Deck 11: Motivating People

Question 1

People tend to accept and pursue goals more willingly if their boss sets goals for them rather than when they are involved in setting the goals.

Answer 1

False

Question 2

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

Answer 2

True

Question 3

People are more interested in pursuing goals that conflict with their personal values.

Answer 3

False

Question 4

Goal-setting theory states that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end.

Question 5

It is important to establish a single productivity goal if there are many important dimensions of performance.

Question 6

The expectancy theory suggests that managers should make performance instrumental toward positive outcomes.

Question 7

Stretch goals can shift people away from mediocrity.

Question 8

Maslow's hierarchy of needs includes physiological needs.

Question 9

Negative reinforcement involves the threat of punishment by not delivering punishment when employees perform satisfactorily.

Question 10

Providing work-related goals is an extremely effective way to stimulate motivation.

Question 11

Managers should reward employees for multitasking.

Question 12

The need for affiliation is characterized by a strong orientation toward success and goal attainment.

Question 13

Organizational behavior modification focuses on influencing behavior.

Question 14

An expectancy can be high as well as low.

Question 15

Individualized performance goals create cooperation and reduce competition.

Question 16

According to Maslow, people are motivated to satisfy the higher needs before they try to satisfy the lower needs.

Question 17

Applying a consequence that decreases the likelihood that the person will repeat the behavior that led to it is referred to as extinction.

Question 18

For motivation to be high, total valence of all outcomes must be low.

Question 19

Ideal goals do not merely exhort employees in general terms to improve performance and start doing their best.

Question 20

Positive reinforcement involves applying a consequence that increases the likelihood that the person will repeat the behavior that led to it.

Question 21

For goals to be motivating, they must be:

A) unattainable.
B) subjective.
C) easy to achieve.
D) quantifiable.
E) open-ended.

Question 22

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

Question 23

Motivation refers to forces that:

A) energize, direct, and sustain a person's efforts.
B) are acquired through education.
C) are basically involuntary.
D) promote groupthink.
E) reduce group cohesiveness.

Question 24

Stretch goals are best defined as:

A) the targets that are exceptionally demanding and novel.
B) the set of goals whose primary focus is to protect organizations from being sustainable.
C) the targets that merely exhort employees in general terms to improve performance and start doing their best.
D) the goals that conflict with people's personal values and interests.
E) the goals that are high enough to inspire better performance but at the same time are always unattainable.

Question 25

According to Hackman and Oldham model of job enrichment, people will perform better when they feel responsible.

Question 26

Vertical stretch goals are:

A) subjective and not objective.
B) the targets that merely exhort employees in general terms to improve performance.
C) the goals that conflict with people's personal values and interests.
D) the set of goals whose primary focus is to protect organizations from being sustainable.
E) aligned with current activities, including productivity and financial results.

Question 27

In job enrichment, workers are given additional tasks at the same level of responsibility.

Question 28

Organizational behavior modification primarily attempts to:

A) promote groupthink.
B) increase instances of glass ceiling.
C) improve performance.
D) reinforce the benefits of free riding.
E) promote egocentrism.

Question 29

Which of the following is an essential characteristic for a goal to be motivating?

A) It has to be unattainable.
B) It has to be subjective.
C) It has to be easy to achieve.
D) It should not be quantifiable.
E) It has to be acceptable to employees.

Question 30

Horizontal stretch goals are:

A) subjective and not objective.
B) the targets that merely exhort employees in general terms to improve performance.
C) the goals that conflict with people's personal values and interests.
D) the set of goals whose primary focus is to protect organizations from being sustainable.
E) involve people's professional development.

Question 31

Procedural justice refers to using a fair process in decision making and making sure others know that the process was as fair as possible.

Question 32

The general goal of QWL programs is to satisfy the full range of employee needs.

Question 33

Empowerment is the process of centralizing power at the top level of an organization.

Question 34

A psychological contract refers to a set of perceptions of what employees think their employers owe them and not vice versa.

Question 35

According to Herzberg, characteristics of the workplace termed hygiene factors will not necessarily motivate workers.

Question 36

For leaders and managers in the United States, the need for achievement is important, but this need is not universally important.

Question 37

According to the guidelines of goal-setting theory, which of the following goals is most likely to stimulate performance?

A) Increase quality levels.
B) Obtain sales levels, 15% over last year.
C) Sell defective items overseas.
D) Develop a cure for AIDS.
E) Employees should attend prayer sessions every Friday.

