Exam 16: Motivation Theory and Practice

In the two-factor theory of motivation, a ___ is found in job content, such as a sense of achievement, recognition, responsibility, advancement, or personal growth.

Higher-order needs are desires for psychological development and growth, and they include esteem and self-actualization needs.

The ___ of ERG theory holds that an already satisfied, lower-level need becomes reactivated and can influence behaviour when a higher-level need cannot be satisfied.

Job enrichment differs from other job design alternatives in that it ___.

Physiological needs can be fulfilled with all of the following outcomes except

Employees who are employed on a part-time and temporary basis to supplement a permanent workforce are called contingency workers.

According to acquired needs theory, the need for ___ is a manifestation of the desire to establish and maintain friendly and warm relations with other people.

Behaviour acquired under ___ schedule will be more permanent than behaviour acquired under a continuous schedule.

Job simplification has the advantages of workers being easier to train, supervise, and replace since the jobs do not require complex skills.

According to the acquired needs theory, people with a high need for ___ seek companionship, social approval, and satisfying interpersonal relationships.

Changes in a job that are designed to increase job depth are sometimes called ___.

Acquired needs theory states that people with a high need for achievement

The law of contingent reinforcement advises managers to ___.

An unfulfilled physiological or psychological desire is called a need.

Using terms like confidence, competence, and ability with subordinates indicates a manager is a proponent of self-efficacy theory.

The law of contingent reinforcement advises managers to give rewards as soon as possible following the occurrence of a desirable behaviour.

Operant conditioning is the process of applying the law of effect to control behaviour by manipulating its consequences.

Contingency workers are often paid less and they typically do not receive the same benefits packages, if at all, as full-time workers.

The law of contingent reinforcement advises managers to give rewards only if the desired behaviour is exhibited.

Self-actualization needs are satisfied entirely with intrinsic rewards.