Deck 5: Work Motivation and Performance

Question 1

In expectancy theory, valence and value mean the same thing.

Answer 1

False

Question 2

The size of a monetary bonus would probably be most relevant to the "instrumentality" part of expectancy theory.

Answer 2

False

Question 3

By knowing a person's valences and instrumentalities, we have a good idea of how hard he/she will try to do something.

Answer 3

False

Question 4

A person's effort will not be high unless his/her valence, instrumentality, and expectancy are all high.

Question 5

Maslow's Need Theory is relevant to understanding peoples' instrumentalities.

Question 6

White males tend to place a higher value on pay than women and minorities do.

Question 7

In considering possible job changes, women are more likely than men to consider a broad range of factors.

Question 8

In Maslow's model, safety needs are more basic and prepotent than physiological needs.

Question 9

In Maslow's model, self-esteem is considered part of self-actualization.

Question 10

Self-actualization needs can never be fully satisfied.

Question 11

Maslow's theory has received little empirical support.

Question 12

Like Maslow, Murray and McClelland believed that the source of needs was genetic.

Question 13

Murray suggested that people could be motivated by more than one need at the same time.

Question 14

People who are high in nAch prefer situations in which they can take personal responsibility.

Question 15

"Hedonism" is the idea that people generally act to maximize pleasure.

Question 16

In shaping, "getting close counts."

Question 17

Peer recognition can be a highly significant reward.

Question 18

Self-efficacy predicts how long people will persist at a task.

Question 19

People with high self-efficacy often persist at a task even when feedback indicates they should change their tactics or lower their self-image.

Question 20

Simply wanting to excel is enough to bring about high levels of effort.

Question 21

Participation in the goal-setting process invariably enhances performance and commitment.

Question 22

Goal setting has a positive effect on all kinds of tasks.

Question 23

Goal setting has a stronger positive effect for complex tasks than simple ones.

Question 24

Setting specific and difficult goals enhances task performance only when an effective task strategy is present.

Question 25

People with a strict performance goal orientation perform best on simple, stable, short-term tasks.

Question 26

The meaning of the term "motivation" is closest to____________.

A) job satisfaction
B) organizational culture
C) climate
D) willingness to put forth effort

Question 27

Gaining someone's attention and willingness to put forth effort toward work-related goals is called____________.

A) motivation
B) job satisfaction
C) organizational commitment
D) achievement orientation

Question 28

All of the following are components of expectancy theory EXCEPT____________.

A) valence
B) instrumentality
C) expectancy
D) reinforcement

Question 29

Expectancy theory was developed to explain____________.

A) job satisfaction
B) job commitment
C) absenteeism
D) motivation

Question 30

According to expectancy theory, the attraction that a certain potential outcome hold for an individual is his/her____________.

A) value
B) need
C) valence
D) goal

Question 31

According to expectancy theory, a person's belief about what outcome will happen if he/she performs an action is his/her____________.

A) valence
B) instrumentality
C) bonus
D) expectancy

Question 32

Another name for "instrumentality" is____________.

A) performance - expectancy expectation
B) performance - outcome expectation
C) performance - attitude expectation
D) performance - valence expectation

Question 33

"Valence" refers to____________.

A) the actual value a person gets from an outcome
B) the negative value a person might get from an outcome
C) the positive value a person might get from an outcome
D) the anticipated value a person expects to get from an outcome

Question 34

"Expectancy" represents____________.

A) desire to get an outcome
B) willingness to put out effort
C) belief that making an effort will result in a desired outcome
D) belief that making an effort will result in performing well

Question 35

Desire arises when____________.

A) valence is high
B) instrumentality is high
C) expectancy is high
D) both valence and instrumentality are high

Question 36

Desire would be zero when____________.

A) valence is zero
B) instrumentality is zero
C) expectancy is zero
D) either a or b

Question 37

Effort arises when____________.