Question 38

The _____ states that behavior that is followed by positive consequences will likely be repeated.

A) law of consequences
B) law of repetition
C) law of large numbers
D) law of effect
E) law of demand

Question 39

An extrinsic reward is a reward the person concerned derives directly from performing the job itself.

Question 40

Positive consequences that motivate behavior are referred to as:

A) consequences.
B) behavioral antecedents.
C) reinforcers.
D) effectors.
E) sanctions.

Question 41

Instances of withdrawing or failing to provide a reinforcing consequence is referred to as:

A) negative reinforcement.
B) positive reinforcement.
C) extinction.
D) group think.
E) egocentrism.

Question 42

The practice of removing or withholding an undesirable consequence is referred to as:

A) negative reinforcement.
B) punishment.
C) extinction.
D) increment.
E) empowerment.

Question 43

On receiving feedback, one should ideally:

A) act defensive.
B) avoid negative emotions.
C) openly show if they are hurt.
D) ignore it.
E) vent out negative emotions.

Question 44

The act of administering an aversive consequence is referred to as:

A) groupthink.
B) punishment.
C) positive reinforcement.
D) negative reinforcement.
E) free riding.

Question 45

The act of applying a valued consequence to increase a behavior is referred to as:

A) positive reinforcement.
B) aversive consequence.
C) glass ceiling.
D) extinction.
E) halo effect.

Question 46

The perceived likelihood that performance will be followed by a particular outcome is referred to as:

A) valence.
B) instrumentality.
C) expectancy.
D) job enlargement.
E) job enrichment.

Question 47

Carter, the manager at Neptune 103, takes an employee off probation because of improved performance. This is an example of:

A) negative reinforcement.
B) punishment.
C) extinction.
D) glass ceiling.
E) intrinsic reward.

Question 48

In contrast to reinforcement theory, expectancy theory:

A) describes the processes by which factors in the work environment affect people's behavior.
B) considers some of the cognitive processes that go on in people's heads.
C) focuses on tools such as punishments and extinctions.
D) does not look at individual performance of employees.
E) has a positive effect on employee retention.

Question 49

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

A) valence.
B) instrumentality.
C) expectancy.
D) equity.
E) hygiene-motivation linkage.

Question 50

Positive reinforcement refers to applying a(n) _____ consequence that increases the likelihood that the person will repeat the behavior that led to it.

A) valued
B) undesirable
C) neutral
D) negative
E) adverse

Question 51

For motivation to be high:

A) expectancy must be high.
B) instrumentalities must be low.
C) total valence of all outcomes must be low.
D) goals should be unattainable.
E) goals should conflict with people's personal values.

Question 52

Negative reinforcement refers to applying a(n) _____ consequence.

A) desirable
B) valued
C) undesirable
D) neutral
E) beneficial

Question 53

In which order would expectancy theory place the following events?

A) Outcome, performance, effort
B) Performance, effort, outcome
C) Effort, outcome, performance
D) Performance, outcome, effort
E) Effort, performance, outcome

Question 54

When positive reinforcement is employed:

A) same behavior is likely to be repeated.
B) desired behavior is less likely to be repeated.
C) undesirable behavior is most likely to occur.
D) negative behavior is likely to be repeated.
E) employee retention is adversely affected.

Question 55

Instrumentality is best defined as:

A) the perceived likelihood that performance will be followed by a particular outcome.
B) the value that expected outcomes hold for the person contemplating them.
C) any consequence resulting from performance.
D) the likelihood that a person would repeat an action after receiving negative reinforcement.
E) the likelihood that a person would repeat an action after receiving positive reinforcement.

Question 56

The 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:

A) expectancy theory.
B) reinforcement theory.
C) path-goal theory.
D) equity theory.
E) law of effect.

Question 57

A consequence a person receives for his or her performance is referred to as:

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

Question 58

Valence is best defined as:

A) the perceived likelihood that performance will be followed by a particular outcome.
B) the value that expected outcomes hold for the person contemplating them.
C) any consequence resulting from performance.
D) the perceived likelihood that employees' efforts will enable them to attain their performance goals.
E) the likelihood that a person would repeat an action after receiving positive reinforcement.

Question 59

Ralph, the manager at Yellow Artistry, recently promoted two employees as their performance had greatly improved. This action is an example of:

A) positive reinforcement.
B) aversive consequence.
C) glass ceiling.
D) extinction.
E) halo effect.

