Deck 13: Motivating for Performance

Question 1

Janice works to achieve the goals she sets for herself.Pansy works to earn money.Jed works to earn his employer's praise.These three different reasons for working all fall under the general category of

A)rewards.
B)consequences.
C)performance.
D)motivation.
E)personality.

Answer 1

D

Question 2

Growth needs in Alderfer's ERG theory are similar to self-actualization needs in Maslow's needs hierarchy.

Answer 2

True

Question 3

Premium Water,a manufacturer of jet boats and related accessories,has designed its job positions to ensure that people are attracted to the organization,show up every day,and work hard while they are there.Yet most employees stay no longer than five years.In this case,the company should focus more on motivating their employees to

A)work as a team.
B)remain in the organization.
C)compete with others.
D)perform their work adequately.
E)exhibit good citizenship.

Answer 3

B

Question 4

According to the Hackman and Oldham model of job enrichment,people will perform better when they feel responsible,their job has meaning,and they know how well they are performing.

Question 5

As Danielle deals with her employees,she works with them to set goals that will energize them and direct their thoughts and work behaviors toward a particular end.Danielle is using

A)positive reinforcement.
B)equity theory.
C)goal-setting theory.
D)stretch goals.
E)expectancy theory.

Question 6

A motivation theory stating that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end is ________ theory.

A)the equity
B)the path-goal
C)the goal-setting
D)the expectancy
E)Maxwell's goal

Question 7

Which of the following techniques is useful for generating goals that employees accept willingly?

A)assigning targets that are exceptionally demanding
B)allowing employees to participate in setting their goals
C)encouraging employees to choose targets that are easy to reach
D)using the acronym SMART to define the goals
E)setting the same goals for all employees at the same level

Question 8

A satisfied worker is not necessarily more productive than a dissatisfied one.

Question 9

A moderate to high need for affiliation and power are associated with managerial success.

Question 10

Motivation will be high if any one of the following is high: expectancy,instrumentalities,or total valence of all outcomes.

Question 11

Individualized performance goals reduce competition and improve the functioning of teams in which cooperation among members is essential for group performance.

Question 12

According to equity theory,employees compare their outcomes to other employees' inputs.

Question 13

Which of the following types of behavior is not motivated behavior?

A)involuntary reflexes
B)job performance
C)relationship choices
D)project completion
E)career selection

Question 14

The "M" in SMART,an acronym used by Microsoft for goal setting,stands for

A)motivated.
B)managed.
C)measurable.
D)multitasked.
E)moderate.

Question 15

Herman manages a production facility that makes furniture.He asked Missy,a shift supervisor,to reach a goal of producing less than 2 percent scrap during the past month,instead of the 9 percent usually produced on her shift.This goal seemed impossible since the industry averages 10 percent scrap,and the best month ever at Herman's facility still produced 5 percent scrap.Missy's shift did not reach the goal,producing 6 percent scrap during the month.How should Herman respond?

A)He should fire Missy for falling short of an official goal,no matter how unrealistic it was.
B)He should give Missy a chance to cut scrap to one percent next month or face consequences.
C)He should avoid punishing Missy for missing the goal and recognize that she still had an exceptional month.
D)He should tell Missy it is all right because goals do not really mean anything.
E)He should require Missy to work unpaid overtime to cover the excess scrap produced on her shift.

Question 16

At Martel's annual review,he and his boss set a performance goal that will be difficult for him to achieve in one year.However,Martel is very enthusiastic about giving it a try.What type of goal is this?

A)an equity goal
B)a negative goal
C)an outcome goal
D)a reverse goal
E)a stretch goal

Question 17

When they think it is warranted or when they believe others expect them to,managers use punishment.

Question 18

Managers should reward employees for multitasking.

Question 19

Understanding why people do the things they do on the job is an easy task for managers.

