Deck 4: Motivating Self and Others

Question 1

________ theory is associated with ________ theories,and ________ theory is associated with ________ theories.

A)McClelland's;process;Alderfer's;needs
B)Alderfer's;process;expectancy;needs
C)McClelland's;needs;expectancy;process
D)Maslow's;needs;Alderfer's;process
E)Herzberg's;process;equity;needs

Answer 1

C

Question 2

SCENARIO 4-2
Your department is made up of people who are very different in their lifestyles and their stages of life.Mary is a 23-year-old single parent who is working for minimum wage.Jonathan is 60 years old,extremely wealthy,and works because he enjoys it.Jane is single,45 years old,and has few interests outside the office.You have decided to attempt to apply Maslow's hierarchy of needs to motivate each of these individuals.


-Referring to SCENARIO 4-2,Mary would most likely be motivated by

A)more vacation time.
B)more responsibility.
C)greater discretion over her job.
D)more money.
E)more satisfying work.

Answer 2

more money.

Question 3

Samantha has a strong desire to achieve job status and likes to receive recognition for her accomplishments.Samantha has a strong

A)safety need.
B)esteem need.
C)affiliation need.
D)self-actualization need.
E)power need.

Answer 3

B

Question 4

Which of the following statements would most likely be made by a manager who subscribes to the Theory X approach of management?

A)Focus on organizations and people will take care of themselves.
B)I treat people different in different ways based on the situation we are facing.
C)The only way to get people to work hard is to push them hard.
D)People work best if left alone.
E)People will generally seek greater responsibility and accountability when given the opportunity.

Question 5

SCENARIO 4-2
Your department is made up of people who are very different in their lifestyles and their stages of life.Mary is a 23-year-old single parent who is working for minimum wage.Jonathan is 60 years old,extremely wealthy,and works because he enjoys it.Jane is single,45 years old,and has few interests outside the office.You have decided to attempt to apply Maslow's hierarchy of needs to motivate each of these individuals.


-Referring to SCENARIO 4-2,you would expect that Jane is attempting to satisfy her

A)social need.
B)esteem need.
C)physiological need.
D)self-actualization need.
E)safety need.

Question 6

Interest,challenge,and personal satisfaction are considered ________ motivators,while pay and benefits are considered ________ motivators.

A)intrinsic;environmental
B)extrinsic;environmental
C)environmental;internal
D)intrinsic;extrinsic
E)extrinsic;intrinsic

Question 7

Tara often refers to "company policy" when explaining issues to her staff that they find distasteful.With respect to the motivation-hygiene theory,company policy is an example of a ________ factor.

A)physiological
B)hygiene
C)growth
D)intrinsic
E)valence

Question 8

Omar tries to motivate his employees by helping them develop new skills and achieve their own personal goals.According to Maslow's hierarchy of needs theory,he is appealing to their ________ needs.

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

Question 9

According to your text,the three key elements of motivation are intensity,direction,and

A)focus.
B)persistence.
C)action.
D)needs.
E)process.

Question 10

With respect to the motivation-hygiene theory,an example of a motivator factor is

A)salary.
B)supervision.
C)working conditions.
D)recognition.
E)company policy.

Question 11

________ theory tells us that individuals who have a ________ don't necessarily make good managers.

A)McClelland's;high need for achievement
B)McClelland's;level of safety
C)ERG;high need for growth
D)ERG;low need for affiliation
E)Motivation-hygiene;high intrinsic need

Question 12

Ted is a manager who runs his department "his way" by imposing strict controls on his employees.Ted is likely a ________ manager.

A)Theory X
B)Theory Z
C)laissez-faire
D)Theory Y
E)charismatic

Question 13

Maslow's hierarchy of needs are arranged as

A)physiological,esteem,safety,social,and self-actualization.
B)physiological,safety,social,esteem,and self-actualization.
C)safety,physiological,esteem,social,and self-actualization.
D)physiological,social,safety,esteem,and self-actualization.
E)social,physiological,safety,esteem,and self-actualization.