Question 60

Bella is known to favor some of her employees over others. For those she dislikes, she sets impossible performance goals so that they cannot possibly succeed, and their motivation suffers. This is an example of:

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

Question 61

According to Maslow's need hierarchy:

A) one can never be fully satisfied.
B) higher-level needs are more important than lower-level needs.
C) people are motivated to satisfy lower-level needs before higher level needs.
D) once a need is satisfied, it becomes a powerful motivator.
E) unsatisfied needs will not motivate performance.

Question 62

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

A) It is a complex and altogether accurate theory of motivation.
B) It sensitizes managers to the importance of personal growth.
C) It states that people are motivated to satisfy the higher needs before they try to satisfy the lower needs.
D) It states that once a need is satisfied, it acts as a powerful motivator.
E) It postulates that people have three basic sets of needs that can operate simultaneously.

Question 63

The act of 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 identity.
E) social loafing.

Question 64

Keith is the marketing manager in a small firm. In addition to his marketing related duties, he is also in charge of recruitment. This is an example of:

A) social loafing.
B) job enlargement.
C) free riding.
D) low instrumentality.
E) negative reinforcement.

Question 65

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

A) ERG theory states that various needs operate simultaneously.
B) Maslow's hierarchy has more scientific validity.
C) Maslow's hierarchy states that once a need is satisfied, it acts as a powerful motivator.
D) ERG theory focuses on five levels of need.
E) ERG theory reminds managers of the types of reinforcers that can be used to motivate people.

Question 66

_____ is intended to alleviate boredom by giving people different things to do at different times.

A) Job rotation
B) Job enlargement
C) Social loafing
D) Job feedback
E) Free riding

Question 67

Alderfer's ERG theory primarily focuses on:

A) existence needs, relatedness needs, and growth needs.
B) existentialism, relativity, and governance.
C) employment, recruitment, and gain sharing.
D) Team members realize satisfaction of their family needs.
E) expectancy, risk, and growth.

Question 68

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

A) halo effect.
B) personalized power.
C) extrinsic reward.
D) hygiene factor.
E) procedural justice.

Question 69

McClelland has termed power that is used as a negative force as:

A) aggressive power.
B) abusive power.
C) antisocial power.
D) hostile power.
E) personalized power.

Question 70

Herzberg's theory describing hygiene and motivators as factors affecting people's work motivation and satisfaction is referred to as the:

A) equity theory.
B) expectancy theory.
C) path-goal theory.
D) two-factor theory.
E) hierarchy of needs theory.

Question 71

The most important needs for managers, according to McClelland, 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 72

_____ means that jobs are restructured or redesigned by adding higher levels of responsibility.

A) Job enrichment
B) Task identity
C) Task significance
D) Negative reinforcement
E) Procedural justice

Question 73

A _____ need refers to a need for friendship, affection, belonging, and love.

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

Question 74

In the context of Maslow's need hierarchy, the need found at the bottom of the pyramid is the _____ need.

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

Question 75

Manuel Gonzalez loves his job. It offers him the opportunity to meet lots of people, to work outdoors, and to do things his own way. Manuel often jokes that he would be glad to do his job even if he is not given any pay. This sense of fulfillment is an example of

A) extinction.
B) halo effect.
C) egocentrism.
D) intrinsic reward.
E) personalized power.

Question 76

Esteban's job responsibilities have recently been changed as part of a decentralization effort taking place at his office. He has been given the authority to decide when a file's status is to be altered, rather than only altering files at his supervisor's discretion. This is an example of:

A) job enrichment.
B) task identity.
C) task significance.
D) negative reinforcement.
E) procedural justice.

Question 77

Which of the following levels of need includes the need for recognition and respect from others?

A) Physiological
B) Self-actualization
C) Safety
D) Ego
E) Social

Question 78

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

A) equivalent to Maslow's safety needs.
B) often perceived negatively.
C) important to most American managers.
D) equivalent to Maslow's social needs.
E) not important for entrepreneurs in the U.S.

Question 79

The act of changing a task to make it inherently more rewarding, motivating, and satisfying for the concerned people is referred to as:

A) task significance.
B) job enrichment.
C) task identity.
D) job enlargement.
E) halo effect.

Question 80

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

A) Social
B) Physiological
C) Psychological
D) Safety
E) Self-actualization