Question 20

________ refers to the forces that energize,direct,and sustain a person's efforts.

A)Benefaction
B)Arbitration
C)Motivation
D)Validation
E)Integration

Question 21

Jacob,a production team manager,often sets impossible performance goals for his team members.Eventually,the performance of the team members starts to deteriorate because they never succeed in reaching the goals Jacob sets,and they are becoming demoralized.Which of the following key consequences of behavior does this scenario exemplify?

A)positive reinforcement
B)negative reinforcement
C)termination
D)extinction
E)empowerment

Question 22

Reuben's boss recently took him off probation because Reuben had met performance standards that he and his boss had agreed upon.This is an example of a ________ reinforcement.

A)tertiary
B)negative
C)neutral
D)primary
E)positive

Question 23

Failure to provide positive feedback for a job well done,resulting in lower motivation thereafter is an example of a(n)

A)punishment.
B)extinction.
C)positive reinforcement.
D)negative reinforcement.
E)disempowerment.

Question 24

Rudolph made a good-faith effort to develop a new product,but the attempt failed.What should Rudolph's employer do?

A)talk to Rudolph about what he learned and discuss what he might do next
B)demote Rudolph for failing to succeed at the project
C)fire Rudolph for failing to succeed at the project
D)ignore the entire situation to keep from discouraging Rudolph's initiative
E)transfer Rudolph to a job with requirements that better fit his skill set

Question 25

Applying a desirable consequence to increase the likelihood that a behavior will be repeated is known as

A)positive reinforcement.
B)negative reinforcement.
C)intrinsic support.
D)extrinsic support.
E)extinction.

Question 26

Administering an aversive consequence is referred to as

A)positive reinforcement.
B)punishment.
C)extinction.
D)negative reinforcement.
E)arbitration.

Question 27

Which of the following is an example of positive reinforcement?

A)giving a letter of warning
B)giving a pay raise
C)taking someone off probation
D)removing a reprimand from the record
E)demoting someone

Question 28

Positive consequences that motivate behavior are referred to as

A)benefactors.
B)regulators.
C)reinforcers.
D)effectors.
E)sanctions.

Question 29

Ernie has a conviction for marijuana use in his past.For the first three years of his employment,he had to submit to monthly drug testing.After three years of being clean,his employer changed the requirement to a random test twice a year.This change is an example of

A)negative reinforcement.
B)positive reinforcement.
C)extinction.
D)punishment.
E)arbitration.

Question 30

Which of the following is true of negative reinforcement?

A)It involves administering an aversive consequence.
B)It refers to withdrawing or failing to provide a reinforcing consequence.
C)It is the tendency to conclude that despite the effort expended,the outcome will be bad.
D)It involves removing or withholding an undesirable consequence.
E)It refers to the lack of interest in the outcome of performance.

Question 31

Which of the following implies a favorable consequence?

A)negative reinforcement
B)punishment
C)extinction
D)personalized power
E)termination

Question 32

People's perceived likelihood that their efforts will enable them to attain their performance goals is called

A)motivation.
B)instrumentality.
C)expectancy.
D)prediction.
E)anticipation.

Question 33

Targets that are particularly demanding and can generate a major shift away from mediocrity and toward tremendous achievement are known as ________ goals.

A)challenge
B)mountaintop
C)reach
D)summit
E)stretch

Question 34

Removing or withholding an undesirable consequence is called

A)negative reinforcement.
B)primary reinforcement.
C)extinction.
D)punishment.
E)arbitration.

Question 35

Sven directs a small team of managers.When he is conducting meetings,Amy frequently interrupts Sven and others.Sven finally warns Amy that if she does not stop interrupting,he will administer a punishment.At the next meeting,he notices that Amy interrupts less than half as much as she usually does.Sven does not want to go so far as to reward Amy,but he does want this behavior to continue.What step would best help him accomplish this?

