Question 1

Critics have noted that a "dark side" to job engagement might be that an individual becomes overly competitive.

Accepted Answer

A) True 
 B)False

Question 2

You graduated from college two years ago and began working at Hampstead Electronics. You have received good performance evaluations and a raise. You just found out that your organization has hired a recent college graduate with no experience at a higher salary than you are now making. You consider this an unfair act and resolve to do something about it.
-In such a situation, you will most likely ________.

Accepted Answer

A)  work harder 
B)  produce better work 
C)  acknowledge that the newly hired person is worth more 
D)  reduce the quality or quantity of work 
E)  continue the job to acquire benefits of seniority 
A)  work harder 
B)  produce better work 
C)  acknowledge that the newly hired person is worth more 
D)  reduce the quality or quantity of work 
E)  continue the job to acquire benefits of seniority

Question 3

________ is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.

Accepted Answer

A)  Leadership 
B)  Management 
C)  Selective perception 
D)  Emotional labor 
E)  Motivation 
A)  Leadership 
B)  Management 
C)  Selective perception 
D)  Emotional labor 
E)  Motivation

Question 4

Historically, equity theory focused on ________ justice.

Accepted Answer

A)  procedural 
B)  distributive 
C)  interpersonal 
D)  organizational 
E)  interactional 
A)  procedural 
B)  distributive 
C)  interpersonal 
D)  organizational 
E)  interactional

Question 5

Which of the following is true regarding job engagement?

Accepted Answer

A)  Organizations that have less engaged employees are more successful. 
B)  Groups with more engaged employees have lower levels of productivity. 
C)  Academic studies have found negative outcomes of job engagement. 
D)  Critics note that higher levels of engagement may result in work-family conflict. 
E)  Practicing managers believe that job engagement cannot improve performance. 
A)  Organizations that have less engaged employees are more successful. 
B)  Groups with more engaged employees have lower levels of productivity. 
C)  Academic studies have found negative outcomes of job engagement. 
D)  Critics note that higher levels of engagement may result in work-family conflict. 
E)  Practicing managers believe that job engagement cannot improve performance.

Question 6

What is self-efficacy?

Accepted Answer

Self-efficacy refers to an individual's

Question 7

Your fellow employees have a terrible work situation. They work in an old, run-down building with an antiquated heating system. The work itself is tedious and the supervisor is rarely available and only shows up to give reprimands for production shortfalls. Nobody has received a promotion in two years. The work is boring, repetitious, and unrewarding.
-You are trying to improve this situation with the help of Herzberg's two-factor theory. You decide that your first job should be to improve the hygiene factors. Which of the following would you consider a hygiene factor?

Accepted Answer

A)  working conditions 
B)  training related to new skills 
C)  recognition 
D)  employee empowerment 
E)  promotion 
A)  working conditions 
B)  training related to new skills 
C)  recognition 
D)  employee empowerment 
E)  promotion

Question 8

Goals seem to have a more substantial effect on performance when the ________.

Accepted Answer

A)  goals are generalized (like "Do your best") rather than specific 
B)  tasks are complex rather than simple 
C)  tasks are novel rather than well learned 
D)  goals are easy rather than difficult 
E)  tasks are independent rather than interdependent 
A)  goals are generalized (like "Do your best") rather than specific 
B)  tasks are complex rather than simple 
C)  tasks are novel rather than well learned 
D)  goals are easy rather than difficult 
E)  tasks are independent rather than interdependent

Question 9

Workers around the world prefer rewards based on seniority over rewards based on performance and skills.

Accepted Answer

A) True 
 B)False

Question 10

Your fellow employees have a terrible work situation. They work in an old, run-down building with an antiquated heating system. The work itself is tedious and the supervisor is rarely available and only shows up to give reprimands for production shortfalls. Nobody has received a promotion in two years. The work is boring, repetitious, and unrewarding.
-According to the two-factor theory, ________ is a motivating factor.

Accepted Answer

A)  better company policy 
B)  quality of supervision 
C)  responsibility 
D)  job security 
E)  pay 
A)  better company policy 
B)  quality of supervision 
C)  responsibility 
D)  job security 
E)  pay

Question 11

Other-outside is a referent comparison that refers to ________.

Accepted Answer

A)  an employee's experiences in a similar position outside the employee's current organization 
B)  another individual or group of individuals inside the employee's organization 
C)  an employee's experiences in a different position inside the employee's current organization 
D)  another individual or group of individuals outside the employee's organization 
E)  an employee's experiences in a different position outside the employee's current organization 
A)  an employee's experiences in a similar position outside the employee's current organization 
B)  another individual or group of individuals inside the employee's organization 
C)  an employee's experiences in a different position inside the employee's current organization 
D)  another individual or group of individuals outside the employee's organization 
E)  an employee's experiences in a different position outside the employee's current organization

Question 12

Joanna watches her friend Sharon slim down. This increases her confidence that she can lose weight too. Which of the following ways of increasing self-efficacy is represented by this example?

Accepted Answer

A)  enactive mastery 
B)  vicarious modeling 
C)  arousal 
D)  verbal persuasion 
E)  focused training 
A)  enactive mastery 
B)  vicarious modeling 
C)  arousal 
D)  verbal persuasion 
E)  focused training

Question 13

Specific goals produce a higher level of output than does the generalized goal of "do your best."

Accepted Answer

A) True 
 B)False

Question 14

Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.

Accepted Answer

A) True 
 B)False

Question 15

Helen is an office worker who processes health insurance forms. She has worked at her present job for three years. Initially she was criticized by her supervisor for sloppy work, but thereafter improved considerably. Now she consistently processes her forms without errors and even does more forms than her required quota. However, she has found her supervisor has not responded to the extra effort she puts in, giving her no praise and no financial reward. Helen is most likely to perceive that there is a problem in the ________ relationship.

