Deck 9: Motivation, Satisfaction, and Performance

Question 1

According to McClelland,differences in achievement orientation are a key reason why people differ in the levels of effort they exert to accomplish assignments,objectives,and goals.

Answer 1

True

Question 2

Leaders that use operant principles to motivate workers should limit themselves to administering organizationally sanctioned rewards and punishments,which are most effective at motivating followers.

Answer 2

False

Question 3

The hierarchy effect occurs when upper-level employees have higher global and facet satisfaction ratings than lower-level employees in the organization.

Answer 3

True

Question 4

According to Herzberg's theory,followers will exert additional effort if leaders improve working conditions and pay.

Question 5

In Maslow's hierarchy,physiological and security needs must be satisfied before belongingness or esteem needs are pursued.

Question 6

Volunteering to help another employee with a task or project is an example of organizational citizenship behavior.

Question 7

According to Brockner,fairness in the workplace makes intuitive sense and is present in most organizations.

Question 8

Leaders are more likely to be successful when introducing change if they address and capitalize on followers' emotions.

Question 9

According to research,a strong correlation exists between the amount of money an organization spends on motivational programs and motivational speakers and the firm's revenues,profitability,and market share.

Question 10

A firm with a "pay for performance" culture that distributes bonuses and commissions for results obtained is most likely using the empowerment approach to motivate employees.

Question 11

The concept of motivation helps explain differences seen among people in terms of the energy and direction of their behavior.

Question 12

Most leaders prefer appealing to their employees' personal values or giving them something meaningful to do.

Question 13

Worker productivity and job dissatisfaction in the United States are at an all-time high.

Question 14

Job satisfaction surveys are most useful when compared to a dissimilar reference group,such as an organization of a different size or one in another industry.

Question 15

Companies that spend more time and effort attracting,developing,and retaining the best people often report superior financial results.

Question 16

Dysfunctional turnover occurs when experienced executives retire or substandard performers are fired.

Question 17

Studies suggest that if firms could get almost 4% more work out of each employee,the GDP in the U.S.would increase by $355 billion.

Question 18

Procedural justice involves the process in which rewards or punishments are administered.

Question 19

Role conflict occurs whenever leaders or followers are unclear about what they need to do and how they should do it.

Question 20

In surveys of job satisfaction,a facet satisfaction item asks about particular aspects of the job such as pay or working conditions.

Question 21

Which of the following most likely occurs when leaders articulate high expectations for followers?

A) Hawthorne effect
B) Pygmalion effect
C) Golem effect
D) Hierarchy effect

Question 22

Which of the following would most likely result in consistently higher effort and performance?

A) Assigning goals that are both specific and difficult
B) Having goals that are very difficult to achieve
C) Assigning "do your best" goals
D) Having multiple goals

Question 23

Which of the following is most likely an example of a non-contingent reward?

A) Performance bonus
B) Annual salary
C) Monthly commission
D) Stock options

Question 24

What are the most powerful determinants of task behaviors according to Locke and Latham?

A) Values
B) Goals
C) Abilities
D) Needs

Question 25

Which of the following statements about affectivity is most likely FALSE?

A) Leadership experiences are affected by the positive or negative affectivity of followers.
B) Research shows a strong link between negative affectivity and low productivity levels.
C) A leader's own affectivity can strongly influence followers' morale or satisfaction levels.
D) Leaders can most likely improve job satisfaction by hiring upbeat,optimistic followers.

Question 26

Which of the following is NOT a macro psychological component that underlies empowerment?

A) Motivation
B) Influence
C) Learning
D) Stress

Question 27

What is the main reason for people staying with organizations?

A) Job evaluations based on 360-feedback
B) Frequent development opportunities
C) Use of pay-for-performance systems
D) Promises of long-term employment

Question 28

Which of the following reflects the degree to which people are given information about different reward procedures and are treated with dignity and respect?