Question 14

Using Herzberg's theory,working conditions are ________ factors,while job responsibility is a ________ factor.

A)motivator;hygiene
B)intrinsic;extrinsic
C)hygiene;motivator
D)external;internal
E)traditional;non-traditional

Question 15

Carmen's attitude toward her staff is that employees like work,are creative,seek responsibility,and will use self-direction and self-control if they are committed to the goals.This is reflective of

A)Theory X.
B)Theory Z.
C)Theory Y.
D)management by exception.
E)management by objectives.

Question 16

SCENARIO 4-1
You are a new employee just hired with Acme Inc.Your supervisor has explained your job to you and has indicated that you will have a great deal of control over your job once you become proficient at it.He compliments your history of accepting responsibility and suggests that you should feel free to offer constructive criticism about the way your job is structured.


-Referring to SCENARIO 4-1,your supervisor seems to assume that your basic nature is

A)extrinsic based.
B)Theory Y based.
C)process theory based.
D)Theory X based.
E)motivation-hygiene based.

Question 17

SCENARIO 4-1
You are a new employee just hired with Acme Inc.Your supervisor has explained your job to you and has indicated that you will have a great deal of control over your job once you become proficient at it.He compliments your history of accepting responsibility and suggests that you should feel free to offer constructive criticism about the way your job is structured.


-Referring to SCENARIO 4-1,as a Theory Y supporter,your supervisor can

A)assume that you will be motivated by extrinsic rewards mostly.
B)assume that you would feel comfortable in a job with little autonomy.
C)assume that you would be interested in tangible rewards mostly.
D)assume that you will be internally motivated.
E)assume that you would be interested in bonuses more so than job challenge.

Question 18

Dave thinks he has the best job anyone could ever have.He is held personally accountable for his work,and receives a lot of feedback.For these reasons,he sees the results of his work.His job also gives him the chance to continually improve himself and do his personal best.He is responsible for planning,performing,evaluating,and changing his projects as he sees fit.He influences others to some extent but he works mostly on his own.This does not bother him,as he likes the autonomy.Finally,Dave likes his job because he is able to take on a moderate degree of risk,which he chooses.This kind of work enables Dave to be successful,feel good about his work,and accomplish his work and personal goals.Using McClelland's theory of needs,Dave is exhibiting a ________ need and a ________ need.

A)strong achievement;low affiliation
B)strong power;low affiliation
C)strong power;strong achievement
D)strong achievement;high power
E)strong power;low affiliation

Question 19

What is most important to Donna is a working environment where she feels like she belongs and is accepted.According to Maslow,this reflects Donna's ________ needs.

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

Question 20

SCENARIO 4-2
Your department is made up of people who are very different in their lifestyles and their stages of life.Mary is a 23-year-old single parent who is working for minimum wage.Jonathan is 60 years old,extremely wealthy,and works because he enjoys it.Jane is single,45 years old,and has few interests outside the office.You have decided to attempt to apply Maslow's hierarchy of needs to motivate each of these individuals.


-Referring to SCENARIO 4-2,you would expect that Mary is trying to satisfy her

A)social need.
B)esteem need.
C)physiological need.
D)self-actualization need.
E)safety need.

Question 21

SCENARIO 4-3
Marjo is the manager of a grocery store that is part of a larger supermarket chain.She would like to implement a goal-setting program for the cashiers,assistant manager,and the managers in the bakery,produce,and meat departments.The staff have asked her to explain the goal-setting program,how it will work,and how it will affect them.


-Referring to SCENARIO 4-3,the goals for each employee will be established by

A)Marjo,as she is the manager and the one who is ultimately held accountable for all goals.
B)each employee as they should take ownership of their own goals.
C)a committee of colleagues in order to ensure standardization and fairness.
D)the employee and Marjo,the manager,together.
E)Marjo,the manager,and all the employees together,since all are part of the team.

