative,and use self-direction.

Accepted Answer

Theory X managers assume that employees dislike work, lack creativity, and need to be closely supervised and controlled.

Question 16

Jack manages an import/export firm that employs many older workers as well as recent university graduates.When analyzing the best ways to motivate his employees,Jack has discovered that Generation Y employees are most motivated by
A)an ESOP.
B)gainsharing.
C)recognition from one's company or boss.
D)giving back to the community through work.
E)socializing with co-workers.

Accepted Answer

Generation Y employees are known for valuing recognition and feedback from their superiors. They crave constant feedback and want to know how they are doing, what they can improve on, and if they are meeting expectations. Therefore, recognition from one's company or boss can be a powerful motivator for this generation.

Question 17

Louise is unmotivated because she feels that her employer is not rewarding her in a fair and equitable manner.To Louise,the issue is the valence of the reward.

Accepted Answer

The issue Louise is facing relates to equity or fairness in the reward system, not valence. Valence refers to the attractiveness or desirability of a reward, while Louise's concern is about how rewards are distributed fairly or equitably among employees.

Question 18

As workplaces become more empowered,there is a greater need for intrinsically motivated employees.

Accepted Answer

Empowered workplaces are those that give employees more autonomy and control over their work, which can lead to a greater sense of purpose and engagement. Intrinsic motivation, which comes from within the individual, is increasingly important in such environments because it drives people to pursue their own goals and interests rather than just following instructions from others.

Question 19

Research on employee stock ownership plans indicates that they
A)tend to increase employee satisfaction.
B)tend to reduce base salaries.
C)tend to reduce stress related to job stability.
D)keep performance levels steady.
E)tend to reduce innovative growth.

Accepted Answer

Research has consistently shown that employee stock ownership plans increase employee satisfaction and motivation by providing them with a sense of ownership and a direct stake in the success of the company. It can also help align the interests of employees and shareholders, which can lead to increased performance and profitability. There is no evidence to suggest that employee stock ownership plans reduce base salaries or job stability or hinder innovative growth. However, the impact on performance levels may vary depending on the specific context and design of the plan.

Question 20

Jack manages an import/export firm that employs many older workers as well as recent university graduates.When analyzing the best ways to motivate his employees,Jack has discovered that the older workers (Baby Boomers)are most motivated by
A)a form of gainsharing.
B)piece-rate wages.
C)a steady rate to promotions.
D)higher pay and benefits.
E)an intellectually stimulating workplace.

Accepted Answer

The answer of Jack manages an import/export firm that employs...

Quiz 4: Motivating Self and Others

Organizations trying to build a strong team will want to incorporate group-based performance incentives.Employers should encourage employees to make an extra effort to help their team succeed by

As stated by expectancy theory,money is a necessary part of any effective reward system.

In contrast to the hierarchy of needs theory,the ERG theory demonstrates that (1)more than one need may be working at the same time;and (2)if the gratification of a higher-level need is stifled,the desire to satisfy a lower-level need increases.

Research suggests that individuals with a high need to achieve prefer,and will be motivated by,jobs where there is personal responsibility,feedback,and an intermediate degree of risk.

A person's internal desire to do something,due to such things as interest,challenge,and personal satisfaction is known as extrinsic motivation.

The strength of a person's motivation to perform a job depends on his or her sense of self-efficacy.

Research in cross-cultural settings has indicated support for the expectancy theory of motivation.

Jason firmly believes that the firm he works for is not in a financial position to reward him with great returns.He has been less motivated in his job lately.The reason why Jason is less motivated is because of instrumentality.

Expectancy refers to the individual's perception of how probable it is that exerting a given amount of effort will lead to good performance.

Goal-setting theory suggests that intrinsic job factors motivate,whereas extrinsic factors only maintain and placate employees.

Theory X managers believe all people are motivated by extrinsic factors.

Theory X managers assume employees like work,are creative,and use self-direction.

Jack manages an import/export firm that employs many older workers as well as recent university graduates.When analyzing the best ways to motivate his employees,Jack has discovered that Generation Y employees are most motivated by

Louise is unmotivated because she feels that her employer is not rewarding her in a fair and equitable manner.To Louise,the issue is the valence of the reward.

As workplaces become more empowered,there is a greater need for intrinsically motivated employees.

Research on employee stock ownership plans indicates that they

Jack manages an import/export firm that employs many older workers as well as recent university graduates.When analyzing the best ways to motivate his employees,Jack has discovered that the older workers (Baby Boomers) are most motivated by