Deck 13: Motivation at Work

Question 1

Which of the following theories of motivation focuses on what motivates a person, rather than on how that motivation occurs?

A) The Agency theory
B) The Goal theory
C) The Equity theory
D) Need-based theories
E) Reinforcement theories

Answer 1

D

Question 2

ERG theoryidentifies motivators and hygiene factors as two sets of conditions at work that can satisfy needs.

Answer 2

False

Question 3

The _____ theory identifies motivatorsand hygiene factors as twosets of conditions at work thatcan satisfy needs.

A) hierarchyof needs
B) VIE
C) agency
D) ERG
E) dual factor

Answer 3

E

Question 4

In the context of Abraham Maslow's hierarchy of needs, which of the following statements best illustrates security needs?

A) A person cherishes having meaningful interactions and healthy relationships with his co-workers.
B) A person expects his organization to provide him a pension plan to help him after his retirement.
C) A person assumes that investing in technical training will help in improving his creativity.
D) A person wants to excel in his professional life and believes in continuously upgrading his skills regularly.
E) A person wants to maintain a positive view of himself by improving his performance.

Question 5

Behavior modification involves doing things at work that are innovative and generate value for the company.

Question 6

Physiological needs are the lowest level of needs in Maslow's hierarchy of needs model.

Question 7

A health drink advertisement features athletes describing the benefits of the product when consumed every day.According to B.F.Skinner's reinforcement theory, theadvertisementacts as a(n) _____.

A) valence
B) extinction
C) outcome
D) response
E) stimulus

Question 8

In the context of Abraham Maslow's hierarchy of needs, which of the following best describes a self-actualization need?

A) It is a person's need forfood or water.
B) It is the need to have a safe and secureenvironment.
C) It is the need to reachone's personal potential.
D) It isthe need to havea positive view of oneself.
E) It is a person's need to have meaningfulinteractions and relationshipswith others.

Question 9

General goals are much more effective at increasing employee performance than are specific goals.

Question 10

The assembly line workers of an automobile company petitioned the top management to provide basic amenities such as access to potable water and a clean working environment.In the context of Abraham Maslow's hierarchy of needs, which of the following categories of needs is being exemplified in this scenario?

A) Physiological
B) Security
C) Self-actualization
D) Esteem
E) Social

Question 11

In the context of Abraham Maslow's hierarchy of needs, _____ needsinclude the need to havea positive view of oneself.

A) physiological
B) security
C) self-actualization
D) esteem
E) social

Question 12

Self-actualization needs are the highest level of needs in Maslow's hierarchy of needs model.

Question 13

Intrinsic motivation occurs when the work is interesting, engaging, or challenging.

Question 14

Maslow's theory suggests that people alwaysmarch neatly up the hierarchy of needs.

Question 15

According to reinforcement theory, extinction refers to the situation in which a behavior is followed by no consequences and eventually disappears.

Question 16

What is the basis of the reinforcement theory?

A) Fundamental differences exist between managers' and employees' needs.
B) Behavior is a function of its consequences.
C) Ability to perform translates into positive performance.
D) Rewards are based on motivation.
E) People with goals work harder than people without goals.

Question 17

Which of the following motivation theories allows for multiple levels of needs being prepotent?

A) Hierarchy of needs theory
B) Dual factor theory
C) ERG theory
D) VIE theory
E) Goals theory

Question 18

According to reinforcement theory, the response is the behavior that a person exhibits in reaction to the stimulus.

Question 19

Goal theory has been used as the basis for some performance appraisal systems and is very useful as part of a performance management system.

Question 20

Thomas, the manager of an automobile showroom, announces a new scheme wherein the company will provide an all-expense paid trip to an exotic island to the salesperson who sells the maximum number of cars in the next quarter.This incentive inspires Thomas's subordinates to work harder and improve their performance.In the context of the reinforcement theory, which of the following is shown in this scenario?

A) Intrinsic motivation
B) Extinction
C) Desired reinforcement
D) Positive reinforcement
E) Punishment

Question 21

A _____ refers to a schedule in which the amount of time that must pass before a reward is given is constant over time.

A) fixed intervalschedule
B) variable intervalschedule
C) fixed ratioschedule
D) variable ratioschedule
E) compressed workschedule

Question 22

In a _____, the number of times a behavior must occur before it is rewarded remains constant over time.

A) fixed interval schedule
B) variable interval schedule
C) fixed ratio schedule
D) variable ratio schedule
E) compressed work schedule

Question 23

In a _____,the amount of time that mustpass before a reward is givencan change from one reward period to another.

