Exam 16: Motivation Theory and Practice

When we watch someone who is good at a task, we are able to observe how they do it and therefore gain confidence in being able to do it ourselves. This illustrates the self-efficacy building technique called vicarious modelling.

Workers can make telecommuting effective by avoiding human contact.

Which of the following is an incorrect description of need satisfaction in Maslow's hierarchy?

A manager can ___ an employee by administering an unpleasant outcome, such as a verbal reprimand, pay reduction, or demotion.

A person's belief that successful performance will be followed by rewards and other work-related outcomes is known as ___.

In the expectancy theory of motivation, the person's belief that successful performance will be followed by rewards or other potential outcomes is called instrumentality.

The creation of a new behaviour by the positive reinforcement of successive approximations to the desired behaviour is called progression.

Virtual offices include everything from an office at home to mobile workspaces in automobiles.

Which of the following items does not accurately describe satisfier factors in the two-factor theory?

Job rotation makes jobs vertically bigger by expanding the job depth.

The job design strategy that increases task variety by periodically shifting workers among jobs involving different task assignments is called job enlargement.

What are the advantages and disadvantages of telecommuting?

When others praise our efforts and link those efforts with performance successes, high motivation often results in an individual. This is the self-efficacy building technique called verbal persuasion.

Alderfer's ERG theory assumes that a lower-level need can become reactivated when a higher-level need cannot be satisfied.

Which of the following are practical managerial questions regarding work motivation?

The modified assembly-line job, which allows a worker to perform a greater number of tasks and periodically change with other workers, illustrates the job design strategies of job rotation and job enlargement.

In the expectancy theory of motivation, the value the individual assigns to possible rewards and other work-related outcomes is called valence.

Process theories of motivation offer advice and insight on how people actually make choices to work hard or not, based on their individual preferences, the available rewards, and possible work outcomes.

Give a general overview of reinforcement theory, and identify and define the four basic operant conditioning strategies.

Describe the basic features of Maslow's hierarchy of needs theory, Alderfer's ERG theory, Herzberg's two-factor theory, and McClelland's acquired needs theory? What guidance does each theory provide to managers?