Deck 8: Motivation

Question 1

A salesperson who receives sales commissions every month is being reinforced using a

A) fixed ratio schedule.
B) variable ratio schedule.
C) fixed interval schedule.
D) variable interval schedule.

Answer 1

fixed interval schedule.

Question 2

Employees who are paid on an hourly basis are being reinforced using a

A) fixed ratio schedule.
B) variable ratio schedule.
C) fixed interval schedule.
D) variable interval schedule.

Answer 2

fixed interval schedule.

Question 3

According to Mayo, workers are highly motivated by

A) interpersonal needs.
B) task difficulty.
C) opportunities for career advancement.
D) achievement needs.

Answer 3

interpersonal needs.

Question 4

A salesperson who is paid through bonuses given when the boss can afford them is being reinforced using a

A) fixed ratio schedule.
B) variable ratio schedule.
C) fixed interval schedule.
D) variable interval schedule.

Question 5

According to McClelland, people who like to direct and control the activities of others usually have a high need for

A) prestige.
B) power.
C) status.
D) All of the above

Question 6

One practical application of McClelland's theory would be to

A) match workers' motivational profiles to the requirements of particular jobs.
B) make certain that lower-level needs of workers are satisfied.
C) determine the necessary monetary rewards for different workers.
D) All of the above

Question 7

Motivation is defined as

A) a measure of how hard a person works.
B) the force that energizes, directs, and sustains behavior.
C) the degree of ambition exhibited by a worker.
D) physiological brain activity.

Question 8

An individual with a high need for power may become a successful

A) salesperson.
B) research scientist.
C) commissioned Army officer.
D) customer service representative.

Question 9

According to McClelland, the three key motives of workers are the needs for

A) esteem, social interaction, and monetary rewards.
B) achievement, power, and affiliation.
C) existence, relatedness, and growth.
D) love, work, and recognition.

Question 10

According to McClelland, workers who are happiest when working as part of a team may have a high need for

A) achievement.
B) power.
C) affiliation.
D) growth.

Question 11

Alderfer's existence needs are similar to Maslow's

A) physiological needs.
B) psychological needs.
C) esteem needs.
D) social needs.

Question 12

According to scientific management, workers are motivated by

A) interpersonal needs.
B) intrinsic rewards.
C) monetary incentives.
D) social relationships in the work place.

Question 13

The vast majority of U.S. workers are paid on which of the following reinforcement schedules?

A) fixed ratio schedule
B) variable ratio schedule
C) fixed interval schedule
D) variable interval schedule

Question 14

According to McClelland, the Thematic Apperception Test can be used to determine

A) which motivation theory applies to a particular work situation.
B) a motivational profile for an individual worker.
C) at which level of Maslow's hierarchy an individual worker is.
D) the monetary rewards needed to motivate an individual worker.

Question 15

According to Maslow's need-hierarchy theory, a level of needs which has been substantially satisfied

A) will serve as a secondary motivator.
B) may actually increase in intensity.
C) will become unimportant to the individual.
D) is no longer a motivator.

Question 16

According to McClelland, people who love the challenge of work have a high need for

A) achievement.
B) power.
C) status.
D) activity.

Question 17

The use of punishment in the work place

A) can decrease the occurrence of unwanted behaviors.
B) may create feelings of hostility in workers.
C) may lead to inefficient supervisors.
D) All of the above

Question 18

Allowing outstanding employees to leave work early is an example of the use of

A) positive reinforcement.
B) negative reinforcement.
C) punishment.
D) job enrichment.

Question 19

Interval schedules of reinforcement are based on

A) the passage of time.
B) the performance of a certain number of desired behaviors.
C) the accomplishment of work group goals.
D) classical conditioning.

Question 20

Maslow's need hierarchy

A) serves as a good predictive model of worker motivation.
B) has led to useful applications for increasing work motivation.
C) has not led to useful applications for increasing worker motivation..
D) involves ten levels.

Question 21

It is difficult to scientifically investigate Herzberg's two-factor theory because

A) motivation is difficult to define.
B) monetary incentives are not amenable to manipulation.
C) it is difficult to clearly distinguish hygienes and motivators.
D) All of the above

Question 22

When reinforcement theory is applied as a program to increase worker motivation, it usually takes the form of

A) job enrichment.
B) punishment.
C) organizational behavior modification.
D) employee token economies.