Question 22

Heidi is the floor manager at her organization.She would like to have all her employees determine yearly,monthly,weekly,and daily goals.She then would sit down with the employees and review their goals and strategies.She thinks this would benefit the employees because the

A)company would have greater financial stability.
B)employees' perception of fairness would improve.
C)employees would receive feedback.
D)time she spends managing would be less.
E)training would take less time.

Question 23

John has worked at his employer's for an amazing 36 years.He has been a car sales manager for the past 11 years.He has noted that whenever he insists his sales people set goals,they achieve a higher level of sales.He has concluded that the reason for this is because

A)the sales people believe it is a strategy to see who is the most competent to fill John's position when he retires.
B)the sales people try harder because they are not given training.
C)the sales people set unrealistic goals that in turn cause them to work harder.
D)stated goals direct attention to reach those goals.
E)the sales people like to see and compare themselves to the other sales people.

Question 24

Kim likes to take on tasks where she knows that,if she puts in enough effort,she will be able to achieve good performance on the task.This is known as

A)expectancy.
B)valence.
C)instrumentality.
D)self-actualization.
E)motivation.

Question 25

Ali thinks that his excellent performance will lead to organizational rewards,such as a bonus,salary increase,or a promotion.Ali supports which motivation theory?

A)expectancy
B)equity
C)cognitive evaluation
D)goal setting
E)contingency

Question 26

In Katie's department,managers and employees jointly set performance goals that are tangible,verifiable,and measurable.Progress on goals is periodically reviewed,and rewards are allocated on the basis of this progress.This approach to goal setting is known as

A)management by objectives.
B)the valence approach.
C)the instrumentality approach.
D)the expectancy approach.
E)the extrinsic approach.

Question 27

Yvonne tries to make sure that her staff understands that the rewards they receive are closely related to performance.This is known as

A)valence.
B)self-actualization.
C)motivation.
D)instrumentality.
E)expectancy.

Question 28

Damien is one of the best sales people at his place of work.He works long hours at his job because he knows his efforts are recognized by the manager and the other sales people.At the end of every year the company "surprises" employees who have met their targets with a bonus.Damien's motivation is characterized by

A)a low level of expectancy,but a high level of instrumentality.
B)contingency factors.
C)a strong level of safety.
D)a high level of instrumentality.
E)a high level of insight and goal setting.

Question 29

An employee believes that her efforts will result in excellent performance and that the possible reward would be desirable to her;however,the employee does not expect that her individual performance will be rewarded.According to expectancy theory,

A)Expectancy = 0
Valence = 0
Instrumentality = 0b.Expectancy = 1
Valence = 1
Instrumentality = 1c.Valence = 0
Instrumentality = 0
Expectancy = 1d.Expectancy = 1
Valence = 1
Instrumentality = 0e.Expectancy = 0
Instrumentality = 1
Valence = 1

Question 30

Heidi is the floor manager at her organization.She is wondering what she could do so that her employees would want to work longer hours during the store's busy season.She initially offered the employees extra pay.This did not seem to motivate them,as many of them are financially secure.Now,she is thinking of offering them more time off during the slow season.Heidi is hoping this new idea will increase

A)the employees' perception of fairness.
B)the instrumentality.
C)the expectancy.
D)the employee's self-efficacy.
E)the valence.

Question 31

Your professor offers to give you $1 million if you memorize the textbook by tomorrow morning.You believe that no matter how much effort you put in,it's probably not possible to achieve this task within 24 hours.Your belief is based on

A)the effort-performance relationship called expectancy.
B)the performance-rewards relationship called instrumentality.
C)the rewards-personal goals relationship called valence.
D)the fact that your professor does not look like a millionaire.
E)all of the wonderful items that can be purchased with the money.

