Deck 5: Motivation at Work

Question 1

An approach to employee motivation that considers both psychological needs and external incentives is:

A)psychodynamic theory
B)McGregor's Theory X and Theory Y
C)psychological ownership
D)organizational citizenship behavior

Answer 1

C

Question 2

Alderfer's growth need category corresponds to Maslow's:

A)interpersonal esteem needs
B)safety and security needs
C)social needs
D)self-esteem and self-actualization needs

Answer 2

D

Question 3

The process of arousing and sustaining goal-directed behavior is called:

A)energizing
B)goal setting
C)motivation
D)expectancy theory

Answer 3

C

Question 4

All of the following are drives or needs that underlie employee motivation Except:

A)to acquire
B)to bond
C)to achieve
D)to comprehend

Question 5

The proposition that a person's life was founded on the compulsion to work and the power of love is known as:

A)the Protestant ethic
B)psychodynamic theory
C)motivation
D)the Calvinistic perspective

Question 6

Assume you own and operate a small printing and specialty advertising business that employs 25 persons.With increased health care costs and related insurance premiums you are contemplating the cancellation of health and hospitalization insurance for your employees.Your decision may cause your employees to become greatly concerned about:

A)self-esteem needs
B)affiliation needs
C)safety and security needs
D)self-actualization needs

Question 7

Frederick Taylor's scientific management advanced the idea that:

A)unfulfilled needs acted as motivation
B)the relationship of management and labor should be one of cooperation rather than conflict
C)money was not a motivator
D)self-interest and economic gain are motivators for the owners of production and not the employees of owners

Question 8

According to the Protestant ethic, a person should work hard because hard work and prosperity would lead to a place in heaven.The organizational scholar who advanced the Protestant Ethic notion was:

A)John Calvin
B)Sigmund Freud
C)Adam Smith
D)Max Weber

Question 9

The basic motivational assumption within Taylor's scientific management is the same as within Adam Smith's political economic notions which is:

A)both intrinsic and extrinsic factors influence motivation
B)ungratified needs motivate behavior
C)individuals are largely motivated by power, affiliation, and achievement
D)people are motivated by self-interest and economic gain

Question 10

Maslow's hierarchy of needs model begins with _____ needs and ends with _____ needs.

A)security, social
B)achievement, power
C)power, affiliation
D)physiological, self-actualization

Question 11

Adam Smith formulated the "invisible hand" and the free market to explain the motivation for individual behavior.The "invisible hand" refers to:

A)psychological determinants of behavior
B)unconscious motives
C)internal needs
D)unseen forces of a free market system

Question 12

Modern management practices such as employee management recognition programs, flexible benefit packages, and stock ownership plans emphasize:

A)internal needs
B)intrinsic motivation
C)external incentives
D)psychodynamic theory

Question 13

James Dyson, CEO of Dyson places a major emphasis on his creative passion and spirit of innovation. Dyson wants to create a culture where entrepreneurial drive is contagious and motivates employees to take up a new idea, use it, and do it as quickly as possible. To stimulate creativity and motivate passionate engagements, Dyson established the structural framework and motivators that include opportunities for:

A)achievement
B)recognition
C)reward
D)All of the above

Question 14

Maslow's progression hypothesis states:

A)only ungratified needs motivate behavior
B)needs are ordered
C)individuals will move down the hierarchy as well as up the hierarchy
D)higher order needs are more important than lower order needs

Question 15

McGregor believed that Theory X assumptions were appropriate for:

A)individuals located at the top of the organization
B)employees located at the lower level of the organization
C)individuals motivated by lower order needs
D)individuals motivated by higher order needs

Question 16

Persons who have a strong desire to control others are high in:

A)need for achievement
B)need for affiliation
C)need for safety and security
D)need for power

Question 17

Assume you have accepted a job offer and will shortly begin working in your first professional position.The firm provides a very competitive salary and benefit package.Your attention is now directed to learning and advancement opportunities.According to Alderfer and McGregor, these are:

A)Theory X and relatedness concerns
B)existence and Theory Y concerns
C)growth and Theory Y concerns
D)neither Theory X nor Y concerns

Question 18

Which of the following statements is most accurate regarding the current state of motivation theories?