A) valence is high
B) instrumentality is high
C) expectancy is high
D) valence, instrumentality, and expectancy are high

Question 38

Effort would be zero when____________.

A) valence is zero
B) instrumentality is zero
C) expectancy is zero
D) either a, b, or c

Question 39

The kind of theory that focuses on how valences develop and change is called____________.

A) needs theories
B) learning theories
C) self-efficacy theories
D) expectancy theories

Question 40

The kind of theory that focuses on how perceptions of instrumentality arise is called____________.

A) needs theories
B) learning theories
C) self-efficacy theories
D) expectancy theories

Question 41

The kind of theory that deal with effort - performance expectancies is called____________.

A) needs theories
B) learning theories
C) self-efficacy theories
D) leadership theories

Question 42

All of the following are levels of needs in Maslow's hierarchy, EXCEPT ____________.

A) physiological
B) autonomy
C) esteem
D) self-actualization

Question 43

The psychologist(-s) who developed a theory of needs that included five levels of needs arranged in a hierarchy was____________.

A) Vroom
B) Porter and Lawler
C) Maslow
D) Murray

Question 44

Maslow's Hierarchy is a ______________ theory.

A) needs
B) learning
C) self-efficacy
D) leadership

Question 45

The idea that needs residing higher in a hierarchy can influence motivation only if lower level needs have been satisfied is called____________.

A) gratification
B) satiation
C) reinforcement
D) prepotency

Question 46

According to Maslow, a person's desire to become everything that one is capable of becoming is part of his/her _____________ need.

A) self-actualization
B) esteem
C) love
D) achievement

Question 47

According to Maslow, a person's feelings of personal adequacy are included in his/her ___________ needs.

A) self-actualization
B) esteem
C) love
D) achievement

Question 48

The scholar(s) who proposed that one can describe a need by two components, its object and its strength, was____________.

A) Maslow
B) Murray
C) McClelland
D) Vroom

Question 49

According to McClelland, people who are high in need for achievement prefer____________.

A) opportunities to take personal responsibility
B) personal credit for the consequences of their actions
C) clear and unambiguous feedback
D) all of the above

Question 50

If I am a person who prefer tasks that are moderately challenging and have a future orientation, I am likely to be____________.

A) high in need for power
B) low in need for autonomy
C) high in need for achievement
D) low in need for change

Question 51

Organizational behavior is being used in new ways for motivation and increased performance in some organizations. According to the text, some organizations are implementing ____________ and ____________.

A) yearly wage cuts
B) keep pay constant and increase work hours
C) fire highest paid employees
D) all of the above

Question 52

In an economy, where it is important to keep costs low, SAS Institute focuses on ____________ to motivate employees and keep turnover rates low.

A) merit pay
B) non work needs
C) day care
D) work needs

Question 53

All of the following are forms of reinforcement EXCEPT ____________.

A) positive reinforcement
B) negative reinforcement
C) neutral reinforcement
D) extinction

Question 54

If I am a manager shaping a subordinate's behavior, I should____________.

A) reward the complete performance of a task
B) reward successive approximations to a desired behavior
C) punish failure in completing a task
D) use extinction on all behaviors other than complete performance of a task

Question 55

The term that refers to increasing the likelihood that a person will engage in a particular behavior because the behavior has, in the past, been followed by a removal of something the person dislikes, is____________.

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

Question 56

In applying behavioral management in organizations, many researchers believe ____________ motivates employees.

A) money
B) sustained shaping
C) contingent positive reinforcement
D) situational punishment

Question 57

Stajkovic and Luthans (2003) found that beyond money, the two most widely used reinforcers used in organization are ____________ and ____________.

A) flex time, day care
B) challenging assignments, free cafeteria
C) job sharing, school vouchers
D) feedback, social recognition

Question 58

Punishment should be all of the following EXCEPT:

A) immediate
B) strong
C) consistent
D) impersonal

Question 59

According to social learning theory, most people learn behaviors by____________.