Question 32

The goals-performance relationship is influenced by five factors.These five factors are

A)task complexity,uncertainty avoidance,self-efficacy,feedback,and a strong self-esteem.
B)task complexity,uncertainty avoidance,power distance,feedback,and a strong self-esteem.
C)goal commitment,adequate self-efficacy,task characteristics,feedback,and national culture.
D)goal commitment,adequate self-efficacy,a strong self-esteem,feedback,and a complex task.
E)a complex task,goal commitment,feedback,power distance,and organizational culture.

Question 33

The rewards-personal goals relationship in expectancy theory would be enhanced if

A)employees were given a choice of rewards.
B)employees valued the reward.
C)the organization offered more rewards.
D)the rewards were distributed more frequently.
E)the rewards were fair.

Question 34

SCENARIO 4-3
Marjo is the manager of a grocery store that is part of a larger supermarket chain.She would like to implement a goal-setting program for the cashiers,assistant manager,and the managers in the bakery,produce,and meat departments.The staff have asked her to explain the goal-setting program,how it will work,and how it will affect them.


-Referring to SCENARIO 4-3,an example of an effective goal would be

A)telephone orders will be processed promptly.
B)the quality of all products will increase substantially and immediately.
C)sales will increase by 2 percent over the next 6 months.
D)company costs will decrease as much as possible.
E)new customers will be brought in regularly.

Question 35

Jenny is supervising Mildred,a data-entry clerk,who is currently performing at a moderate but unacceptable level,given the department's needs.Jenny consults with Mildred about setting performance goals.To be most effective,these goals should be

A)accompanied by performance feedback.
B)kept private,in order to avoid evaluation.
C)set at a level that is extremely challenging.
D)specified by Jenny,since she is the supervisor.
E)based strictly on departmental needs since it is the department's needs that are not being met.

Question 36

Li is finding out that the prospect of a pay increase is no longer motivating her staff because they know that the raises will be minimal at best.This reflects the ________ of this reward.

A)expectancy
B)equity
C)valence
D)instrumentality
E)justice

Question 37

Martha has been asked by her manager to carry out a complicated task for which she does not have the skills and knowledge.Her manager says there is not time to send her for training.Martha is unmotivated to attempt the task because she doubts very much that she will be able to perform the required job adequately and within the time deadline.Martha's motivation is characterized as

A)having low instrumentality.
B)having high instrumentality.
C)having low expectancy.
D)having a low valence.
E)having a high expectancy.

Question 38

McClelland's need for achievement best approximates Maslow's need for

A)self-efficacy.
B)self-actualization.
C)growth.
D)goals.
E)exceptional status.

Question 39

SCENARIO 4-3
Marjo is the manager of a grocery store that is part of a larger supermarket chain.She would like to implement a goal-setting program for the cashiers,assistant manager,and the managers in the bakery,produce,and meat departments.The staff have asked her to explain the goal-setting program,how it will work,and how it will affect them.


-Referring to SCENARIO 4-3,Marjo wants to make certain the staff understand the ingredients of an effective goal-setting program.One of the ingredients of this goal-setting program will be that

A)goals will be general enough to allow creativity.
B)goal setting will be a participative activity and goals will be specific.
C)time periods will be left open in order to be flexible and accommodate changes.
D)feedback will be given in a general meeting in order to avoid having any one employee feel that his or her performance alone is being evaluated.
E)goals will be extremely challenging in order to increase motivational levels.

Question 40

Abbel is willing to stay at his present job that pays less than the competition because he enjoys the friendly atmosphere and feels motivated to continue to work hard at his job.Abbel's belief is based on

A)instrumentality.
B)expectancy.
C)valence.
D)performance.
E)goal setting.

Question 41

Tim is thinking of leaving his job because one of his co-workers received a bigger raise than he did for what he believed was lesser quality work.This example illustrates

A)valence theory.
B)intrinsic theory.
C)equity theory.
D)self-efficacy theory.
E)interactional theory.

