Deck 8: Motivation

Question 1

The final step of behavior modification is developing and implementing an intervention strategy.

Answer 1

False

Question 2

In Expectancy theory, instrumentality is the belief that a given level of performance will lead to specific outcomes.

Answer 2

True

Question 3

Goal-setting research indicates that a goal of "do your best" is no better than having no goal at all.

Answer 3

True

Question 4

According to the Job characteristics model, high skill variety assures low absenteeism.

Question 5

Behavior extinction occurs when an aversive consequence is added.

Question 6

With regard to great management, treating everyone the same is a great recipe for mediocrity or worse.

Question 7

McClelland's need for achievement is the drive to excel.

Question 8

________ approaches to motivation focus on the "how" question.

A)Process
B)Content
C)Context
D)Behavioral
E)Cognitive

Question 9

McClelland's need theory predicts that we must satisfy lower-level needs before being motivated by higher-level needs.

Question 10

One of the three, key questions related to increasing work motivation is: Through what psychological means do personal and environmental factors affect a person's motivation?

Question 11

Job crafting focuses on the ways in which employees modify their own jobs to better fit their strengths and interests.

Question 12

In Herzberg's two-factor theory of motivation, hygiene and motivation factors act dependently upon each other.

Question 13

The Job characteristics model of motivation has six core dimensions.

Question 14

Alderfer's ERG theory demonstrates that more than one need may motivate at the same time.

Question 15

The three needs in Alderfer's ERG theory are existence, relatedness, and growth.

Question 16

Maslow's highest order need is self-actualization.

Question 17

Artists enjoy very high task identity because they see their work through from beginning to end.

Question 18

Establishing client relationships enhances task identity and task significance.

Question 19

In Expectancy theory, valence is the value a person places on future outcomes.

Question 20

Our motivation levels rise any time we face the challenge of a low probability of success.

Question 21

Workers make personal equity judgments based on

A)past experiences.
B)social comparison.
C)family expectations.
D)perceptual actions.
E)managerial advice.

Question 22

________ is the belief that a given level of performance will lead to specific outcomes.

A)Equity
B)Expectancy
C)Instrumentality
D)Valence
E)Alignment

Question 23

Insurance underwriters have a low Job Characteristics score on

A)feedback.
B)autonomy.
C)skill variety.
D)task significance.
E)task identity.

Question 24

From a managerial perspective, ________ beliefs point to the critical importance of linking rewards directly to desired performance.

A)equity
B)instrumentality
C)valence
D)expectancy
E)alignment

Question 25

When ________ is high, the person believes: "I have the knowledge, skills, and abilities to get the job done."

A)expectancy
B)need strength
C)valence
D)instrumentality
E)equity

Question 26

When workers experience inequity on the job, they tend to balance the equity equation by taking longer lunch breaks or requesting a pay raise. These are examples of

A)behavioral actions.
B)perceptual actions.
C)peer comparisons.
D)social comparisons.
E)equity sensitivity.

Question 27

McClelland's motivation theory identifies human needs that may be satisfied by power, affiliation, or

A)control.
B)achievement.
C)status.
D)self-actualization.
E)affection.

Question 28

McClelland argues that a high need for ________ can often be problematic for managers.

A)control
B)achievement
C)affiliation
D)self-actualization
E)affection

Question 29

Once an employee experiences ________, they will be motivated to take actions that restore balance.

A)expectancy
B)valence
C)instrumentality
D)inequity
E)equity

Question 30

Bettie comments to George, "Of course Don makes a lot more than we do! He's a movie star. We are short order cooks." Which of the following is an accurate equity theory observation?

A)Bettie has high equity sensitivity.
B)George has low perceptual ability.
C)Don is not part of Bettie's comparison group.
D)Don's ratio is lower than George's outcomes.
E)Bettie is intrinsically motivated.

Question 31

Employees with high equity sensitivity place a great deal of importance on

A)fringe benefits.
B)personal worth.
C)using one's abilities.
D)personal accomplishment.
E)benefiting their organization.

Question 32

AJ missed 20 free throws in last week's basketball game and his team lost by three points. This week he has practiced free throws for two hours a day. Expectancy theory explains this action as

A)autonomy.
B)instrumentality.
C)valence.
D)power.
E)affiliation.

