Question 1

Punishment withdraws a negative event to increase desirable behavior.

Accepted Answer

A) True 
 B)False

Question 2

An employee highly values developing friendships at work, and knows that a promotion will take him away from his coworkers. The employee's motivation to strive for a promotion is low because

Accepted Answer

A)  Effort-performance expectancy is zero. 
B)  Valence of the promotion is small. 
C)  Performance-outcome expectancy is zero. 
D)  No answers are correct. 
A)  Effort-performance expectancy is zero. 
B)  Valence of the promotion is small. 
C)  Performance-outcome expectancy is zero. 
D)  No answers are correct.

Question 3

Participation in goal setting is not important for goal acceptance.

Accepted Answer

A) True 
 B)False

Question 4

Equity sensitivity describes people's uniform responses to a state of inequity.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following statements is false about the ethical implications of behavior modification?

Accepted Answer

A)  Critics say that behavior modification can be used to "control" people. 
B)  Behavior modification can have both positive and negative ends. 
C)  There is no interaction between the controller and the person being controlled. 
D)  The issue of who will control people's behavior is important. 
A)  Critics say that behavior modification can be used to "control" people. 
B)  Behavior modification can have both positive and negative ends. 
C)  There is no interaction between the controller and the person being controlled. 
D)  The issue of who will control people's behavior is important.

Question 6

Which of the following is true about some connections between goal-setting and expectancy theory?

Accepted Answer

A)  Employee training can increase the effort-performance expectancy. 
B)  Sufficiently challenging goals should result in intrinsic outcomes. 
C)  Feedback and rewards for performance can enhance the performance-outcome expectancy. 
D)  All answers describe a connection between goal-setting and expectancy theory. 
A)  Employee training can increase the effort-performance expectancy. 
B)  Sufficiently challenging goals should result in intrinsic outcomes. 
C)  Feedback and rewards for performance can enhance the performance-outcome expectancy. 
D)  All answers describe a connection between goal-setting and expectancy theory.

Question 7

Most motivation theories can apply easily to other cultures.

Accepted Answer

A) True 
 B)False

Question 8

Goal-setting theory notes that people need ______________ about their performance and ______________ while performing.

Accepted Answer

The answer of Goal-setting theory notes that people need ______________...

Question 9

Managers must consider equity issues whenever they use intrinsic rewards.

Accepted Answer

A) True 
 B)False

Question 10

People who follow the predictions of equity theory in experiencing feelings of equity and inequity are ______________.

Accepted Answer

The answer of People who follow the predictions of equity...

Question 11

Equity sensitives react to felt inequity as described by equity theory.

Accepted Answer

A) True 
 B)False

Question 12

An employee believes that if she works overtime every night for a week she will meet the deadline for an important project. In expectancy theory terms, this perception is

Accepted Answer

A)  Effort-performance expectancy. 
B)  Performance-outcome expectancy. 
C)  Valence. 
D)  No answers are correct. 
A)  Effort-performance expectancy. 
B)  Performance-outcome expectancy. 
C)  Valence. 
D)  No answers are correct.

Question 13

In equity theory, supervisors and their employees always see the same inputs as important.

Accepted Answer

A) True 
 B)False

Question 14

Goal-setting theory does not view goals as ______________.

Accepted Answer

The answer of Goal-setting theory does not view goals as...

Question 15

Parts of expectancy theory combine multiplicatively to predict behavior.

Accepted Answer

A) True 
 B)False

Punishment withdraws a negative event to increase desirable behavior.

An employee highly values developing friendships at work, and knows that a promotion will take him away from his coworkers. The employee's motivation to strive for a promotion is low because

Participation in goal setting is not important for goal acceptance.

Equity sensitivity describes people's uniform responses to a state of inequity.

Which of the following statements is false about the ethical implications of behavior modification?

Which of the following is true about some connections between goal-setting and expectancy theory?

Most motivation theories can apply easily to other cultures.

Goal-setting theory notes that people need about their performance and while performing.

Managers must consider equity issues whenever they use intrinsic rewards.

People who follow the predictions of equity theory in experiencing feelings of equity and inequity are ______________.

Equity sensitives react to felt inequity as described by equity theory.

An employee believes that if she works overtime every night for a week she will meet the deadline for an important project. In expectancy theory terms, this perception is

In equity theory, supervisors and their employees always see the same inputs as important.

Goal-setting theory does not view goals as ______________.

Parts of expectancy theory combine multiplicatively to predict behavior.

Introduction and Historical Background

The Context of Modern Organizations Diversity, Quality, Technology, International

Ethics and Behavior in Organizations

Organizational Culture

Perception, Attitudes, and Personality

Organizational Socialization

Motivation: Need Theories

Intrinsic Rewards and Job Design

Groups and Intergroup Processes

Conflict in Organizations

Leadership and Management

Communication Processes

Decision-Making and Problem-Solving Processes

Power and Political Behavior

Stress in Organizations

Organizational Design

Organizational Change and Development

Filters

Exam 8: Motivation: Cognitive and Behavioral Theories and Techniques

Punishment withdraws a negative event to increase desirable behavior.

An employee highly values developing friendships at work, and knows that a promotion will take him away from his coworkers. The employee's motivation to strive for a promotion is low because

Participation in goal setting is not important for goal acceptance.

Equity sensitivity describes people's uniform responses to a state of inequity.

Which of the following statements is false about the ethical implications of behavior modification?

Which of the following is true about some connections between goal-setting and expectancy theory?

Most motivation theories can apply easily to other cultures.

Goal-setting theory notes that people need ______________ about their performance and ______________ while performing.

Managers must consider equity issues whenever they use intrinsic rewards.

People who follow the predictions of equity theory in experiencing feelings of equity and inequity are ______________.

Equity sensitives react to felt inequity as described by equity theory.

An employee believes that if she works overtime every night for a week she will meet the deadline for an important project. In expectancy theory terms, this perception is

In equity theory, supervisors and their employees always see the same inputs as important.

Goal-setting theory does not view goals as ______________.

Parts of expectancy theory combine multiplicatively to predict behavior.

Introduction and Historical Background

The Context of Modern Organizations Diversity, Quality, Technology, International

Ethics and Behavior in Organizations

Organizational Culture

Perception, Attitudes, and Personality

Organizational Socialization

Motivation: Need Theories

Intrinsic Rewards and Job Design

Groups and Intergroup Processes

Conflict in Organizations

Leadership and Management

Communication Processes

Decision-Making and Problem-Solving Processes

Power and Political Behavior

Stress in Organizations

Organizational Design

Organizational Change and Development

Filters

Goal-setting theory notes that people need about their performance and while performing.