Deck 5: Foundations of Employee Motivation

Question 1

Drives are innate,universal,and are the "prime movers" of behavior because they generate emotions,which put people in a state of readiness to act on their environment.

Answer 1

True
Explanation: Drives are innate and universal, which means that everyone has them, and they exist from birth. Furthermore, drives are the "prime movers" of behavior because they generate emotions, which put people in a state of readiness to act on their environment.

Question 2

According to the needs hierarchy theory,the concept of self-actualization suggests that people are naturally motivated to reach their potential.

Answer 2

True
Explanation: Maslow popularized the concept of self-actualization, suggesting that people are naturally motivated to reach their potential and that organizations and societies need to be structured to help people continue and develop this motivation.

Question 3

In the context of motivation,drives are also called primary needs.

Answer 3

True
Explanation: Drives, also called primary needs, are defined as hardwired characteristics of the brain that attempt to keep us in balance by correcting deficiencies. Furthermore, drives are the "prime movers" of behavior because they generate emotions, which put people in a state of readiness to act on their environment.

Question 4

According to learned needs theory,companies should hire leaders with a strong need for personalized power.

Question 5

According to four-drive theory,the drive to acquire,bond,and learn are proactive.

Question 6

According to four-drive theory,social norms,past experience,and personal values translate emotional signals into goal-directed effort.

Question 7

People with a high need for achievement tend to avoid risks and prefer working in teams.

Question 8

Maslow's needs hierarchy theory states that people are motivated by only one need at a time.

Question 9

Needs hierarchy theory explains how people develop perceptions of fairness in the distribution and exchange of resources.

Question 10

People with a high need for affiliation tend to be more effective in jobs that allocate scarce resources among employees.

Question 11

A person's hierarchy of needs is influenced by his or her values.

Question 12

The concept of employee engagement is related to motivation,but not to role clarity.

Question 13

People with a high need for affiliation tend to be more effective in jobs that require them to mediate conflicts.

Question 14

Everyone has the same drives,but they develop different intensities of needs in a particular situation.

Question 15

According to learned needs theory,people with a high personalized need for power desire power as a means to help others.

Question 16

Motivation is closely related to the concept of employee engagement.

Question 17

Four-drive theory states that everyone has the drive to acquire,bond,learn,and defend.

Question 18

According to four-drive theory,organizations maximize motivation by focusing employees on opportunities to fulfill only one of the four drives.

Question 19

Maslow's needs hierarchy theory incorporates only five basic categories.

Question 20

Successful entrepreneurs tend to have a high need for achievement.

Question 21

Expectancy theory identifies emotions as a key component of employee motivation.

Question 22

The compliments or teasing received from coworkers when an employee wears safety goggles are referred to as consequences.

Question 23

Feedback to employees is most effective when it is frequent,credible,and general.

Question 24

Goal setting is more effective when employees can easily complete the goals assigned to them.

Question 25

Multisource feedback tends to provide more complete and accurate information than feedback from a supervisor alone.

Question 26

The most effective reinforcement schedule for learning new tasks is variable ratio schedule.

Question 27

People learn not only by observing others but also by imitating and practicing those behaviors.

Question 28

Participation in goal formation tends to increase performance when employees lack commitment to assigned goals.

Question 29

Goal setting tends to be more effective when goals are specific rather than general.

Question 30

Feedback can be more frequent when employees perform jobs with short rather than long cycle time.

Question 31

According to expectancy theory,employee motivation will remain high when the P-to-O expectancy falls to zero.

Question 32

Antecedents cause behavior.

Question 33

Four-drive theory recommends keeping all four drives in balance; that is,organizations should avoid too much or too little opportunity to fulfill each drive.

Question 34

Goal setting potentially improves employee performance by increasing motivation and clarifying role perceptions.

Question 35

A way to increase an employee's E-to-P expectancy regarding a specific task is to increase the person's self-confidence through counseling and coaching.

Question 36

Expectancy theory of motivation states that people naturally direct their effort towards behaviors they believe are most likely to lead to desired outcomes.

Question 37

Antecedents are events preceding the behavior,informing employees that a particular action will produce specific consequences.

Question 38

A way to increase a person's P-to-O expectancy is to measure his or her job performance more accurately and distribute more valued rewards to those with higher job performance.