Question 42

Based on equity theory,when employees perceive they are under-rewarded,they

A)exert more effort in performing their jobs in order to re-establish equity.
B)will automatically quit the job and look somewhere else.
C)will always exert more effort of higher quality to warrant an increase in rewards.
D)will get disillusioned and automatically compare their job to some other job of lesser or equal value in an attempt to feel better about the inequity.
E)may exert less effort,may ask for more compensation,and may choose a different referent person.

Question 43

Justin is a recent engineering grad who has started his first job with an engineering firm.Who is Justin most likely to use as a referent in order to determine whether his treatment by the firm is fair?

A)himself in terms of his experience two years ago as a work study student.
B)a male engineering grad hired by the firm just one month ago.
C)a female engineering grad hired by the firm five years ago.
D)a male engineering grad recently hired by another firm in the same industry.
E)a commerce grad student hired at the same time as Justin but for a different department.

Question 44

Helga feels she received an appropriate salary increase this year,but does not believe that the company's methods for determining salary increases are fair.She believes there is a problem with the firm's

A)interpersonal justice.
B)distributive justice.
C)equity practices.
D)procedural justice.
E)reward practices.

Question 45

Equity theory predicts that when Bob finds out that Amanda,a referent other,earns more money,he will

A)definitely feel inequitably treated.
B)change his inputs.
C)be upset with Amanda.
D)possibly feel inequitably treated.
E)look for another job and encourage Amanda to do the same.

Question 46

Sam works in an autobody shop where he sprays paint eight hours a day.Using the job characteristics model,Sam has a job with

A)low task identity.
B)high task identity.
C)low skill variety.
D)high skill variety.
E)low task identity and low feedback.

Question 47

Alfie Kohn supports ________,and proposes that employees are actually punished by rewards.Kohn believes that employees do lower quality work when they are given rewards such as ________.

A)cognitive evaluation theory;pay incentives
B)contingency evaluation theory;money
C)cognitive evaluation theory;challenge
D)cognitive experimental theory;money
E)contingency experimental theory;incentives

Question 48

A real estate salesperson whose pay is based on the price of the home he or she sells is an example of

A)a gainsharing plan.
B)commission pay.
C)piece-rate pay.
D)a modified gainsharing plan.
E)skill-based pay.

Question 49

The four key sets of behaviours that managers can use to create intrinsic rewards for employees,as put forth by Professor Kenneth Thomas,are

A)leading for opportunity,establishing credentials,goal-setting,and creating a feedback system.
B)creating opportunity,creating feedback,empowerment,and goal setting.
C)recognition of accomplishments,leading for competence,leading for meaningfulness,and leading for progress.
D)leading for choice,leading for competence,leading for meaningfulness,and leading for progress.
E)leading for choice,empowerment,goal setting,and leading for progress.

Question 50

Ron is motivated by the freedom to select the tasks that he will take on and approach them in the way he sees fit.This freedom increases Ron's ________ motivation.

A)extrinsic
B)expectant
C)valence
D)intrinsic
E)cognitive

Question 51

Although Amanda has some weaknesses as a manager,all of her staff members would agree that the interpersonal treatment that they receive from her is not one of them.The quality of this interaction is known as

A)procedural justice.
B)interpersonal justice.
C)distributive justice.
D)equitable justice.
E)cognitive justice.

Question 52

SCENARIO 4-4
Bill Leung is the HR director for Copper Inc. ,a mining firm.The business has been losing money over the past three years due to a worldwide slump in copper prices,and no end is in sight.The pressure is on to reduce labour costs.Bill has been asked to recommend an incentive pay program for miners to attempt to increase the amount of ore they extract from each site,while still meeting quality targets.Safety issues are also very important,as even minor accidents add tremendously to costs.The miners work in teams,so the plan must not upset their team interactions;however,the miners have little involvement in the company outside of their immediate jobs.


-Referring to SCENARIO 4-4,what kind of incentive plan should Bill recommend for the miners?