A) fixed interval schedule
B) variableratio schedule
C) fixedratio schedule
D) variable interval schedule
E) compressed work schedule

Question 24

A factor associated with high levels of intrinsic motivation at work is _____.

A) self-determination
B) goal setting
C) agency problem
D) overpayment inequity
E) extinction

Question 25

It can be inferred from an integrative model of motivation that:

A) reward for an input is seldom likely to lead to an employee volunteering more frequently for work.
B) motivation relies on information from individuals related to their personal background.
C) the amount of time an individual has spent working in a general capacity is seldom essential.
D) the level of performance in any task is solely a function of motivation.
E) an employee will exert efforton a job only if that effort will lead to improved performance leading to rewards.

Question 26

According to agency theory, which of the following is NOT a fundamental difference between owners and managers?

A) Managers often have more information about the day-to-day business than do the owners.
B) Owners are more inclined to accept risk, whereas managers tend to minimize risk-oriented behavior.
C) Managers are more likely than owners to focus on a short time horizon.
D) Managers are individualswho own most modernorganizations, whereas ownersactually run them on aday-to-day basis.
E) Managers serve as agents who represent owners' interests.

Question 27

_____ is a situation in which an employee's input-outcome ratio is more favorable than that of a comparison person.

A) Expectancy
B) Valence
C) Instrumentality
D) Equity
E) Overpayment inequity

Question 28

Which of the following statements defines a variable ratio schedule?

A) It refers to how attractive or unattractive an outcome is for a person.
B) It is a person's perception of the probability that improved performance will lead to certain outcomes.
C) It is based on the idea that the number of times a behavior must occur before it is rewarded changes over time.
D) It is concerned with a person's perceived inputs to a work setting and the outcomes received from that setting.
E) It isa person's perception of the probability that an increase in effort will result in an increase in performance.

Question 29

Ratio schedules are partialreinforcement schedules inwhich:

A) punishment is seldom disastrous for an organization.
B) behavior is strengthened as a function of how manytimes it occurs.
C) every worker calculates the ratio of inputs to outcomes, similar to considering a return on any investment.
D) only one level of need is capable of motivating behavior at any given time.
E) the interests of managers are always in line with the interests of stakeholders.

Question 30

According to the expectancy theory, which of the following factors influences an employee to experience greater motivation to perform?

A) The outcomes he or she anticipates
B) The level of creative behavior
C) The level of training received
D) The aspect of intrinsic motivation
E) The complexity of the goals

Question 31

Rose, a human resource manager in a consulting firm, proposes an initiative to the management that would facilitate the promotion of employees depending on the years they have spent with the firm and the time between promotions could be varied substantially.Rose's suggestion is based on a _____.

A) variable interval schedule
B) variable ratio schedule
C) fixed interval schedule
D) fixed ratio schedule
E) compressed workschedule

Question 32

In the context of the equity theory, which of the following is an outcome of underpayment inequity?

A) An employee will try to increase his or her inputs.
B) An employee's satisfaction level at work tends to increase.
C) An employee's valence tends to be positive.
D) An employee is not likely to exert effort at work.
E) An employee will try to reduce his or her outcomes.

Question 33

Sally, a salesperson in a supermarket, appreciates and values the management for giving her additional incentives when a customer gives her a positive feedback for her services.Which of the following components of the expectancy theory is illustrated by Sally's appreciation of the management's actions?

A) Punishment
B) Valence
C) Expectancy
D) Instrumentality
E) Extinction

Question 34

Don, a sales clerk, believes that if he satisfies his customers based on the methods covered in his company's sales training seminar, his incentives would increase.Which of the following components of the expectancy theory does Don's belief illustrate?

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

Question 35

The_____ theory suggests that organizations can best influenceperformance by establishing clear links between increasedperformance and rewards.

A) equity
B) expectancy
C) agency
D) needs
E) reinforcement

Question 36

In the context of the reinforcement theory, a situation in which a behavior is followed by negative consequences and so is not repeated is referred to as _____.

A) self-actualization
B) extinction
C) dissonance
D) positive reinforcement
E) punishment

Question 37

Interval schedules arepartial reinforcementschedules in which:

A) behavioris strengthened as a functionof the passage of time.
B) behavior is strengthened as a function of how many times it occurs.
C) the level of performance in a given task is considered the sole function of motivation.
D) motivation relies on information from individuals related to their personal background.
E) the information about various personal factors for predicting a person's ability to perform a job effectively is essential.