Question 33

In equity theory, _________ include(s)hours worked, work quality, education, and experience.

A)ratios
B)reinforcers
C)needs
D)inputs
E)outputs

Question 34

Research has found that those high in ________ are more input-oriented.

A)expectancy
B)need strength
C)ego strength
D)valence sensitivity
E)equity sensitivity

Question 35

Equity theory rests on the perception of

A)fairness.
B)affiliation.
C)equality.
D)promotion.
E)comparison.

Question 36

The process of linking consequences with voluntary behaviors is referred to as ________ conditioning.

A)reinforcement
B)extinction
C)behavioral
D)cognitive
E)operant

Question 37

Which below can create the conditions for game-playing and suboptimization?

A)valence
B)needs
C)wants
D)goals
E)behaviors

Question 38

Maxine and Morton shared office space and performed the same job for the eight years they worked at ABSee Graphics. One Friday, Maxine opened her pay envelope to find an amount twice as much as her usual pay. She was happily puzzled until she noticed Morton's name on the check. She exclaimed, "That's not fair! We do the same work. We should get the same pay!" Maxine's response a personal equity judgement based on

A)social pressure.
B)input identity.
C)social comparison.
D)perceptual action.
E)behavioral action.

Question 39

Which of the approaches to motivation deals with the "where" or "when?"

A)context
B)process
C)content
D)behavioral
E)cognitive

Question 40

Identify a true statement about equity.

A)Equity is the understanding of what performance is desired by an organization.
B)Equity is a person's belief that effort will lead to a desired level of performance.
C)When people experience inequity, they will take some action to restore balance.
D)When people experience inequity, they will try to further imbalance the equity equation.
E)Equity is commonly known as valence among employees.

Question 41

A regional air carrier had high employee turnover in a variety of customer service jobs. Exit interviews revealed that employees left because they were bored. Job 1 employees sold tickets at the counter. Job 2 employees tagged and handled baggage. Job 3 employees announced departing flights. Job 4 employees announced arriving flights. Job 5 employees took boarding passes for departing passengers. Job 6 employees addressed the needs and concerns of passengers. Which of the following JCM interventions would make boring work more fulfilling?

A)Making Job 2 functions part of the rest of the jobs would enhance feedback, autonomy, variety, and identity.
B)Making Job 3 functions part of the rest of the jobs would enhance feedback, autonomy, variety, and identity.
C)Making Job 4 functions part of the rest of the jobs would enhance feedback, autonomy, variety, and identity.
D)Making Job 5 functions part of the rest of the jobs would enhance feedback, autonomy, variety, and identity.
E)Making Job 6 functions part of the rest of the jobs would enhance feedback, autonomy, variety, and identity.

Question 42

Bong Hi thinks the social environment of work is more important than the work to be done. He is motivated by McClelland's ________ need.

A)association
B)social
C)power
D)affiliation
E)community

Question 43

Behavior medication is most closely aligned with which of the approaches to motivation?

A)equity theory
B)operant conditioning
C)expectancy theory
D)need theory
E)the job characteristics model

Question 44

Marty has a very high need for achievement and very low needs for affiliation and power. Which of the following would be the best job choice for him?

A)sales
B)corporate management
C)politics
D)support staff
E)information systems

Question 45

Roger's sales suggestion box usually contains at least three requests to move staff meetings from Monday morning to any other time. Monday afternoon is the usual preference. Roger told his sales staff, "If we exceed quota this month by 10 percent, we will move staff meetings from Monday morning to Monday afternoons." What behavior modification strategy did Roger use?

A)punishment
B)positive reinforcement
C)negative reinforcement
D)extinction
E)alternate affirmation

Question 46

Integrate the different motivation approaches into general principles for motivating people at work.

Question 47

Larry thrives on challenge. He sets challenging goals, and when he meets those goals, he sets new ones. Larry is motivated by McClelland's ________ need.

A)achievement
B)affiliation
C)power
D)security
E)relationship

Question 48

Which of the following is the most difficult operant conditioning strategy to transfer from the laboratory to the work environment?