A)piece-rate plan
B)profit-sharing plan
C)ESOP
D)team-based pay
E)gainsharing

Question 53

Sue believes that she puts much more effort into her work than Sasha.Sue also thinks that she is not paid enough for her job because Sasha makes only slightly less than she does.Sue is feeling

A)under-rewarded and likely less motivated because Sasha's pay is only slightly lower than hers.
B)equity because Sasha is indeed being paid less than Sue.
C)over-rewarded because Sasha is paid only slightly less than Sue;the difference is minimal.
D)highly motivated to increase her performance in order to restore equity.
E)highly motivated to help Sasha in her job,so that Sasha's performance could increase.

Question 54

Individuals who compare their job inputs and outcomes with those of others and then respond,so as to eliminate any inequities,are demonstrating

A)self-efficacy theory.
B)goal-setting theory.
C)contingency theory.
D)equity theory.
E)expectancy theory.

Question 55

________ justice is the perceived fairness of the process used to determine the distribution of rewards.

A)Equitable
B)Interprocess
C)Distributive
D)Procedural
E)Interactional

Question 56

Sarbani has just started her new job as a sales representative with one of the largest pharmaceutical companies in the world.She is very excited about her new position and company because she has the right to buy stocks in the company at a later date for a guaranteed price of $41.87 a share.This is an example of a

A)stock option plan.
B)profit sharing plan.
C)gainsharing plan.
D)variable pay plan.
E)bonus pay plan.

Question 57

Ahmed is always careful to make clear to his employees that what they are doing matters so that they should feel good about what they are doing.In this way,he is trying to increase their ________ motivation.

A)extrinsic
B)cognitive
C)procedural
D)distributive
E)intrinsic

Question 58

SCENARIO 4-4
Bill Leung is the HR director for Copper Inc. ,a mining firm.The business has been losing money over the past three years due to a worldwide slump in copper prices,and no end is in sight.The pressure is on to reduce labour costs.Bill has been asked to recommend an incentive pay program for miners to attempt to increase the amount of ore they extract from each site,while still meeting quality targets.Safety issues are also very important,as even minor accidents add tremendously to costs.The miners work in teams,so the plan must not upset their team interactions;however,the miners have little involvement in the company outside of their immediate jobs.


-Referring to SCENARIO 4-4,Bill must also recommend a plan for the research department staff.It is more difficult to assess researchers' performance because of the kind of work they do.Recently,a number of researchers have been laid off because of the company's losses,and so each staff member must get involved in new kinds of projects.Flexibility and communication between project team members is very important.What kind of incentive plan should Bill recommend for the research staff?

A)skill-based pay plan
B)piece-rate plan
C)profit-sharing plan
D)ESOP
E)gainsharing

Question 59

Generally speaking,in Harry's department,the employees perceive that the amount and allocation of the rewards are fair.This is known as ________ justice.

A)vigilante
B)procedural
C)interactional
D)distributive
E)equitable

Question 60

Peter is pleased to be working for an organization that uses organization-wide programs that distribute compensation based on an established formula designed around a company's profitability.These programs are known as

A)variable pay programs.
B)ESOPs.
C)gainsharing.
D)piece-rate plans.
E)profit-sharing plans.

Question 61

Organizations trying to build a strong team will want to incorporate group-based performance incentives.Employers should encourage employees to make an extra effort to help their team succeed by

A)linking performance to goal setting.
B)implementing successful contingency planning.
C)linking rewards to company profitability.
D)increasing employee development and training.
E)linking rewards to team performance.

Question 62

SCENARIO 4-5
Allied World Exporting Inc.employs many individuals worldwide,and has discovered that not all are motivated by the same things.They have decided to develop different plans for the different segments of their workforce,depending upon their job,culture,and location.Those employed by the company include mill and factory workers,managers,sales people,contingent or temporary workers,part-time workers,and full-time permanent employees.