A)giving Amy a monetary bonus for interrupting less
B)suspending Amy without pay for one week because she still interrupted
C)going about his business as if nothing has changed
D)telling Amy he will withhold her punishment if she keeps showing improvement
E)forcing Amy to take a long weekend off with pay as a consequence for her interruptions

Question 36

According to organizational behavior modification,which of the following is a key consequence of behavior?

A)arbitration
B)empowerment
C)centralization
D)vigilance
E)punishment

Question 37

Organizational behavior modification focuses on

A)administering an adverse consequence.
B)failing to provide a reinforcing consequence.
C)expecting particular outcomes for behavior.
D)influencing people's behavior.
E)achieving self-actualization.

Question 38

Following the completion of a difficult assignment,Candace's supervisor told her that he was very pleased with her performance and her help in completing the project.The praise Candace received is an example of ________ reinforcement.

A)positive
B)informal
C)intrinsic
D)cognitive
E)primary

Question 39

Withdrawing or failing to provide a reinforcing consequence is referred to as

A)negative reinforcement.
B)positive reinforcement.
C)arbitration.
D)extinction.
E)affiliation.

Question 40

Which of the following laws states that behavior that is followed by positive consequences will likely be repeated?

A)the law of consequences
B)the law of repetition
C)the law of demand
D)the law of effect
E)the law of definite proportion

Question 41

According to Maslow's hierarchy of needs theory,which of the following forms the lowest level of needs?

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

Question 42

Dolly is a mid-level manager.Her supervisor wants her to take a tough stance with her employees.If Dolly cracks down on disciplinary issues,she will easily qualify for a bonus for adhering to the employee discipline system supported by her supervisor,and she knows he will quickly give her the bonus as an incentive for other supervisors to follow the same steps.Dolly is a bit concerned that the new program is too restrictive of the employees' ability to individualize their work,and even though it will streamline the production process,she feels certain it will ultimately lead to lower output by restricting the creativity and motivation of her workers.Dolly knows which employees are violating procedures and exactly how she could implement the plan to get her bonus.Nonetheless,Dolly is not really motivated to enact the new discipline plan.What factor is causing Dolly to lack motivation?

A)Dolly is afraid she will not actually receive her bonus after doing all the tough work to earn it.
B)Dolly knows she does not have the skills necessary to implement the new program.
C)Dolly feels the negative consequences of the new program outweigh the benefits.
D)Dolly has no idea what the results of the new program might be.
E)Dolly is uncertain of what is being asked of her with the new program.

Question 43

According to McClelland,the need for ________ is characterized by a strong orientation toward success and goal attainment.

A)affiliation
B)achievement
C)praise
D)performance
E)reinforcement

Question 44

Which of the following statements about achievement is true?

A)The need for achievement is not as important as researchers first thought.
B)Japan has a higher need for achievement than for affiliation.
C)The need for achievement is universally important.
D)The need for achievement is particularly high in the United States.
E)Great Britain has a particularly low need for achievement.

Question 45

The performance-to-outcome link in the expectancy theory is called

A)valence.
B)instrumentality.
C)expectancy.
D)equity.
E)reinforcement.

Question 46

What does the E stand for in Alderfer's ERG theory?

A)ego
B)existentialism
C)expertise
D)esteem
E)existence

Question 47

Instrumentality is the

A)perceived likelihood that performance will be followed by a particular outcome.
B)value that the expected outcome holds for the person contemplating it.
C)belief that performance will surely result in the perceived outcomes.
D)perceived likelihood that employees' efforts will enable them to attain their performance goals.
E)perceived likelihood that a person will repeat the behavior that led to positive reinforcement.

Question 48

According to a theory regarding performance-related beliefs,the effort-to-performance link is called

A)instrumentality.
B)valence.
C)outcome.
D)viability.
E)expectancy.

Question 49

Which of the following is a conception of human needs in which needs are organized into a pyramid that ranks the five major types?