A)The reinforcement approach to motivation has been found to be superior to other motivational models.
B)Freud's psychodynamic theory of motivation has generally been supported with the strongest empirical evidence.
C)There are several approaches to motivation, and one or another may be useful in specific organizational contexts, with specific individuals or groups, at different times.
D)The motivational models that make strong economic assumptions regarding human motivation have received the most universal acceptance.

Question 19

Maslow's hierarchy of needs model helps to explain that employees are always motivated to satisfy one or more needs but that:

A)a satisfied need is no longer a motivator
B)high order needs are rarely met even in a minimal fashion
C)need categories are randomly experienced rather than in a particular sequence
D)regression down the needs chain does not occur

Question 20

The Real World 5.1 feature on the model manager's (Graham) motivational style included all of the following characteristics Except:

A)focusing on the positive in contrast to communicating unrealistic positivity
B)targeting support based on recent project events
C)positioning himself as a resource for team members rather then judge
D)providing consistent and timely feedback to individuals of his team

Question 21

The sets of needs related to the animalistic avoidance of pain and human desire for psychological growth form the basis for:

A)Theory X & Theory Y
B)Maslow's hierarchy of needs
C)McClelland need theory
D)Herzberg's two-factor theory

Question 22

Which of the following is considered a motivating factor in Herzberg's two-factor theory?

A)recognition
B)fringe benefits
C)supervision
D)working conditions

Question 23

According to McClelland's research, successful managers tend to have a high need for:

A)power and dominance
B)achievement
C)affiliation
D)security

Question 24

Eustress most accurately reflects:

A)the notion that each individual is responsible for managing acceptable levels of stress
B)each individual has different levels of stress that they can effectively manage
C)the positive side of stress which is healthy and normal
D)the negative side of stress and its impact on health

Question 25

After working as a sales associate in an appliance store for six months, you begin to become dissatisfied with various rules and regulations, or:

A)motivator factors
B)Theory Y assumptions
C)hygiene factors
D)relatedness concerns

Question 26

Equity theory is a/an:

A)need approach to motivation
B)external approach to motivation
C)process approach to motivation
D)content motivation model

Question 27

The Science feature of Chapter 5 examined whether type of academic motivation (relational vs independence) interacted with interpersonal attachment (secure vs avoidant/independent) were related to GPA achievement and academic well-being. Results of this study are most consistent with which of the following?

A)Interpersonal attachment style did not moderate the relationship between type of academic motivation and GPA or academic well-being
B)Congruence of academic motivation and interpersonal attachment style led to the best GPA and academic well-being
C)Individuals whose academic motivation was relational in nature did better academically if their interpersonal attachment style was secure vs avoidant or independent and individuals whose academic motivation was to establish independence did better academically if their interpersonal attachment style was avoidant/independent
D)B & C

Question 28

Which of the following would be considered a valid conclusion regarding Herzberg's two-factor theory?

A)The presence of motivation factors is not necessarily essential to enhancing employee motivation to excel at work.
B)Hygiene factors are of critical value to enhancing motivation.
C)The model has adequately addressed individual differences.
D)Hygiene factors are of some importance up to a threshold level.

Question 29

Which of the following organizational demands-individual contributions match is incorrect?

A)task requirements-effort and energy
B)rules-compliance
C)deadlines-on time delivery
D)confidentiality-external professional contracts

Question 30

Which of the following would NOT be considered a valid criticism of Herzberg's two-factor theory?

A)Data have not been provided that support a clear separation of hygiene and motivator factors.
B)There is an absence of individual differences in the theory.
C)Extrinsic factors may be more important in determining satisfaction or dissatisfaction on the job.
D)Most of the supporting data for the model has come from Herzberg's students using the critical incident technique.

