Question 1

Achievement motivation in McClelland's learned needs model is measured using the Thematic Apperception Test.

Accepted Answer

Achievement motivation, as part of McClelland's learned needs model, is indeed measured using the Thematic Apperception Test (TAT).

Question 2

The game of golf does not appeal to most high achievers because feedback is not immediate.

Accepted Answer

This statement is not accurate. Golf requires a high level of skill and strategy, and many successful individuals enjoy the challenge it presents. While feedback may not be immediate, golfers often analyze their shots and course performance to improve their game over time.

Question 3

According to the Self Competency: John Schnatter of Papa John's Pizza,international consumers have different tastes and get their pizza delivered by scooters or bicycles.

Accepted Answer

The article states that international consumers have different tastes and delivery methods, such as using scooters or bicycles for delivery.

Question 4

According to Herzberg's motivator - hygiene model,motivator factors include company policy and administration,technical supervision,salary,fringe benefits,working conditions,and interpersonal relations,and are extrinsic factors,or factors external to the job.

Accepted Answer

According to Herzberg's motivator-hygiene model, motivator factors are intrinsic to the job and include aspects such as achievement, recognition, the work itself, responsibility, and advancement. Hygiene factors, which are extrinsic to the job, include company policy and administration, technical supervision, salary, fringe benefits, working conditions, and interpersonal relations.

Question 5

In the job characteristics model,the three critical psychological states affected are experienced meaningfulness of the tasks performed,experienced personal responsibility for task outcomes,and knowledge that the employee is fairly compensated for his work.

Accepted Answer

The three critical psychological states affected are experienced meaningfulness of the work, experienced responsibility for outcomes of the work, and knowledge of the actual results of the work activities, not compensation fairness.

Question 6

According to the job characteristics model,skill variety is the extent to which a job requires an employee to complete a whole and identifiable piece of work,that is,doing a task from beginning to end with a visible outcome.

Accepted Answer

Skill variety refers to the extent to which a job requires an employee to use a variety of different skills and abilities. The statement given in the question refers to task identity, which is another dimension of the job characteristics model.

Question 7

Herzberg's motivator - hygiene model suggests an employee can be motivated through fringe benefits only.

Accepted Answer

Herzberg's motivator-hygiene model suggests that employees are motivated by intrinsic factors such as meaningful work, recognition, and growth opportunities (motivators), as well as extrinsic factors such as salary, working conditions, and job security (hygiene factors). While fringe benefits could be considered a hygiene factor, Herzberg's model suggests that they alone would not be sufficient to fully motivate an employee.

Question 8

In McClelland's learned needs model,there are two main characteristics of self-motivated high achievers: (1)they don't mind tasks in which feedback is not immediate;and (2)they are mostly motivated by financial incentives.

Accepted Answer

This statement is incorrect. According to McClelland's learned needs model, self-motivated high achievers are motivated by three needs: achievement, affiliation, and power. Financial incentives may be important, but they are not the only motivator for high achievers. Additionally, immediate feedback is preferred by high achievers as it allows them to learn and adjust their behavior more quickly.

Question 9

According to Herzberg's motivator - hygiene model,hygiene factors include company policy and administration,technical supervision,salary,fringe benefits,working conditions,and interpersonal relations,and are extrinsic factors,or factors external to the job.

Accepted Answer

Herzberg's motivator-hygiene model distinguishes between motivators and hygiene factors. Hygiene factors are external to the job and include company policy and administration, technical supervision, salary, fringe benefits, working conditions, and interpersonal relations. Motivators, on the other hand, are intrinsic to the job and include factors such as achievement, recognition, work itself, responsibility, and growth.

Question 10

High achievers accept credit when they win and but not the blame when they lose.

Accepted Answer

High achievers take responsibility for their failures and learn from them. They understand that failure is a part of the process and use it as a stepping stone towards success.

Question 11

According to research on McClelland's Learned Needs Theory,successful CEOs are high in institutional power and achievement but low in personal power needs.

Accepted Answer

The answer of According to research on McClelland's Learned Needs...

Question 12

According to McClelland's Learned Needs Theory,the need for achievement is more important for managerial success than the need for institutional power.

Accepted Answer

McClelland's Learned Needs Theory suggests that the need for power, especially institutional power (the desire to organize others to further the goals of the organization), is more important for managerial success than the need for achievement. Managers with a high need for institutional power tend to be more effective in their roles.

Question 13

According to the Self Competency: John Schnatter of Papa John's Pizza,Schnatter plans to take market share away from Pizza Hut and Domino's by making a better pizza,having better ingredients,and expanding internationally.

Accepted Answer

This is stated in the article under the section "Expanding the Business and International Market".

Question 14

According to McClelland's learned needs model,a financial incentive plan would not necessarily increase performance of high achievers,because high achievers already work at full efficiency.

Accepted Answer

McClelland's learned needs model suggests that high achievers are intrinsically motivated and driven by the desire for achievement rather than external rewards, so a financial incentive plan may not necessarily increase their performance since they are already working at full capacity.

Question 15

In McClelland's learned needs model,the three main characteristics of self-motivated high achievers are: (1)they like to set their own goals; (2)they avoid selecting extremely difficult goals;and (3)they prefer tasks that will provide immediate feedback.

Accepted Answer

This statement accurately reflects the three main characteristics of self-motivated high achievers in McClelland's learned needs model. They prefer autonomy in setting their goals, selecting challenging but achievable goals, and receiving timely feedback on their progress.

Question 16

McClelland's learned needs model suggests that most people believe they have an "achievement motivation," but probably only about 30 percent of the U.S.population really does.

Accepted Answer

McClelland's learned needs model does indeed focus on achievement motivation (nAch) as one of the key motivators, along with the needs for affiliation (nAff) and power (nPow), but it does not specify a percentage of the U.S. population that actually has achievement motivation. The model suggests that these needs are learned and can vary significantly among individuals, rather than implying a specific proportion of the population possesses a particular need.

Question 17

Achievement motivation doesn't operate when high achievers are performing routine or boring tasks or when there is no competition against goals.

Accepted Answer

Achievement motivation is only triggered when there is a challenging and competitive goal to work towards. When high achievers are performing routine or boring tasks, there may be little motivation to excel as the task itself does not offer a sense of accomplishment or recognition.

Question 18

According to Herzberg's motivator - hygiene model,motivator factors include the work itself,recognition,advancement,and responsibility,and are intrinsic factors that are directly related to the job and are largely internal to the individual.

Accepted Answer

Herzberg's motivator-hygiene theory states that motivator factors, such as the work itself, recognition, advancement, and responsibility, are intrinsic to the job and are related to the individual's internal needs for growth and achievement. Hygiene factors, on the other hand, include factors like salary, working conditions, and company policies, which are extrinsic to the job and do not necessarily lead to satisfaction but can prevent dissatisfaction.

Question 19

According to the job characteristics model,task significance is the extent to which a job requires a variety of employee competencies to carry out the work.

Accepted Answer

Task significance refers to the impact the job has on others, such as the organization, clients, or society as a whole. It is not related to the variety of employee competencies required for the job.

Question 20

According to the job characteristics model,skill variety is the extent to which a job provides empowerment and discretion to an employee in scheduling tasks and in determining procedures to be used in carrying out those tasks.

Accepted Answer

Skill variety is the extent to which a job requires an employee to use different skills and abilities to perform tasks. Empowerment and discretion in scheduling tasks and determining procedures falls under the dimension of autonomy in the job characteristics model.

Quiz 6: Motivating Employees