Question 1

Contrast goal-setting theory and its implications for managers with reinforcement theory.

Accepted Answer

Edwin Locke proposed that intentions to

Question 2

People who perceive that they are victims of interactional injustice tend to blame their immediate supervisor rather than the organization at large. Why is this?

Accepted Answer

A)  Interactional justice or injustice is intimately tied to the conveyer of the information. 
B)  Interactional injustice usually occurs during face-to-face encounters. 
C)  When people are not treated with respect they tend to retaliate against those closest to hand. 
D)  Interactional injustice is in the eyes of those who perceive they are disrespected. 
E)  Interactional injustice is most often the result of impersonal policies of the organization. 
A)  Interactional justice or injustice is intimately tied to the conveyer of the information. 
B)  Interactional injustice usually occurs during face-to-face encounters. 
C)  When people are not treated with respect they tend to retaliate against those closest to hand. 
D)  Interactional injustice is in the eyes of those who perceive they are disrespected. 
E)  Interactional injustice is most often the result of impersonal policies of the organization.

Question 3

What relationship exists between self-determination theory and goal setting theory?

Accepted Answer

Goal-setting theory addresses the issue

Question 4

When people perceive an imbalance in their outcome-input ratio relative to others, ________.

Accepted Answer

A)  reinforcement theory is imbalanced 
B)  expectancy theory is violated 
C)  equity tension is created 
D)  distributive justice is questioned 
E)  they seek to move to another position of authority 
A)  reinforcement theory is imbalanced 
B)  expectancy theory is violated 
C)  equity tension is created 
D)  distributive justice is questioned 
E)  they seek to move to another position of authority

Question 5

Glendon has a degree in business and worked for two years at an international firm in Spain. When the firm suffered cutbacks and Glendon returned home, he took a job at a non-profit agency mentoring at-risk Spanish-speaking children. Glendon earns a third of what he earned in the business world, but has decided that his new goal is to acquire a larger case load and continue to use his Spanish to help people. Which theory explains why Glendon is happy with a much smaller external reward for his work?

Accepted Answer

A)  self-imposition of goals 
B)  nAch 
C)  self-determination 
D)  extrinsic motivation 
E)  self-concordance 
A)  self-imposition of goals 
B)  nAch 
C)  self-determination 
D)  extrinsic motivation 
E)  self-concordance

Question 6

According to Maslow, when does a need stop motivating?

Accepted Answer

A)  when it is substantially satisfied 
B)  it never stops motivating 
C)  when one returns to a lower level need 
D)  when one chooses to move to a higher level need 
E)  only when it is completely satisfied 
A)  when it is substantially satisfied 
B)  it never stops motivating 
C)  when one returns to a lower level need 
D)  when one chooses to move to a higher level need 
E)  only when it is completely satisfied

Question 7

Brian was a star short-stop player in high school. He was drafted to a minor league and didn't go to college. Since playing professionally his performance has declined, and he is considering leaving baseball and applying to college. Brian's lack of motivation can be attributed to which theory?

Accepted Answer

A)  hierarchy of needs theory 
B)  theory X 
C)  reinforcement theory 
D)  self-determination theory 
E)  two factor theory 
A)  hierarchy of needs theory 
B)  theory X 
C)  reinforcement theory 
D)  self-determination theory 
E)  two factor theory

Question 8

What continuum in the two-factor theory is made up of the hygiene factors?

Accepted Answer

A)  no dissatisfaction to dissatisfaction 
B)  no dissatisfaction to satisfaction 
C)  satisfaction to no satisfaction 
D)  satisfaction to dissatisfaction 
E)  dissatisfaction to exit behavior 
A)  no dissatisfaction to dissatisfaction 
B)  no dissatisfaction to satisfaction 
C)  satisfaction to no satisfaction 
D)  satisfaction to dissatisfaction 
E)  dissatisfaction to exit behavior

Question 9

According to expectancy theory, the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual is known as what sort of relationship?

Accepted Answer

A)  performance-reward 
B)  effort-performance 
C)  rewards-personal goals 
D)  effort-satisfaction 
E)  performance-achievement 
A)  performance-reward 
B)  effort-performance 
C)  rewards-personal goals 
D)  effort-satisfaction 
E)  performance-achievement

Question 10

Individuals with a high need to achieve prefer all of the following except ________.

Accepted Answer

A)  job situations with personal responsibility 
B)  a high degree of risk 
C)  overcoming obstacles 
D)  feedback 
E)  personal empowerment 
A)  job situations with personal responsibility 
B)  a high degree of risk 
C)  overcoming obstacles 
D)  feedback 
E)  personal empowerment

Contrast goal-setting theory and its implications for managers with reinforcement theory.

People who perceive that they are victims of interactional injustice tend to blame their immediate supervisor rather than the organization at large. Why is this?

What relationship exists between self-determination theory and goal setting theory?

When people perceive an imbalance in their outcome-input ratio relative to others, ________.

According to Maslow, when does a need stop motivating?

Brian was a star short-stop player in high school. He was drafted to a minor league and didn't go to college. Since playing professionally his performance has declined, and he is considering leaving baseball and applying to college. Brian's lack of motivation can be attributed to which theory?

What continuum in the two-factor theory is made up of the hygiene factors?

According to expectancy theory, the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual is known as what sort of relationship?

Individuals with a high need to achieve prefer all of the following except ________.

What Is Organizational Behavior

Foundations of Individual Behavior

Attitudes and Job Satisfaction

Emotions and Moods

Personality and Values

Perception and Individual Decision Making

Motivation: From Concept to Applications

Foundations of Group Behavior

Understanding Work Teams

Communication

Basic Approaches to Leadership

Power and Politics

Conflict and Negotiation

Foundations of Organization Structure

Organizational Culture

Human Resource Policies and Practices

Organizational Change and Stress Management

Filters

Exam 7: Basic Motivation Concepts

Contrast goal-setting theory and its implications for managers with reinforcement theory.

People who perceive that they are victims of interactional injustice tend to blame their immediate supervisor rather than the organization at large. Why is this?

What relationship exists between self-determination theory and goal setting theory?

When people perceive an imbalance in their outcome-input ratio relative to others, ________.

According to Maslow, when does a need stop motivating?

Brian was a star short-stop player in high school. He was drafted to a minor league and didn't go to college. Since playing professionally his performance has declined, and he is considering leaving baseball and applying to college. Brian's lack of motivation can be attributed to which theory?

What continuum in the two-factor theory is made up of the hygiene factors?

According to expectancy theory, the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual is known as what sort of relationship?

Individuals with a high need to achieve prefer all of the following except ________.

What Is Organizational Behavior

Foundations of Individual Behavior

Attitudes and Job Satisfaction

Emotions and Moods

Personality and Values

Perception and Individual Decision Making

Motivation: From Concept to Applications

Foundations of Group Behavior

Understanding Work Teams

Communication

Basic Approaches to Leadership

Power and Politics

Conflict and Negotiation

Foundations of Organization Structure

Organizational Culture

Human Resource Policies and Practices

Organizational Change and Stress Management

Filters