Question 39

Multisource feedback is information about an employee's performance,collected from a full circle of people,including subordinates,peers,supervisors,and customers.

Question 40

In expectancy theory,the P-to-O expectancy is the perceived probability that a specific behavior or performance level will lead to a particular outcome.

Question 41

_____ are the motivational forces of emotions channeled toward particular goals to correct deficiencies or imbalances.

A) Needs
B) Thoughts
C) Beliefs
D) Values
E) Strategies

Question 42

Procedural justice is higher when the decision maker is perceived as unbiased.

Question 43

The _____ of human beings are also called primary needs.

A) beliefs
B) values
C) attitudes
D) drives
E) thoughts

Question 44

Self-concept,social norms,and past experiences help us:

A) have a fixed level of drive-based emotions.
B) fully regulate our decisions and behaviors.
C) minimize cognitive dissonances.
D) make unemotional decisions based on reason and logic.
E) have stronger or weaker needs by amplifying or suppressing emotions.

Question 45

Underreward inequity occurs when an individual's outcome/input ratio is lower than the outcome/input ratio of a comparison other.

Question 46

In the equity theory model,a 'comparison other' is an individual or group of people against whom the person compares his or her outcome/input ratio.

Question 47

Which of the following does Maslow's needs hierarchy theory include?

A) Domination
B) Frustration-regression
C) Desire to know
D) Aesthetic beauty
E) Self-actualization

Question 48

The distributive justice principle states that everyone should receive the same rewards in life.

Question 49

Combining goal setting with monetary incentives motivates many employees to set difficult goals that are hard to achieve.

Question 50

Feelings of inequity occur when employees receive less than others,but not when they receive more than others.

Question 51

When employees want to improve their self-image,they seek out positive feedback from social sources.

Question 52

To learn about their progress toward goal accomplishment,employees usually prefer feedback from supervisors and other people.

Question 53

Feelings of procedural injustice produce anger,which,in turn,generates either withdrawal or aggression.

Question 54

Which of the following is the highest level of need in Maslow's hierarchy of needs?

A) Esteem
B) Safety
C) Power
D) Belongingness
E) Self-actualization

Question 55

Employees consider feedback from nonsocial sources to be more accurate than feedback from social sources.

Question 56

Overreward inequity occurs whenever other people receive less money than the comparison others.

Question 57

Equity theory research has found that employees who feel overrewarded tend to alter their perceptions of inputs and outcomes rather than attempt to actually change them.

Question 58

A significant discovery in equity theory research is that people tend to keep one specific comparison other throughout their working lives.

Question 59

Distributive justice increases directly with the extent that the decision allows voice,can be appealed,and has an unbiased decision maker.

Question 60

Which of the following statements is true about the innate drives of people?

A) Drives refer to the secondary needs of individuals.
B) Emotions that energize individuals to act on their environment produce drives.
C) Drives include only the basic physiological essentials of individuals.
D) Drives are the secondary sources of employee motivation.
E) Drives are innate and universal to human beings.

Question 61

Which of these is one of the factors in the expectancy theory model?

A) E-to-P expectancy
B) E-to-O expectancy
C) V-to-E expectancy
D) P-to-E expectancy
E) O-to-P expectancy

Question 62

An individual's perceived probability that a particular level of effort will result in a particular level of performance is referred to as the:

A) E-to-P valance.
B) EP-to-PO outcome.
C) E-to-V expectancy.
D) E-to-P expectancy.
E) EV-to-PE outcome.

Question 63

In expectancy theory,valence refers to the:

A) amount of effort a person puts towards a known goal.
B) individual's perceived probability of performing the task at a particular level.
C) anticipated satisfaction or dissatisfaction that an individual feels toward an outcome.
D) individual's perceived probability that his or her performance will lead to specific outcomes.
E) feelings that result from a comparison of the individual's outcome/input ratio with the outcome/input ratio of a comparison other.

Question 64

Which of the following statements was not considered by the needs hierarchy theory?

A) Everyone is naturally motivated to reach their full potential.
B) Higher-order needs are influenced by personal and social influences.
C) Basic needs are more essential to individuals than their socialization needs.
D) People's physiological needs are stronger than their esteem needs.
E) Needs are strongly influenced by each individual's self-concept.