Question 23

Herzberg developed his two-factor theory by

A) examining his own feelings and perceptions as a worker.
B) observing workers in actual work settings.
C) analyzing and interpreting survey responses.
D) asking the opinions of key executives and managers in work settings.

Question 24

Hackman and Oldham propose that improving the dimensions of the five core job characteristics will be most likely to motivate

A) all employees.
B) blue-collar workers.
C) white-collar workers with an advanced degree of work specialization.
D) workers high in growth need strength.

Question 25

In general, organizational behavior modification has

A) failed to increase worker motivation.
B) led to increases in organizational commitment.
C) failed to increase worker satisfaction.
D) led to increases in worker motivation.

Question 26

Which of the following is NOT a job enrichment strategy?

A) Building a new cafeteria for employees
B) Allowing customer service representatives to compose their own correspondence rather than forcing them to use form letters
C) Allowing workers to complete an entire project rather than work on its individual components
D) Sending production figures to every employee

Question 27

Benefits, type of supervision, and base salary are all examples of

A) hygienes.
B) motivators.
C) intrinsic reinforcement.
D) task significance.

Question 28

One limitation to reinforcement theory is that

A) it emphasizes extrinsic rewards to the exclusion of intrinsic motivation.
B) it emphasizes intrinsic rewards to the exclusion of extrinsic rewards.
C) it has no application in the work place.
D) it is simply a theoretical approach with no basis in research.

Question 29

Job enrichment is an application based on

A) behavior-based theories of motivation.
B) Herzberg's two-factor theory of motivation.
C) the job characteristics model.
D) both Herzberg's two-factor theory and the job characteristics model.

Question 30

According to Herzberg, if an employee receives a fair wage, he/she is likely to

A) not feel satisfied.
B) feel dissatisfied.
C) feel satisfied.
D) not feel dissatisfied.

Question 31

According to Herzberg, motivators are related to __________, while hygienes are related to __________.

A) job context.....job content
B) job content.....job context
C) job dissatisfaction.....job satisfaction
D) intrinsic reinforcement.....extrinsic reinforcement

Question 32

According to Hackman and Oldham, skill variety, task identity, and task significance all affect workers' perceptions of

A) their autonomy in their work.
B) the meaningfulness of their work.
C) the amount of feedback they should receive.
D) their degree of organizational commitment.

Question 33

Research has shown that increased worker motivation can be accomplished by

A) having supervisors set progressively high goals for workers with each performance appraisal.
B) having workers participate in goal setting.
C) lowering the pressure put on workers to perform.
D) punishing workers who perform poorly.

Question 34

According to goal-setting theory, the key determinants of worker motivation are

A) worker job satisfaction and the accomplishment of work goals.
B) monetary incentives and work group autonomy.
C) specific, challenging work goals and worker commitment to goals.
D) specific, challenging work goals and organizational policies directed at goal attainment.

Question 35

In the job characteristics model, the degree to which a job requires the completion of an entire job or function is referred to as

A) skill variety.
B) task identity.
C) task variety.
D) task significance.

Question 36

The instrument used to measure the five core job characteristics is the

A) Jenkins Activity Survey (JAS).
B) Job Descriptive Index (JDI).
C) Job Diagnostic Survey (JDS).
D) Job Characteristics Survey (JCS).

Question 37

According to the job characteristics model, the five core job characteristics are

A) skill variety, task identity, task significance, power, and feedback.
B) skill variety, task variety, task significance, autonomy, and feedback.
C) skill identity, task variety, task significance, autonomy, and feedback.
D) skill variety, task identity, task significance, autonomy, and feedback.

Question 38

Research has shown that the effects of job enrichment

A) are always large increases in worker motivation.
B) are still in question.
C) are always decreases in worker motivation.
D) None of the above

Question 39

In the job characteristics model, the motivating potential score is calculated by

A) averaging the five core job characteristics.
B) adding the five core job characteristics.
C) converting the five core job characteristics to percentiles.
D) None of the above

Question 40

Research has indicated that the setting of specific, challenging goals may

A) increase worker satisfaction.
B) lead to dismayed and discouraged workers.
C) lead to increased communication between coworkers.
D) stimulate high quality planning by workers.

Question 41

Recent meta-analyses indicate that the Thematic Apperception Test is a reasonably good
measurement tool.

Question 42

Herzberg's two-factor theory is currently viewed as one of the most viable theories of worker motivation.

Question 43

According to goal-setting theory, goals do not need to be clear as long as they are quantifiable.

