Question 1

To use effectively the WIIFM principle, it is especially important to be aware of the other person's

Accepted Answer

A)  age. 
B)  effort-to-performance expectancy. 
C)  intensity of desire. 
D)  past history of rewards. 
A)  age. 
B)  effort-to-performance expectancy. 
C)  intensity of desire. 
D)  past history of rewards. C

Question 2

In diagnosing motivation with expectancy theory, one should NOT ask

Accepted Answer

A)  Does the person I am attempting to motivate have the skills and self-efficacy to do the job? 
B)  How long has this person been on the same job? 
C)  How badly does the person want the reward being offered in the situation? 
D)  Is the person in a reasonably good mood?. 
A)  Does the person I am attempting to motivate have the skills and self-efficacy to do the job? 
B)  How long has this person been on the same job? 
C)  How badly does the person want the reward being offered in the situation? 
D)  Is the person in a reasonably good mood?. B

Question 3

To use negative reinforcement to motivate Joe, an office temporary, his manager would

Accepted Answer

A)  put Joe on probation if he performs poorly. 
B)  ignore most of Joe's actions. 
C)  give Joe a "worst employee of the month" award. 
D)  promise to give Joe a permanent job if he performs well. 
A)  put Joe on probation if he performs poorly. 
B)  ignore most of Joe's actions. 
C)  give Joe a "worst employee of the month" award. 
D)  promise to give Joe a permanent job if he performs well. D

Question 4

How badly an employee wants a particular reward depends on

Accepted Answer

A)  the valence he or she attaches to the reward. 
B)  the effort-to-performance expectancy. 
C)  the performance-to-outcome expectancy. 
D)  the employee's motivation level. 
A)  the valence he or she attaches to the reward. 
B)  the effort-to-performance expectancy. 
C)  the performance-to-outcome expectancy. 
D)  the employee's motivation level.

Question 5

An appropriate reward or punishment is one that

Accepted Answer

A)  could be consistently used. 
B)  does not create an addiction to rewards. 
C)  is effective for the individual involved. 
D)  does not make people defensive. 
A)  could be consistently used. 
B)  does not create an addiction to rewards. 
C)  is effective for the individual involved. 
D)  does not make people defensive.

Question 6

A survey of 232 companies found that what percent gave employees the option of working from home?

Accepted Answer

A)  60 
B)  75 
C)  15 
D)  28 
A)  60 
B)  75 
C)  15 
D)  28

Question 7

Which one of the following is the best example of a job- and career-related reward?

Accepted Answer

A)  giving the person a better parking space 
B)  giving the person a favourable performance review 
C)  granting the person a stock option 
D)  granting the person time off from work with pay 
A)  giving the person a better parking space 
B)  giving the person a favourable performance review 
C)  granting the person a stock option 
D)  granting the person time off from work with pay

Question 8

The question, "If I get the job done, will I really get my reward?" illustrates which aspect of expectancy theory?

Accepted Answer

A)  valence 
B)  effort-to-performance expectancy 
C)  performance-to-outcome expectancy 
D)  managerial effort 
A)  valence 
B)  effort-to-performance expectancy 
C)  performance-to-outcome expectancy 
D)  managerial effort

Question 9

Which of the following valences would lead to the highest degree of motivated effort?

Accepted Answer

A)  0 
B)  +50 
C)  -50 
D)  -100 
A)  0 
B)  +50 
C)  -50 
D)  -100

Question 10

Trusting the company and the manager will have the strongest impact on which component of expectancy theory?

Accepted Answer

A)  effort-to-performance expectancy 
B)  performance-to-outcome expectancy 
C)  valence 
D)  employee initiative 
A)  effort-to-performance expectancy 
B)  performance-to-outcome expectancy 
C)  valence 
D)  employee initiative

Question 11

A guideline for applying expectancy theory is to

Accepted Answer

A)  encourage workers after they have performed correctly. 
B)  make explicit the link between rewards and performance. 
C)  keep rewards as small as possible. 
D)  ensure fairness by giving workers quite similar rewards. 
A)  encourage workers after they have performed correctly. 
B)  make explicit the link between rewards and performance. 
C)  keep rewards as small as possible. 
D)  ensure fairness by giving workers quite similar rewards.

Question 12

Having high self-efficacy contributes directly to which aspect of expectancy theory?

Accepted Answer

A)  effort-to-performance expectancy 
B)  performance-to-outcome expectancy 
C)  valence 
D)  potential outcomes 
A)  effort-to-performance expectancy 
B)  performance-to-outcome expectancy 
C)  valence 
D)  potential outcomes

Question 13

Which one of the following is a rule for the use of behaviour modification?

Accepted Answer

A)  Use the most powerful rewards or punishment feasible. 
B)  Schedule rewards continuously. 
C)  Create a long interval between rewards or punishment and the observed behaviour. 
D)  Do not punish in front of others. 
A)  Use the most powerful rewards or punishment feasible. 
B)  Schedule rewards continuously. 
C)  Create a long interval between rewards or punishment and the observed behaviour. 
D)  Do not punish in front of others.

Question 14

According to the principle of positive reinforcement, rewarding a particular behaviour

Accepted Answer

A)  decreases the probability that the behaviour will be repeated. 
B)  increases the probability that the behaviour will be repeated. 
C)  should immediately follow punishment. 
D)  should immediately precede punishment. 
A)  decreases the probability that the behaviour will be repeated. 
B)  increases the probability that the behaviour will be repeated. 
C)  should immediately follow punishment. 
D)  should immediately precede punishment.

Question 15

The question, "If I work hard, will I get the job done?" illustrates which aspect of expectancy theory?