A)extinction
B)punishment
C)positive reinforcement
D)negative reinforcement
E)negative punishment

Question 49

Which of the following JCM interventions would enhance the greatest number of core characteristics?

A)combine tasks
B)group tasks into natural work units
C)establish client relationships
D)vertically load jobs
E)open feedback channels

Question 50

Mindy, a tenured college professor, tells her friend, "I really like this job. I get to set my own hours, work on books from start to finish. I do almost everything I really like to do-talk, think, and write. I know I make a difference in some of the students' lives. At any rate, I think I do. I haven't had an evaluation in nearly five years." Does Mindy's job have a high motivation potential score (MPS)?

A)Yes. Skill variety is excellent.
B)No. Task significance is low.
C)Yes. Task identity is clear.
D)No. Feedback is low.
E)Yes. Autonomy is contained.

Question 51

A hospital administrator assigns the worst shift to a nurse who talks too much on the phone during the day. This action is an example of

A)positive reinforcement.
B)extinction.
C)punishment.
D)negative reinforcement.
E)generalized reinforcement.

Question 52

Which famous psychologist is associated with the Two-Factor Theory of Motivation?

A)Baldwin
B)Skinner
C)Maslow
D)Herzberg
E)McClelland

Question 53

"If I sell 500 units, I will get a nice bonus check." Based on this statement, which of the following is true?

A)Expectancy is high.
B)Expectancy is low.
C)Instrumentality is high.
D)Instrumentality is low.
E)Valence is high.

Question 54

Which of the following JCM interventions would enhance the greatest number of specifically task-related core characteristics?

A)combine tasks
B)group tasks into natural work units
C)establish client relationships
D)vertically load jobs
E)open feedback channels

Question 55

In Herzberg's two-factor theory, achievement, recognition, advancement, and growth constitute ________ factors.

A)hygiene
B)motivation
C)need
D)essential
E)drive

Question 56

A hospital administrator tells a nurse who talks on the phone too much that he will quit paging her every 15 minutes if she quits the phone calls. This action is an example of

A)positive reinforcement.
B)negative reinforcement.
C)generalized reinforcement.
D)extinction.
E)punishment.

Question 57

An employee who likes to control the behavior of others, who volunteers for leadership positions, and is willing to be assertive when decisions need to be made expresses McClelland's ________ motivational need.

A)achievement
B)affiliation
C)association
D)power
E)relationship

Question 58

Gloria said, "The best thing about my job is I can choose my own hours and pick my own clients." She appreciated the high ________ of the job, according to the Job characteristics model (JCM).

A)freedom
B)task significance
C)feedback
D)responsibility
E)autonomy

Question 59

McClelland's learned needs theory

A)has limited application in a global environment.
B)acknowledges that managers are primary motivators.
C)replaces expectancy and equity theories.
D)is the central theory from an applied perspective.
E)addresses the person as the source of motivation.

Question 60

Tony's Turkey Products makes holiday turkeys. Tony grows the turkeys; Daniel kills the turkeys; Rachel plucks and cooks them; Sara arranges the turkeys on a platter; Lisa decorates with candied fruits, greens, and other seasonal toppings; Chris delivers the turkeys; Bobby cleans the food preparation area; and Gloria takes the orders and does the billing. None of these employees especially like the work, but they like each other. No one has quit in 20 years and no one calls in sick. Do you have advice, according to the JCM?

A)Bobby should go out into the community more to increase his task significance.
B)Combining the jobs of Sara and Lisa will enhance their autonomy.
C)Tony should kill the turkeys. That change would vertically load the rest of the operation.
D)Chris and Daniel should switch jobs each week, increasing feedback.
E)Changing the work does not affect employees with low growth need strength.

Question 61

Discuss McClelland's learned needs theory.

Question 62

Discuss the five core job dimensions that the Job characteristics model (JCM)identifies. Give an example of at least one profession which scores high for each job dimension.

Question 63

Two of your group members have been underperforming for quite a while now. As their manager, you have tried a variety of techniques to boost their performance, including extra training, goal setting, performance-linked appropriate rewards, and so on. However, none of the techniques have had any significant effect. As a last resort, you seek advice from a performance consultant. She teaches you the "red hot stove" technique. How will you use this technique?