Question 38

In a _____, the number of times a behavior must occur before it is rewarded changes over time.

A) fixed interval schedule
B) variable interval schedule
C) fixed ratio schedule
D) variable ratio schedule
E) compressed work schedule

Question 39

Which of the following theories addresses the problems that arise when the interests of management are not in line with the stockholders of an organization?

A) Goal theory
B) Needs theory
C) Equity theory
D) Agency theory
E) Expectancy theory

Question 40

Benjamin, an assembly line worker, is consistently producing poor-quality products.His manager decides to reprimand him by cutting down his incentives, following which Benjamin tries to improve his performance and the quality of his work.Thisis an example of _____.

A) intrinsic motivation
B) creative behavior
C) agency problem
D) behavior modification
E) expectancy

Question 41

Briefly describe goal theory.

Question 42

Scenario 13.1
John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan.There are two groups of operating employees.Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service.To do this, line personnel must undergo regular training to update their customer service skills.Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed.Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis.If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises.However, when performance evaluations are inadequate, employees do not receive any rewards.This method of appraisal is creating conflicts between the employees and the top management of the organization.John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.
Refer to Scenario 13.1.Refer to Scenario 13.1.The different pay structures used among many line employees could create a perception of injustice on the basis of the _____ theorywhen an employee finds that his income is lower than his co-worker, even though both their input-outcome ratio is same.

A) goal
B) expectancy
C) equity
D) needs
E) agency

Question 43

Scenario 13.1
John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan.There are two groups of operating employees.Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service.To do this, line personnel must undergo regular training to update their customer service skills.Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed.Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis.If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises.However, when performance evaluations are inadequate, employees do not receive any rewards.This method of appraisal is creating conflicts between the employees and the top management of the organization.John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.
Refer to Scenario 13.1.John's plan to give employees shares of profit and stock so that they continue to give their best is an example of _____.

A) self-actualization
B) extinction
C) dissonance
D) positive reinforcement
E) punishment

Question 44

What are the three basic components of expectancy theory?

Question 45

Describe creative behavior in the context of motivation perspectives.

Question 46

Provide a brief note on equity theory.

Question 47

Scenario 13.1
John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan.There are two groups of operating employees.Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service.To do this, line personnel must undergo regular training to update their customer service skills.Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed.Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis.If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises.However, when performance evaluations are inadequate, employees do not receive any rewards.This method of appraisal is creating conflicts between the employees and the top management of the organization.John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.
Refer to Scenario 13.1.John works in an organization where additional incentives are paid to employees in accordance with their levels of outcome.Owing to the cost-cutting measures adopted by the organization, the additional incentives scheme was removed.On the basis of the _____ theory, an individual's motivation is reduced when the anticipated outcome for their efforts is not met.

A) agency
B) expectancy
C) equity
D) goal
E) need-based

Question 48

Scenario 13.1
John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan.There are two groups of operating employees.Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service.To do this, line personnel must undergo regular training to update their customer service skills.Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed.Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis.If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises.However, when performance evaluations are inadequate, employees do not receive any rewards.This method of appraisal is creating conflicts between the employees and the top management of the organization.John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.
Refer to Scenario 13.1.The proposal of profit and stockawards for employees canmake everyone in the organization work toward the common organizational goals.In this scenario, which of the following provides a useful framework to deal with the conflict of interests between employees and owners?

A) Needs theory
B) Equity theory
C) Agency theory
D) Goal theory
E) VIE theory

Question 49

Scenario 13.1
John Davis, the human resource manager for a chain of hotels, is trying to motivate the company's employees with an updated compensation plan.There are two groups of operating employees.Line employees are responsible for dealing directly with customers and their performance objectives are related to providing high-quality customer service.To do this, line personnel must undergo regular training to update their customer service skills.Operating managers are responsible for monitoring the activities of the line personnel and providing instructional/developmental support when needed.Currently, the line personnel are paid on an hourly basis while the operating managers are paid salaries on a monthly basis.If employees receive adequate performance appraisals, they can receive generous bonuses and pay raises.However, when performance evaluations are inadequate, employees do not receive any rewards.This method of appraisal is creating conflicts between the employees and the top management of the organization.John believes that his new plan to give employees shares of profit and stock on the basis of the results of performance evaluations will further motivate employees and managers.
Refer to Scenario 13.1.In this scenario, when employees do not receive rewards when their performance appraisals are not up to the mark is an example of _____.

A) self-actualization
B) extinction
C) valence
D) positive reinforcement
E) ratio schedule

Question 50

Discuss the various reinforcement schedules.