A) reinforcement
B) observing others
C) trial and error
D) extinction

Question 60

The idea that people can self-reinforce is explained by____________.

A) reinforcement theory
B) social learning theory
C) self-efficacy theory
D) Maslow's hierarchy

Question 61

The term that refers to the judgments people make about their ability to execute courses of action is____________.

A) self-denial
B) self-reinforcement
C) self-efficacy
D) self-esteem

Question 62

Individuals who believe that they can (or have) mastered a task are high in____________.

A) self-esteem
B) self-efficacy
C) self-motivation
D) self-reinforcement

Question 63

People with a strong sense of efficacy____________.

A) tend to give up when faced with difficulty
B) tend to slacken their efforts when faced with difficulty
C) tend to maintain their level of effort when faced with difficulty
D) tend to increase their efforts when faced with difficulty

Question 64

All of the following are sources of self-efficacy identified by Bandura EXCEPT ____________.

A) observing others
B) similarity between a new task and a different task that was mastered in the past
C) verbal persuasion
D) personality

Question 65

The theory that suggests that managers can increase a subordinate's likelihood of working hard by building their confidence in their ability to perform is____________.

A) Maslow's Hierarchy
B) self-Efficacy Theory
C) reinforcement Theory
D) social Learning Theory

Question 66

The idea that people can generate ideas about their own efficacy at a new task by seeing systematic similarities between the new task and some other task they have already mastered, is____________.

A) verbal persuasion
B) logical verification
C) self-reinforcement
D) instrumentality

Question 67

The term that refers to people's beliefs about what their goals are and how they are to accomplish them is____________.

A) role perceptions
B) role conflict
C) role identification
D) role reversal

Question 68

Performance is enhanced when goals are____________.

A) general and easy
B) general and difficult
C) specific and easy
D) specific and difficult

Question 69

Specific and difficult goals lead to high performance when____________.

A) when there is high commitment to achieving the goal
B) regardless of the commitment to achieving the goal
C) as long as there is at least some commitment to achieving the goal
D) commitment is the result of participation in goal setting

Question 70

To increase subordinates' commitment to goals, managers should____________.

A) involve subordinates in setting goals
B) set goals only for subordinates with high needs for achievement
C) encourage subordinates to set private goals
D) make goals public

Question 71

Goal setting is least likely to enhance performance when____________.

A) the task is simple and the means to accomplish it are clear
B) workers are of high cognitive ability
C) workers are fully trained and experienced in the task
D) the task is complex and means to accomplish it are unclear

Question 72

The fusion between well-established theories of motivation and new technologies is often described by the term____________.

A) pay for performance
B) high-performance work systems
C) computer monitoring
D) expectancy theory

Question 73

When pay increases are based on the outcomes of the ____________, employees may find it hard to see how their performance ____________.

A) individual, targets
B) group, makes a difference
C) organization, is effected
D) individual, is used as a benchmark

Question 74

An example of an individual-based pay-for-performance plan is____________.

A) profit sharing
B) cost reduction
C) stock options
D) piecework

Question 75

A disadvantage of merit-based pay systems is____________.

A) difficulty in administering the plan
B) cost of the plan
C) subjectivity of judgments that underlie raises
D) keeping up with inflation

Question 76

Incentive programs differ from merit systems in____________.

A) incentive systems stipulate rules for earnings in advance
B) incentive systems are based on subjective levels of performance
C) incentive systems are tied to the CPI
D) incentive systems are based on salary grades

Question 77

A piecework plan is a type of____________.

A) merit system
B) incentive system
C) high performance work system
D) profit-sharing plan

Question 78

An example of a pay for performance system that is NOT tied to the individual is____________.

A) piecerate plan
B) merit system
C) stock options
D) salary grade option

Question 79

Briefly describe the elements of Expectancy Theory, and explain how they operate together.

Question 80

Explain Maslow's Need Hierarchy. What is its importance to managers?