Question 31

All of the following are need for achievement concerns except:

A)challenging goals
B)task difficulty
C)improvement
D)supervisory control

Question 32

Management Sciences for Health CEO Jonathon Quick displayed a high need for socialized versus personalized power. He would probably:

A)be an effective leader
B)be disruptive because of his high need for power
C)also score high on individual power
D)be more effective if he scored higher on personalized versus socialized power

Question 33

According to Herzberg, which factors are related to job dissatisfaction?

A)motivation factors
B)hygiene factors
C)lower level needs
D)the absence of motivation factors

Question 34

The Thematic Apperception Test (TAT) is used to measure:

A)a person's tendency to not use perception
B)the achievement motive
C)equity perceptions
D)cognitive themes

Question 35

According to Herzberg, a major difference between motivator and hygiene factors includes:

A)motivators are controlled by supervisors and hygienes are contained within the job
B)hygiene factors allow self-actualization when present whereas motivation factors can only be activated when pay and benefits are acceptable
C)hygiene factors deal with personal appearance and motivators concern negative aspects of the job environment
D)motivators deal with job characteristics that are intrinsic to the job and hygiene factors deal with characteristics of the work environment or factors extrinsic to the job

Question 36

A key understanding to the relationship between hygiene and motivation factors is:

A)they are interdependent
B)they are positively related
C)they are additive
D)they are independent

Question 37

All of the following would be consistent with new ideas in motivation except:

A)eustress
B)individuals need to be activated by unmet needs
C)individuals are motivated by their own physical, emotional, mental, and spiritual energy
D)energy recovery is as or more important then energy expenditure

Question 38

According to information in Real World 5.2 on engagement, the best opportunity for investing leadership effort in order to enhance engagement would be to focus on:

A)Grand Prix Drivers
B)Pole Vaulters
C)Long Distance Runners
D)Flatliners

Question 39

Which of the following has been identified as both a hygiene and motivational factor in research done on Herzberg's two-factor theory?

A)achievement
B)coworker relations
C)advancement
D)pay

Question 40

All of the following are demands the organization can place on the employee except:

A)deadlines
B)quality standards
C)advancement opportunities
D)production quotas

Question 41

Expectancy theory would be most consistent with:

A)the ideas of Kohlberg and moral maturity
B)the ideas of Adam Smith and self-interest
C)the ideas of Herzberg and job design
D)the ideas of Maslow and basic needs

Question 42

In the case of repeated failure under expectancy theory, an employee may:

A)greatly increase input
B)raise outcome valence
C)reduce effort
D)increase effort when the likelihood of reward has dropped

Question 43

The importance and value placed on a reward in expectancy theory is known as:

A)need satisfaction
B)instrumentality
C)likelihood
D)valence

Question 44

The belief that performance is connected to rewards is known as:

A)expectancy
B)instrumentality
C)valence
D)probability or likelihood

Question 45

If you use calculated involvements as a basis for understanding a person's relationship with a work organization, which of the following would be the best framework?

A)need theory
B)content theory
C)social exchange
D)Vroom's personal perception expectancy model

Question 46

The motivation theory that holds that employee motivation is determined by the belief that a valued outcome will result from effort is called:

A)equity theory
B)goal-setting theory
C)expectancy theory
D)two-factor theory

Question 47

Under equity theory, people are motivated when:

A)they are in equilibrium with perceptions of inputs and outcomes
B)they can see that their inputs will lead to rewards that are valued
C)they can identify that social needs are being satisfied in relation to job expectations
D)they find themselves in a situation they see as unfair

Question 48

The expectancy theory prediction that people work to maximize their personal outcomes is consistent with:

A)Adams' equity theory of social exchange contributions/inputs
B)Adam Smith's ideas of working in one's own self interest
C)Maslow's hierarchy of need and the progression hypothesis
D)Herzberg's emphasis on pay and hygiene factors

Question 49

Under the expectancy theory of motivation, the employee can most easily adjust:

A)the reward
B)expectancy
C)reward distribution
D)effort

Question 50

Imagine that you are using expectancy theory to motivate a textbook salesperson who does not believe more "calls" will result in greater sales (performance). Which of the following behaviors would you recommend?