Question 64

Sharon Kendall, a single mother of three, was the best secretary in the accounting division for more than a decade. Sharon excelled at the detail work in report preparation, liked the variety of dealing with the people in the department, and managed occasional outside division contact very well. Five to seven secretaries shared the division work. Sharon usually helped out on parts of many projects and seldom followed a project or document set from start to finish. Four years ago, Sharon's manager, Ryan Reece, rewarded Sharon's excellent work with the ability to arrange a flexible work schedule. Since then, Sharon has attended all of her sons' soccer games and her daughter's recitals. Recently, Ryan walked past Sharon's desk and asked, "How's everything?" Sharon replied, "The kids are great, but I'm starting to get bored with this job." Ryan hurried to the corporate motivation expert. "Sharon is a great employee. How can we keep her?" They came up with three options. The first was to write a piece for the corporate newsletter featuring Sharon. There was an "EMPLOYEE EXCELLENCE FOCUS" section. In addition to the article, the featured employee was given a $500 bonus. The second idea was to promote her to division secretary supervisor, giving her oversight of all the accounting division secretarial staff and their work. She would have her own office, a nice raise, and regular 9 to 5 working hours. The third option was to send her to an accounting and finance technical school for six months. This option would bring more money, more challenge, more opportunity, and a work cubicle on the fifth floor with other accountants. The consultant mentioned that a slot in the next cycle of the accounting school had just opened up. Ryan thanked the consultant for all his help and arranged to take Sharon to lunch to tell her of his solution to her boredom. Ryan began the lunch with, "You scared me when you said you were bored at work. I was afraid you would resign. So, I went to corporate and have found the perfect solution." Ryan ended his news about the accounting school with, "So, it's all set. You fly to the coast next Monday, and when you get back in six months, you'll have a new office on the fifth floor. You have been the best secretary ever in this division. I know you will be a great accountant. Congratulations!" He extended his hand to Sharon. Sharon stabbed Ryan's hand with a fork and shouted, "You insensitive jerk. I quit!" Puzzled, Ryan rubbed his hand as Sharon rushed out of the restaurant. Please refer to this scenario for the following question. What would you have done in Ryan Reece's position to address Sharon Kendall's boredom? Use expectancy theory to diagnose the issue. Apply at least one relevant theory from each of these areas: personal, job, and managerial.

Question 65

Identify the five JCM interventions. How can they help design more fulfilling work (according to the JCM)?

Question 66

Sharon Kendall, a single mother of three, was the best secretary in the accounting division for more than a decade. Sharon excelled at the detail work in report preparation, liked the variety of dealing with the people in the department, and managed occasional outside division contact very well. Five to seven secretaries shared the division work. Sharon usually helped out on parts of many projects and seldom followed a project or document set from start to finish. Four years ago, Sharon's manager, Ryan Reece, rewarded Sharon's excellent work with the ability to arrange a flexible work schedule. Since then, Sharon has attended all of her sons' soccer games and her daughter's recitals. Recently, Ryan walked past Sharon's desk and asked, "How's everything?" Sharon replied, "The kids are great, but I'm starting to get bored with this job." Ryan hurried to the corporate motivation expert. "Sharon is a great employee. How can we keep her?" They came up with three options. The first was to write a piece for the corporate newsletter featuring Sharon. There was an "EMPLOYEE EXCELLENCE FOCUS" section. In addition to the article, the featured employee was given a $500 bonus. The second idea was to promote her to division secretary supervisor, giving her oversight of all the accounting division secretarial staff and their work. She would have her own office, a nice raise, and regular 9 to 5 working hours. The third option was to send her to an accounting and finance technical school for six months. This option would bring more money, more challenge, more opportunity, and a work cubicle on the fifth floor with other accountants. The consultant mentioned that a slot in the next cycle of the accounting school had just opened up. Ryan thanked the consultant for all his help and arranged to take Sharon to lunch to tell her of his solution to her boredom. Ryan began the lunch with, "You scared me when you said you were bored at work. I was afraid you would resign. So, I went to corporate and have found the perfect solution." Ryan ended his news about the accounting school with, "So, it's all set. You fly to the coast next Monday, and when you get back in six months, you'll have a new office on the fifth floor. You have been the best secretary ever in this division. I know you will be a great accountant. Congratulations!" He extended his hand to Sharon. Sharon stabbed Ryan's hand with a fork and shouted, "You insensitive jerk. I quit!" Puzzled, Ryan rubbed his hand as Sharon rushed out of the restaurant. Please refer to this scenario for the following question. Which of the three options was the best one to address Sharon's boredom? Include personal, job, and managerial issues in your discussion.