Question 44

According to expectancy theory, motivation to perform depends on

A) whether the outcome of the behavior is desirable.
B) whether the individual has the ability or energy to perform the behavior.
C) whether performance will lead to the expected outcome.
D) All of the above

Question 45

According to equity theory, a comparison other can be

A) a coworker.
B) the worker's own experience.
C) someone with a similar job.
D) All of the above

Question 46

In comparison to other models of motivation, expectancy theory

A) is very limited and narrow.
B) is very complicated and thorough.
C) is too simplistic.
D) has led to many established and standardized application programs.

Question 47

Paying a worker every time they finish a project is an example of a fixed ratio schedule of reinforcement.

Question 48

Need theories of motivation neither describe nor predict motivation in any adequate way.

Question 49

The most motivated individuals in the organization are likely to be

A) managers.
B) administrative staff.
C) new workers.
D) older workers.

Question 50

Poor tools and work systems affect productivity

A) independent of worker motivation.
B) only when workers are not motivated.
C) only when workers are dissatisfied with their job.
D) only in Third World countries.

Question 51

A student who decides not to study for a test because getting a good grade is not important is making the decision based on

A) valence.
B) instrumentality.
C) expectancy.
D) All of the above

Question 52

A key element of equity theory is the worker's perception of

A) being liked by coworkers.
B) fair treatment.
C) autonomy and feedback.
D) All of the above

Question 53

People who are distressed when they perceive they are underpaid and who feel guilty when overpaid are called

A) benevolents.
B) entitleds.
C) equity sensitives.
D) growth need motivated.

Question 54

Variable ratio schedules usually lead to very high levels of motivation.

Question 55

If a worker were experiencing overpayment inequity, he or she may

A) work less to balance inputs and outcomes.
B) call in sick more often.
C) change comparison others.
D) All of the above

Question 56

In general, workers on interval schedules of reinforcement have higher levels of motivation than workers paid on ratio schedules.

Question 57

Research on equity theory indicates that

A) individuals may vary in their concern over the equity of input-outcome ratios.
B) all individuals are equally sensitive to equity concerns in the work place.
C) there is greater support for equity theory predictions for overpayment inequity than for underpayment inequity.
D) applications of equity theory are easy to develop and widely used.

Question 58

According to McClelland, there are two sides to the need for power, including personal
power and institutional power.

Question 59

In Maslow's theory, it is possible that a self-actualizing person may not have met his/her
esteem needs.

Question 60

In the expectancy theory of motivation, valence refers to

A) the desirability of a particular outcome to the individual.
B) the perceived relationship between effort and performance.
C) the relationship between performance and the likely consequence of performance.
D) the likelihood of individual success.

Question 61

The cognitive theories of motivation assume that individuals are constantly aware of
important elements in their work environment and that motivation is determined by a
conscious processing of the information received.

Question 62

The expectancy theory of motivation led to the development of job enrichment.

Question 63

Compare and contrast fixed and variable interval and ratio schedules of reinforcement, providing examples of each.

Question 64

According to expectancy theory, underpayment inequity occurs when valence is less than
expectancy.

Question 65

Explain the distinction between extrinsic and intrinsic motivation. How could each be influenced in workers?

Question 66

List and describe factors other than motivation that affect worker performance.
CHAPTER 9 : Positive Employee Attitudes and Behaviors

Question 67

Instrumentality is defined as the perceived relationship between individual effort and the
performance of a behavior.

Question 68

Increasing salary is a job enrichment strategy.

Question 69

Expectancy theory and equity theory are cognitive theories of motivation.

Question 70

According to the job characteristics model, the motivating potential score (MPS) will be
equal to zero if feedback is absent.

Question 71

Describe the expectancy theory of motivation.

Question 72

Describe the job characteristics model.

Question 73

According to equity theory, workers who perceive themselves as overpaid may work harder to justify the overpayment.

Question 74

Explain Herzberg's two-factor theory and how organizations might use it to increase the
motivation of their employees.

Question 75

Describe goal-setting theory, and how it may be applied in an organization.

Question 76

Describe McClelland's achievement motivation theory. How does the theory measure individual motivation?

Question 77

Growth need strength is defined as the need and desire for personal growth on the job.

Question 78

Describe the possible behaviors of workers experiencing underpayment and overpayment inequity.

Question 79

According to the job characteristics model, autonomy and feedback are necessary but not
sufficient conditions for motivating potential in a job.

Question 80

There is a direct relationship between motivation and work performance.