-Referring to SCENARIO 4-5,the sales representatives in Japan will likely be most motivated by

A)ongoing opportunities for education and training.
B)autonomy.
C)recognition through the form of commission.
D)being a member of a successful team.
E)bonuses based on individual performance.

Question 63

As stated by expectancy theory,money is a necessary part of any effective reward system.

Question 64

In contrast to the hierarchy of needs theory,the ERG theory demonstrates that (1)more than one need may be working at the same time;and (2)if the gratification of a higher-level need is stifled,the desire to satisfy a lower-level need increases.

Question 65

Research suggests that individuals with a high need to achieve prefer,and will be motivated by,jobs where there is personal responsibility,feedback,and an intermediate degree of risk.

Question 66

SCENARIO 4-5
Allied World Exporting Inc.employs many individuals worldwide,and has discovered that not all are motivated by the same things.They have decided to develop different plans for the different segments of their workforce,depending upon their job,culture,and location.Those employed by the company include mill and factory workers,managers,sales people,contingent or temporary workers,part-time workers,and full-time permanent employees.


-Referring to SCENARIO 4-5,the mill and factory workers in Russia will likely be most motivated by

A)intrinsic rewards like more autonomy.
B)flexible work schedules.
C)working with teenagers and retirees.
D)recognition and valued extrinsic rewards,like North American T-shirts.
E)working less hours.

Question 67

A person's internal desire to do something,due to such things as interest,challenge,and personal satisfaction is known as extrinsic motivation.

Question 68

The strength of a person's motivation to perform a job depends on his or her sense of self-efficacy.

Question 69

SCENARIO 4-5
Allied World Exporting Inc.employs many individuals worldwide,and has discovered that not all are motivated by the same things.They have decided to develop different plans for the different segments of their workforce,depending upon their job,culture,and location.Those employed by the company include mill and factory workers,managers,sales people,contingent or temporary workers,part-time workers,and full-time permanent employees.


-Referring to SCENARIO 4-5,workers in China will likely be most motivated by

A)opportunities for training.
B)obtaining flexibility in their position.
C)jobs based on performance.
D)job security,bonuses,and life-time employment.
E)intrinsic rewards.

Question 70

Research in cross-cultural settings has indicated support for the expectancy theory of motivation.

Question 71

Jason firmly believes that the firm he works for is not in a financial position to reward him with great returns.He has been less motivated in his job lately.The reason why Jason is less motivated is because of instrumentality.

Question 72

Expectancy refers to the individual's perception of how probable it is that exerting a given amount of effort will lead to good performance.

Question 73

Goal-setting theory suggests that intrinsic job factors motivate,whereas extrinsic factors only maintain and placate employees.

Question 74

Theory X managers believe all people are motivated by extrinsic factors.

Question 75

Theory X managers assume employees like work,are creative,and use self-direction.

Question 76

Jack manages an import/export firm that employs many older workers as well as recent university graduates.When analyzing the best ways to motivate his employees,Jack has discovered that Generation Y employees are most motivated by

A)an ESOP.
B)gainsharing.
C)recognition from one's company or boss.
D)giving back to the community through work.
E)socializing with co-workers.

Question 77

Louise is unmotivated because she feels that her employer is not rewarding her in a fair and equitable manner.To Louise,the issue is the valence of the reward.

Question 78

As workplaces become more empowered,there is a greater need for intrinsically motivated employees.

Question 79

Research on employee stock ownership plans indicates that they

A)tend to increase employee satisfaction.
B)tend to reduce base salaries.
C)tend to reduce stress related to job stability.
D)keep performance levels steady.
E)tend to reduce innovative growth.

Question 80

Jack manages an import/export firm that employs many older workers as well as recent university graduates.When analyzing the best ways to motivate his employees,Jack has discovered that the older workers (Baby Boomers)are most motivated by

A)a form of gainsharing.
B)piece-rate wages.
C)a steady rate to promotions.
D)higher pay and benefits.
E)an intellectually stimulating workplace.