A)Show the salesperson how to distinguish departments with high-probability sales opportunities from those with low-probability sales opportunities.
B)Show the salesperson graphically that a direct relationship exists between greater sales and higher commissions.
C)Attempt to positively influence the importance of commissions or alter the rewards associated with increased sales.
D)None of these

Question 51

When employees view managers as being overpaid, workers may:

A)work harder
B)not change
C)reduce their commitment
D)become more efficient

Question 52

The close linkage of _____ to performance under expectancy theory is crucial for enhancing motivation.

A)knowledge and skill
B)rewards
C)equity
D)satisfaction

Question 53

Which of the following would not be considered a weakness of expectancy theory?

A)The theory assumes a person is totally rational.
B)The theory's complexity has made it difficult to test.
C)The measures of instrumentality, valence, and expectancy have only weak validity.
D)The values for each construct have been relatively stable over time.

Question 54

As a member of a study group, you feel that others are making minimal contributions.In this situation you are LEAST likely to:

A)praise the inputs of others
B)increase your participation and contribution
C)reduce your contribution
D)withdraw from the group

Question 55

Managers elicit more intrinsic motivation and engagement from their employees when they support them to make progress in meaningful work.

Question 56

According to expectancy theory of motivation, individuals will make choices based on:

A)dissatisfaction
B)feelings of equity
C)anticipated outcomes of those choices or decisions
D)unfulfilled needs

Question 57

External theories of motivation include need models, equity and expectancy theories, as well as goal-setting approaches.

Question 58

Under expectancy theory, a person's motivation increases along with the belief that effort leads to performance and:

A)the reward is valued
B)that performance leads to rewards
C)the reward is equitable
D)that performance leads to rewards and the reward is valued

Question 59

The expectancy theory of motivation focuses on:

A)individual needs
B)social process
C)personal perceptions
D)learning

Question 60

An important theoretical revision to Adams' original equity theory formulation involves individual preferences for equity.An equity sensitive individual is:

A)someone comfortable with an equity ratio less than their comparison other
B)someone comfortable with an equity ratio greater than that of his or her comparison other
C)someone who prefers an equity ratio equal to that of their comparison other
D)someone who is uncomfortable with a ratio either less or greater than comparison other

Question 61

As organizations become increasingly international, pay inequities will become less prevalent.

Question 62

The increased emphasis on teamwork focuses attention on satisfaction of social and affiliation needs.

Question 63

A key to positive energy and full engagement is the concept that energy recovery is less important than energy expenditure.

Question 64

Motivation factors relate to job satisfaction and hygiene factors relate to job dissatisfaction in Herzberg's model.

Question 65

To believe that people are motivated by "enlightened" self-interest is consistent with Adam Smith's view on motivation.

Question 66

A distinguishing feature of Maslow's need hierarchy is the progression hypothesis that says only ungratified needs motivate behavior.

Question 67

Instrumentality is the value of a reward.

Question 68

Expectancy Theory assumes the individual is rational and acts as a minicomputer, calculating probabilities and values.

Question 69

Organizations with high levels of employee engagement perform well financially, even in volatile economic times.

Question 70

McGregor's Theory Y rests on the higher order needs of Maslow's need hierarchy.

Question 71

When an employee's knowledge and skills match job task demands, an acceptable individual-organizational match will take place.

Question 72

A new line of research called positive organizational scholarship emphasizes the management of energy rather than focusing on how time is managed.

Question 73

Expectancy theory holds up more strongly in cultures that value individualism.

Question 74

Maslow's theory says that only ungratified needs motivate behavior.

Question 75

Needs of workers are similar across cultures.

Question 76

A new idea in motivation includes focusing on learning lessons from professional athletes in order to develop corporate athletes.

Question 77

ERG theory explains both progression need and gratification up the hierarchy and regression when people are faced with frustration.

Question 78

Inequity exists when one person's ratio of inputs to outputs is different than the ratio of a comparison person.

Question 79

Moral principles in workplace fairness have not been found to be that important with respect to theft and sabotage.

Question 80

Alderfer's growth need, McClelland's need for achievement, and Maslow's self-actualization are similar.