A) Decentralization
B) Interactional justice
C) Empowerment
D) Distributive justice

Question 29

In terms of the underlying causes of performance problems,leaders seem to have the most difficulty recognizing and rectifying:

A) motivation problems.
B) unclear expectations.
C) employee skill deficits.
D) resource shortages.

Question 30

Which of the following statements is most likely true about affectivity?

A) People with positive affectivity tend to avoid new situations.
B) Researchers have found that negative affectivity is not related to job dissatisfaction.
C) People with a disposition for positive affectivity tend to react optimistically to changes.
D) People with negative affectivity tend to be unhappy with their lives but enjoy their jobs.

Question 31

According to Herzberg's two-factor theory,which of the following is a hygiene factor?

A) Recognition
B) Responsibility
C) Supervision
D) Advancement

Question 32

Which statement best summarizes the components of empowerment as defined by the authors?

A) Leaders delegate leadership and decision making down to the lowest level possible and equip followers with the resources,knowledge,and skills necessary to make good decisions.
B) Leaders articulate a vision and specific goals and hold followers responsible for achieving them.
C) Followers act as entrepreneurs and owners who question rules and make intelligent decisions.
D) Empowerment is a bottom-up approach that focuses on intelligent risk taking,growth,change,trust,and ownership.

Question 33

Which of the following involves making judgments about the adequacy of behavior with respect to certain criteria such as work-group or organizational goals?

A) Reliability
B) Responsiveness
C) Performance
D) Effectiveness

Question 34

Which of the following statements about goals is most likely FALSE?

A) Determining just how challenging to make goals creates a dilemma for many leaders.
B) Goal commitment is likely to increase with follower participation in goal setting.
C) Followers exert the greatest effort when goals are accompanied by feedback.
D) Easily attainable goals result in higher levels of effort and performance.

Question 35

Which statement about empowerment and the operant approach is most likely true?

A) The situation is almost always fixed,and followers are the only variables important in the performance equation.
B) By changing the situation,leaders can enhance followers' motivation,performance,and satisfaction.
C) Restructuring work processes and procedures generally has little effect on follower's motivational levels.
D) Most followers enjoy the challenge of doing things in new ways and feel immediately empowered.

Question 36

Performance is best described as:

A) the likelihood that behaviors will be repeated without reward.
B) judgments about the adequacy or inadequacy of behavior.
C) behaviors directed toward the organization's mission.
D) how much an individual enjoys a work activity.

Question 37

An individual's tendency to exert effort toward task accomplishment depends partly on the strength of his/her motive to achieve success.This concept is called:

A) problem solving.
B) customer orientation.
C) relationship building.
D) achievement orientation.

Question 38

One limitation of Maslow's Hierarchy of Needs is that it fails to:

A) consider an individual's higher order needs.
B) place enough emphasis on an individual's lower order needs.
C) address the general nature of the various types of basic human needs.
D) make specific predictions as to how individuals will satisfy their needs.

Question 39

Which of the following is one of the motivators described in Herzberg's two-factor theory?

A) Working conditions
B) The work itself
C) Co-workers
D) Job security

Question 40

Which of the following assesses the overall degree to which employees are satisfied with their organization and their job?

A) Hygiene factors
B) Facet satisfaction item
C) Global satisfaction item
D) Motivators

Question 41

Differentiate between motivation,performance,and effectiveness.Discuss the relationship between the three concepts.

Question 42

What is the goal setting approach of motivation? How can leaders apply this method successfully?

Question 43

Briefly describe Herzberg's two-factor theory.

Question 44

How can leaders benefit from studying the different motivational theories and approaches? What should leaders keep in mind when applying these theories?

Question 45

Describe the three components of organizational justice.

Question 46

Describe the three types of satisfaction components that researchers typically assess on job satisfaction surveys?

Question 47

What are the components of the operant approach of motivation? According to research,what are the effects of this approach?

Question 48

What is achievement orientation? How do people with high achievement orientation scores most likely differ from those with low scores?

Question 49

What are organizational citizenship behaviors? Provide examples to illustrate your response.

Question 50

Explain Maslow's hierarchy of needs.