Accepted Answer

A)  performance-to-outcome expectancy 
B)  valence 
C)  behaviour modification 
D)  effort-to-performance expectancy 
A)  performance-to-outcome expectancy 
B)  valence 
C)  behaviour modification 
D)  effort-to-performance expectancy

Question 16

Expectancy theory is based on the belief that people

Accepted Answer

A)  want to maximize gain and minimize loss. 
B)  bet on the outcomes of a situation. 
C)  strive to receive bigger rewards than others. 
D)  are willing to endure pain to receive the right reward. 
A)  want to maximize gain and minimize loss. 
B)  bet on the outcomes of a situation. 
C)  strive to receive bigger rewards than others. 
D)  are willing to endure pain to receive the right reward.

Question 17

The Pygmalion effect refers to the phenomenon that people will

Accepted Answer

A)  rise (or fall) when criticized privately. 
B)  rise (or fall) to the expectations another person has of them. 
C)  rise (or fall) when reminded of the consequences. 
D)  rise (or fall) once they have clarified their own expectations. 
A)  rise (or fall) when criticized privately. 
B)  rise (or fall) to the expectations another person has of them. 
C)  rise (or fall) when reminded of the consequences. 
D)  rise (or fall) once they have clarified their own expectations.

Question 18

Which one of the following needs is not included among the key needs that motivate most employees?

Accepted Answer

A)  need for affiliation 
B)  need for esteem 
C)  need for safety and security 
D)  need for thrill seeking 
A)  need for affiliation 
B)  need for esteem 
C)  need for safety and security 
D)  need for thrill seeking

Question 19

The motivational principle of WIIFM means that people are motivated by

Accepted Answer

A)  concern for the welfare of others. 
B)  self-interest. 
C)  a need to avoid discomfort. 
D)  a spirit of excitement and adventure. 
A)  concern for the welfare of others. 
B)  self-interest. 
C)  a need to avoid discomfort. 
D)  a spirit of excitement and adventure.

Question 20

Behaviour modification cannot work without giving ______ to individuals.

Accepted Answer

A)  generous prizes 
B)  frequent feedback 
C)  continuous reinforcement 
D)  just punishments 
A)  generous prizes 
B)  frequent feedback 
C)  continuous reinforcement 
D)  just punishments

To use effectively the WIIFM principle, it is especially important to be aware of the other person's

In diagnosing motivation with expectancy theory, one should NOT ask

To use negative reinforcement to motivate Joe, an office temporary, his manager would

How badly an employee wants a particular reward depends on

An appropriate reward or punishment is one that

A survey of 232 companies found that what percent gave employees the option of working from home?

Which one of the following is the best example of a job- and career-related reward?

The question, "If I get the job done, will I really get my reward?" illustrates which aspect of expectancy theory?

Which of the following valences would lead to the highest degree of motivated effort?

Trusting the company and the manager will have the strongest impact on which component of expectancy theory?

A guideline for applying expectancy theory is to

Having high self-efficacy contributes directly to which aspect of expectancy theory?

Which one of the following is a rule for the use of behaviour modification?

According to the principle of positive reinforcement, rewarding a particular behaviour

The question, "If I work hard, will I get the job done?" illustrates which aspect of expectancy theory?

Expectancy theory is based on the belief that people

The Pygmalion effect refers to the phenomenon that people will

Which one of the following needs is not included among the key needs that motivate most employees?

The motivational principle of WIIFM means that people are motivated by

Behaviour modification cannot work without giving ______ to individuals.

A Framework for Interpersonal Skill Development

Understanding Individual Differences

Building Self-Esteem and Self-Confidence

Interpersonal Communication

Interpersonal Skills in the Digital World

Developing Teamwork Skills

Group Problem-Solving and Decision-Making

Cross-Cultural Relations and Diversity

Resolving Conflicts With Others

Becoming an Effective Leader

Positive Political Skills

Customer Satisfaction Skills

Enhancing Ethical Behaviour

Personal Productivity and Stress Management

Job Search and Career Management Skills

Filters

Exam 11: Skills for Motivating and Helping Others

To use effectively the WIIFM principle, it is especially important to be aware of the other person's

In diagnosing motivation with expectancy theory, one should NOT ask

To use negative reinforcement to motivate Joe, an office temporary, his manager would

How badly an employee wants a particular reward depends on

An appropriate reward or punishment is one that

A survey of 232 companies found that what percent gave employees the option of working from home?

Which one of the following is the best example of a job- and career-related reward?

The question, "If I get the job done, will I really get my reward?" illustrates which aspect of expectancy theory?

Which of the following valences would lead to the highest degree of motivated effort?

Trusting the company and the manager will have the strongest impact on which component of expectancy theory?

A guideline for applying expectancy theory is to

Having high self-efficacy contributes directly to which aspect of expectancy theory?

Which one of the following is a rule for the use of behaviour modification?

According to the principle of positive reinforcement, rewarding a particular behaviour

The question, "If I work hard, will I get the job done?" illustrates which aspect of expectancy theory?

Expectancy theory is based on the belief that people

The Pygmalion effect refers to the phenomenon that people will

Which one of the following needs is not included among the key needs that motivate most employees?

The motivational principle of WIIFM means that people are motivated by

Behaviour modification cannot work without giving ______ to individuals.

A Framework for Interpersonal Skill Development

Understanding Individual Differences

Building Self-Esteem and Self-Confidence

Interpersonal Communication

Interpersonal Skills in the Digital World

Developing Teamwork Skills

Group Problem-Solving and Decision-Making

Cross-Cultural Relations and Diversity

Resolving Conflicts With Others

Becoming an Effective Leader

Positive Political Skills

Customer Satisfaction Skills

Enhancing Ethical Behaviour

Personal Productivity and Stress Management

Job Search and Career Management Skills

Filters