Question 65

Which of the following does the expectancy theory explain about employees?

A) They have different needs at different times.
B) They can use personal expectations to reduce work-related stress.
C) They can motivate themselves through power.
D) They base their work effort on the performance level they expect.
E) They compare their inputs and outcomes to other people.

Question 66

When people are assigned to jobs for which they are qualified and they receive coaching to improve their self-confidence,employee motivation improves by:

A) reducing feelings of inequity.
B) increasing outcome valences.
C) satisfying existence needs.
D) increasing P-to-O expectancies.
E) increasing E-to-P expectancies.

Question 67

The desire to seek approval from others,conform to their wishes and expectations,and avoid conflict and confrontations is referred to as the need for:

A) affiliation.
B) power.
C) achievement.
D) safety.
E) existence.

Question 68

In the four-drive theory,the drive ______ is most closely associated with the need for relative status and recognition.

A) to bond
B) for fairness
C) to achieve goals
D) to acquire
E) for feedback

Question 69

Which of these theories states that we are motivated by several needs,but the strongest source is the lowest unsatisfied need?

A) Four-drive theory
B) Needs hierarchy theory
C) Equity theory
D) Distributive justice theory
E) Learned needs theory

Question 70

Expectancy theory helps us to predict an individual's:

A) effort.
B) need for achievement.
C) distributive justice.
D) job satisfaction.
E) rewards.

Question 71

Which of the following theories of motivation is based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes?

A) Equity theory
B) ERG theory
C) Goal setting theory
D) Four-drive theory
E) Expectancy theory

Question 72

The main implication of the four-drive theory of motivation is that:

A) employers should offer employees a choice of rewards and continuously initiate change in the workplace.
B) employees should be given generic goals with plenty of feedback.
C) employers should motivate employees to achieve challenging goals and give them egalitarian rewards.
D) employers should select people with the best qualifications for the job.
E) drives/needs-based theories have no relevance for managing people in organizational settings.

Question 73

Which of the following is a major criticism of Maslow's needs hierarchy theory?

A) The safety and physiological needs do not arise due to human drives.
B) The need for love and esteem do not apply for many of the individuals.
C) Physiological needs of a person are often considered a weaker need than the other needs.
D) People do not progress through the hierarchy as the theory predicts.
E) The theory gives more importance to the satisfied needs than the unsatisfied needs.

Question 74

One of the main implications of four-drive theory is that:

A) employers should offer employees enough opportunity to keep each drive in balance.
B) employees should be given specific goals with plenty of feedback.
C) employers should give all employees the same employee benefits.
D) employers should select people with the best qualifications for the job.
E) needs-based theories have no relevance for managing people in organizational settings.

Question 75

According to expectancy theory,providing counseling and coaching to an employee who lacks self-confidence is most likely to increase the employee's:

A) V-to-O expectancy.
B) E-to-P expectancy.
C) P-to-E expectancy.
D) O-to-P expectancy.
E) P-to-O expectancy.

Question 76

Which of the following needs is the strongest according to Maslow's needs hierarchy theory?

A) Need for food
B) Need to socialize
C) Need for self actualization
D) Need to be secure
E) Need for love

Question 77

Which of the following statements is consistent with the observations of Maslow?

A) Motivation research must look at each need and drive apart from others.
B) A specific human behavior is typically initiated by a solitary need or drive.
C) Higher-order needs are not influenced by personal and social influences.
D) Maslow refocused attention on need gratification instead of need deprivation.
E) Maslow suggested that people are naturally motivated to reach their potential.

Question 78

According to the four-drive theory,which of the following drives is the foundation of competition and the basis of our need for esteem?

A) Drive to acquire
B) Drive to dominate
C) Drive to defend
D) Drive to bond
E) Drive to learn

Question 79

Which drive in the four-drive theory is reactive rather than proactive?

A) Drive to acquire
B) Drive to learn
C) Drive to defend
D) Drive to bond
E) Drive for power

Question 80

Four-drive theory recommends that companies should:

A) encourage employees to fulfill one drive at a time.
B) provide sufficient rewards, learning opportunities, and social interaction at the same time.
C) only hire people with a strong drive to defend.
D) create a work environment that routinely triggers the employee's drive to defend.
E) encourage the desire for aesthetic beauty and the desire to know.