A)Maslow's need hierarchy
B)Alderfer's needs theory
C)Herzberg's two-factor theory
D)equity theory
E)McClelland's needs theory

Question 50

A theory proposing that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome is known as the ________ theory.

A)expectancy
B)ERG
C)path-goal
D)equity
E)hierarchy of needs

Question 51

Edward is a hardworking employee at Holmes Community Credit Union who has never been complimented or rewarded by his boss for doing his work well.As a result,Edward never expects his good work to be recognized.According to the expectancy theory,Edward's lack of expectation of being rewarded reveals

A)low valence for the outcome.
B)low instrumentality.
C)high instrumentality.
D)high valence for the outcome.
E)high expectancy.

Question 52

According to Maslow's need hierarchy,________ needs concern becoming everything a person is capable of being.

A)self-actualization
B)ego
C)safety or security
D)physiological
E)social

Question 53

Which of the following best describes valence?

A)It is the perceived likelihood that performance will be followed by a particular outcome.
B)It is the value the expected outcome holds for the person contemplating it.
C)It is the consequence resulting from performance or lack of performance.
D)It is the perceived likelihood that employees' efforts will enable them to attain valuable goals.
E)It is the degree to which employees base their goals on their personal values.

Question 54

According to Maslow,which of the following needs includes the need for achievement,freedom,and recognition?

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

Question 55

________ is the perceived likelihood people have that their efforts will enable them to attain their performance goals.

A)Instrumentality
B)Valence
C)Validation
D)Expectancy
E)Instinct

Question 56

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

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

Question 57

According to Maslow's need hierarchy,

A)several different needs can be operating at once.
B)higher-level needs are more important than lower-level needs.
C)people are motivated to satisfy the lower needs before the higher needs.
D)once a need is satisfied,it becomes a powerful motivator.
E)social needs include status,recognition,and self-esteem.

Question 58

Increasing expectancies,identifying ________ outcomes,and making performance instrumental toward positive outcomes are all managerial implications of the expectancy theory.

A)positively valent
B)positively instrumental
C)valent-neutral
D)negatively valent
E)negatively instrumental

Question 59

According to the expectancy theory,which of the following is the correct order of events?

A)outcome,performance,and effort
B)performance,effort,and outcome
C)effort,outcome,and performance
D)performance,outcome,and effort
E)effort,performance,and outcome

Question 60

Which of the following statements is true regarding Maslow's need hierarchy?

A)It states that several different needs tend to be operating at once.
B)It states that higher needs need to be satisfied before lower needs.
C)It is a complex and an accurate theory of human motivation.
D)It holds that people satisfy their needs in a specific order.
E)It holds that once a need is satisfied,it becomes a powerful motivator.

Question 61

According to Herzberg's theory,the two factors that affect people working on their jobs are categorized into

A)environmental and personal factors.
B)social and psychological factors.
C)intrinsic and extrinsic factors.
D)hygiene factors and motivators.
E)cognitive and behavioral factors.

Question 62

The rewards given to a person by the boss,the company,or some other person are known as ________ rewards.

A)extrinsic
B)high-level
C)intrinsic
D)low-level
E)internal

Question 63

Achievement,affiliation,personalized power,and socialized power are all components of

A)the ERG theory.
B)the path-goal theory.
C)Maslow's need hierarchy.
D)McClelland's needs theory.
E)Alderfer's needs theory.

Question 64

Changing a task to make it inherently more rewarding,motivating,and satisfying is referred to as

A)job development.
B)job enrichment.
C)job rotation.
D)task enlargement.
E)job enlargement.

Question 65

Giving people additional tasks at the same time to alleviate boredom is referred to as

A)job enrichment.
B)task significance.
C)job enlargement.
D)task orientation.
E)job development.

Question 66

According to Herzberg's theory,hygiene factors are the

A)rewards that employees directly derive from performing the job itself.
B)attributes of a job that make it more rewarding and motivating.
C)rewards a person derives from the company or boss.
D)workplace characteristics,such as working conditions,pay,and supervision.
E)components that link an employee's performance and work outcome.

