Exam 13: Motivating for Performance

Which of the following statements about achievement is true?

A psychological contract about the relationship between individuals and employing organizations resides in the minds of

Distinguish between negative reinforcement, punishment, and extinction. Give examples for each.

Diana, a team lead, realizes that her team is composed of people with varying interests. Jin has a strong desire to influence others and encourage them to improve and enhance organizational goals. Merle wishes to be liked by others in the organization. Maria has the tendency to control others and often tries to manipulate and exploit them. Sam is obsessed with accomplishing his goals and strives to succeed. Diana often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Diana assigns them undesirable tasks.Diana gives a raise to those who perform well. This is an example of a(n)

Diana, a team lead, realizes that her team is composed of people with varying interests. Jin has a strong desire to influence others and encourage them to improve and enhance organizational goals. Merle wishes to be liked by others in the organization. Maria has the tendency to control others and often tries to manipulate and exploit them. Sam is obsessed with accomplishing his goals and strives to succeed. Diana often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Diana assigns them undesirable tasks.According to McClelland's theory, Maria has a need for

Reuben's boss recently took him off probation because Reuben had met performance standards that he and his boss had agreed upon. This is an example of a ________ reinforcement.

Which of the following best describes valence?

Administering an aversive consequence is referred to as

Briefly describe Edward Thorndike's law of effect, and discuss the theory that uses it to alter employee behavior.

According to McClelland's research, the need for achievement is

Discuss the consequences of job dissatisfaction.

Rudolph made a good-faith effort to develop a new product, but the attempt failed. What should Rudolph's employer do?

Changing a task to make it inherently more rewarding, motivating, and satisfying is referred to as

According to a theory regarding performance-related beliefs, the effort-to-performance link is called

Jacob, a production team manager, often sets impossible performance goals for his team members. Eventually, the performance of the team members starts to deteriorate because they never succeed in reaching the goals Jacob sets, and they are becoming demoralized. Which of the following key consequences of behavior does this scenario exemplify?

The President of Bradley Inc. receives the following feedback from his employees. Lamont, one of the employees, consistently says that he does not believe he will ever succeed. He regularly says to his colleagues, "No matter how well I do in this job, I'll never get a raise or promotion." Shelly, another employee, does not care about any of the rewards that the organization offers. Therefore, she says, "It just isn't worth it to me to work that hard!" Christy, another employee, feels that she is no longer able to keep up in her job, so there is little use in trying.Which of the following best describes Christy's view?

Organizational behavior modification focuses on

Describe how you might apply the SMART system for setting a goal that you would like to achieve.

Removing or withholding an undesirable consequence is called

In his second year of managing the accounting department, Darwin set a goal for his team to slightly improve its "days billing" from last year's mediocre 36 days to 35.5 days. Midway through the year, Darwin is disappointed that the "days billing" has actually worsened, to 37 days. Darwin's manager advised Darwin that, to motivate his staff to perform at a higher level, Darwin should set a goal that is