Question 67

Outline the various skills needed to improve motivation using the expectancy theory.

Question 68

You are the manager of a call service center. You have identified a few members of your team who have the education and required skills to perform well but are woefully short of accomplishing their goals. How will you go about diagnosing their motivational problems?

Question 69

Identify the three key questions related to increasing work motivation.

Question 70

Pete has been working with the same investment bank for the last five years. During a casual chat with his friend in HR, he finds out that Tom, a new hire in the same group, has been offered a salary almost double that of Pete's. Tom has similar education qualifications as Pete but has lesser experience. Discuss Pete's options for restoring a sense of equity.

Question 71

Sharon Kendall, a single mother of three, was the best secretary in the accounting division for more than a decade. Sharon excelled at the detail work in report preparation, liked the variety of dealing with the people in the department, and managed occasional outside division contact very well. Five to seven secretaries shared the division work. Sharon usually helped out on parts of many projects and seldom followed a project or document set from start to finish. Four years ago, Sharon's manager, Ryan Reece, rewarded Sharon's excellent work with the ability to arrange a flexible work schedule. Since then, Sharon has attended all of her sons' soccer games and her daughter's recitals. Recently, Ryan walked past Sharon's desk and asked, "How's everything?" Sharon replied, "The kids are great, but I'm starting to get bored with this job." Ryan hurried to the corporate motivation expert. "Sharon is a great employee. How can we keep her?" They came up with three options. The first was to write a piece for the corporate newsletter featuring Sharon. There was an "EMPLOYEE EXCELLENCE FOCUS" section. In addition to the article, the featured employee was given a $500 bonus. The second idea was to promote her to division secretary supervisor, giving her oversight of all the accounting division secretarial staff and their work. She would have her own office, a nice raise, and regular 9 to 5 working hours. The third option was to send her to an accounting and finance technical school for six months. This option would bring more money, more challenge, more opportunity, and a work cubicle on the fifth floor with other accountants. The consultant mentioned that a slot in the next cycle of the accounting school had just opened up. Ryan thanked the consultant for all his help and arranged to take Sharon to lunch to tell her of his solution to her boredom. Ryan began the lunch with, "You scared me when you said you were bored at work. I was afraid you would resign. So, I went to corporate and have found the perfect solution." Ryan ended his news about the accounting school with, "So, it's all set. You fly to the coast next Monday, and when you get back in six months, you'll have a new office on the fifth floor. You have been the best secretary ever in this division. I know you will be a great accountant. Congratulations!" He extended his hand to Sharon. Sharon stabbed Ryan's hand with a fork and shouted, "You insensitive jerk. I quit!" Puzzled, Ryan rubbed his hand as Sharon rushed out of the restaurant. Please refer to this scenario for the following question. Is there a way for Ryan Reece to keep Sharon from leaving at this point? Use any relevant motivational theory in your discussion.

Question 72

Which of the four reinforcement strategies is the most difficult to transfer from the lab to the work environment? Why?

Question 73

Describe a serious workplace violation (time falsification, theft, etc.)that you have witnessed. If you were the manager, how would you administer punishment effectively? First, justify punishment as your choice of behavior modification strategy.

Question 74

Joe's new manager Martha has heard about Joe's star performer status. However, she has seen only average performance from him. In a face-to-face meeting with Joe, she finds out that his old manager used to reward Joe's 3 Hard work with more work. Bonuses were usually not linked to performance. Moreover, Joe would have really appreciated rewards like some extra time off and a flexible schedule so that he could take care of his elderly parents. His previous manager always promised those rewards but never actually gave them. Suggest how Martha can motivate Joe in light of the expectancy theory.