Question 67

________ is the process of sharing power with employees.

A)Disempowerment
B)Motivation
C)Empowerment
D)Reinforcement
E)Instrumentality

Question 68

Which of the following are the three sets of needs postulated by Alderfer's ERG theory?

A)existence,relatedness,and growth
B)engagement,realism,and governance
C)employment,recognition,and gain sharing
D)empowerment,resourcefulness,and guidance
E)economic,realistic,and generic

Question 69

According to McClelland's research,the need for achievement is

A)the result of wanting to be liked by others.
B)a desire to influence others.
C)often perceived negatively.
D)important to most American managers.
E)viewed unfavorably by most entrepreneurs.

Question 70

According to McClelland,the most important needs for managers are the needs for

A)achievement,affiliation,and power.
B)existence,relatedness,and growth.
C)motivation and hygiene.
D)equity and fair treatment.
E)self-actualization and ego.

Question 71

A bonus is an example of a(n)

A)intrinsic reward.
B)negative reinforcement.
C)hygiene factor.
D)extrinsic reward.
E)psychological contract.

Question 72

Changing from one routine task to another to alleviate boredom is called job

A)rotation.
B)enlargement.
C)enrichment.
D)development.
E)integration.

Question 73

A difference between Maslow's need hierarchy and Alderfer's ERG theory is that

A)Maslow's theory states several needs can be satisfied at the same time,whereas Alderfer's ERG theory follows a specific structure.
B)Maslow's hierarchy has scientific validity,whereas Alderfer's ERG theory has not been scientifically supported.
C)Maslow's needs theory has general applicability,whereas Alderfer's ERG theory aims at understanding people's needs at work.
D)Alderfer's ERG theory focuses on five levels of needs,whereas Maslow's theory focuses only on three needs.
E)Alderfer's ERG theory is popular among American managers,whereas Maslow's theory is not.

Question 74

According to Herzberg's two-factor theory,characteristics of the workplace that can make people dissatisfied,such as company policies,working conditions,pay,and supervision,are referred to as

A)hygiene factors.
B)motivators.
C)intrinsic factors.
D)positive reinforcers.
E)negative reinforcers.

Question 75

According to McClelland,when the need for power is used as a negative force it is called ________ power.

A)customized
B)negative
C)antisocial
D)affective
E)personalized

Question 76

The feeling of self-satisfaction that comes from doing a good job is a(n)

A)intrinsic reward.
B)negative reinforcement.
C)hygiene factor.
D)extrinsic reward.
E)psychological contract.

Question 77

Which of the following is true of job enrichment?

A)It involves assigning new tasks involving the same level of responsibility.
B)It involves restructuring a job to make it more rewarding and motivating.
C)It involves shifting a person from one job to another to alleviate boredom.
D)It involves a raise in the amount of compensation to motivate people.
E)It involves doing one task at a time in order to improve efficiency.

Question 78

Giving an assembly worker an additional task to perform at the same time as her original one is known as job

A)rotation.
B)enlargement.
C)integration.
D)development.
E)enrichment.

Question 79

It is Arlene's job to help guide new management personnel through their daily tasks.Pilar has just been hired as a marketing manager,and Arlene has been assigned to help her.Arlene's boss tells her that Pilar is a very bright person with a strong desire to interact with and be liked by others.Arlene immediately knows that Pilar will probably struggle with

A)arriving to work and meetings in a timely manner.
B)processing the paperwork for expensive shipments.
C)taking direct orders from her superiors.
D)following through with tedious tasks until they are completed.
E)providing feedback to workers that will hurt their feelings.

Question 80

The reward a worker derives directly from performing the job itself is referred to as a(n)________ reward.

A)extrinsic
B)high-level
C)intrinsic
D)low-level
E)external