Accepted Answer

A)  rewards-personal goals 
B)  performance-awareness 
C)  effort-performance 
D)  personal goal-self actualization 
E)  performance-achievement 
A)  rewards-personal goals 
B)  performance-awareness 
C)  effort-performance 
D)  personal goal-self actualization 
E)  performance-achievement

Question 16

With reference to the expectancy theory, which of the following examples indicates a weak rewards-personal goals relationship?

Accepted Answer

A)  The employee lacks the skill required for the desired performance level. 
B)  The organization's appraisal system assesses nonperformance factors such as creativity and initiative. 
C)  The organizational rewards are based on seniority. 
D)  The employee expects a poor appraisal as he believes that his manager does not like him. 
E)  The employee wants to be relocated to the Paris office but instead is transferred to Singapore. 
A)  The employee lacks the skill required for the desired performance level. 
B)  The organization's appraisal system assesses nonperformance factors such as creativity and initiative. 
C)  The organizational rewards are based on seniority. 
D)  The employee expects a poor appraisal as he believes that his manager does not like him. 
E)  The employee wants to be relocated to the Paris office but instead is transferred to Singapore.

Question 17

Motivation is one of the most frequently researched topics in OB. According to a study, by workers' own reports, they waste roughly 2 hours per day, not counting lunch and scheduled breaks and the biggest time-wasters are Internet surfing and ________.

Accepted Answer

A)  updating their skills 
B)  conversing with managers 
C)  talking with co-workers 
D)  simulating work environment 
E)  reading instructional books 
A)  updating their skills 
B)  conversing with managers 
C)  talking with co-workers 
D)  simulating work environment 
E)  reading instructional books

Question 18

You manage a department of five employees. You have identified that Joe has high need for achievement, Mary has high need for power, and Tim has high need for affiliation. Sarah scored high on the need for power and low on the need for affiliation. Doug scores low on both need for power and need for affiliation.
-Which of these five employees is most likely to be suitable for a new assignment that involves a high degree of personal responsibility and feedback?

Accepted Answer

A)  Joe 
B)  Mary 
C)  Tim 
D)  Sarah 
E)  Doug 
A)  Joe 
B)  Mary 
C)  Tim 
D)  Sarah 
E)  Doug

Question 19

The Pygmalion effect is also called the ________ effect.

Accepted Answer

A)  Self-efficacy 
B)  Self-concordance 
C)  Galatea 
D)  Self-determination 
E)  Pseudocertainty 
A)  Self-efficacy 
B)  Self-concordance 
C)  Galatea 
D)  Self-determination 
E)  Pseudocertainty

Question 20

What are the four ways of increasing self-efficacy, proposed by Albert Bandura?

Accepted Answer

The researcher who developed self-effica

Critics have noted that a "dark side" to job engagement might be that an individual becomes overly competitive.

________ is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.

Historically, equity theory focused on ________ justice.

Which of the following is true regarding job engagement?

What is self-efficacy?

Goals seem to have a more substantial effect on performance when the ________.

Workers around the world prefer rewards based on seniority over rewards based on performance and skills.

Other-outside is a referent comparison that refers to ________.

Joanna watches her friend Sharon slim down. This increases her confidence that she can lose weight too. Which of the following ways of increasing self-efficacy is represented by this example?

Specific goals produce a higher level of output than does the generalized goal of "do your best."

Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.

With reference to the expectancy theory, which of the following examples indicates a weak rewards-personal goals relationship?

Motivation is one of the most frequently researched topics in OB. According to a study, by workers' own reports, they waste roughly 2 hours per day, not counting lunch and scheduled breaks and the biggest time-wasters are Internet surfing and ________.

The Pygmalion effect is also called the ________ effect.

What are the four ways of increasing self-efficacy, proposed by Albert Bandura?

What Is Organizational Behavior

Diversity in Organizations

Attitudes and Job Satisfaction

Emotions and Moods

Personality and Values

Perception and Individual Decision Making

Motivation: From Concepts to Applications

Foundations of Group Behavior

Understanding Work Teams

Communication

Leadership

Power and Politics

Conflict and Negotiation

Foundations of Organizational Structure

Organizational Culture

Organizational Change and Stress Management

Filters

Exam 7: Motivation Concepts

Critics have noted that a "dark side" to job engagement might be that an individual becomes overly competitive.

________ is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.

Historically, equity theory focused on ________ justice.

Which of the following is true regarding job engagement?

What is self-efficacy?

Goals seem to have a more substantial effect on performance when the ________.

Workers around the world prefer rewards based on seniority over rewards based on performance and skills.

Other-outside is a referent comparison that refers to ________.

Joanna watches her friend Sharon slim down. This increases her confidence that she can lose weight too. Which of the following ways of increasing self-efficacy is represented by this example?

Specific goals produce a higher level of output than does the generalized goal of "do your best."

Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.

With reference to the expectancy theory, which of the following examples indicates a weak rewards-personal goals relationship?

Motivation is one of the most frequently researched topics in OB. According to a study, by workers' own reports, they waste roughly 2 hours per day, not counting lunch and scheduled breaks and the biggest time-wasters are Internet surfing and ________.

The Pygmalion effect is also called the ________ effect.

What are the four ways of increasing self-efficacy, proposed by Albert Bandura?

What Is Organizational Behavior

Diversity in Organizations

Attitudes and Job Satisfaction

Emotions and Moods

Personality and Values

Perception and Individual Decision Making

Motivation: From Concepts to Applications

Foundations of Group Behavior

Understanding Work Teams

Communication

Leadership

Power and Politics

Conflict and Negotiation

Foundations of Organizational Structure

Organizational Culture

Organizational Change and Stress Management

Filters