Deck 4: Theories of Motivation

Question 1

Which of the following statements would most likely be made by a manager who has a Theory X approach to human beings?

A)"Focus on the organization and people will take care of themselves."
B)"I treat people differently 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."

Answer 1

C

Question 2

SCENARIO 4-3 Sara is a new manager hired by Glass Industries Inc.She has discovered that working conditions are not good for her employees-they work in an old building with a poor heating,air-conditioning and ventilation system.The work itself is tedious and a supervisor who reports directly to Sara is rarely available to assist and help them make decisions on unique work orders.Sara has decided to analyze this work situation using Herzberg's motivation-hygiene.
Refer to Scenario 4-3.Sara decided first to analyze the dissatisfiers in the work situation.Sara will be reviewing

A)working conditions.
B)intrinsic rewards.
C)recognition.
D)advancement.
E)responsibility.

Answer 2

A

Question 3

Herzberg investigated which of the following questions?

A)What do people need from their jobs?
B)What do people dislike about their jobs?
C)What do people want from their jobs?
D)What do people take from their jobs?
E)What do people do at their jobs?

Answer 3

C

Question 4

Maslow's hierarchy of needs is arranged in which order?

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)physiological,social,safety,self-actualization,and esteem

Question 5

SCENARIO 4-1 You are a new employee with Pace Analytics.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 develop your skills and prove yourself.He compliments your history of accepting responsibility and suggests that you are free to offer constructive criticism about the way your job is structured.
Refer to Scenario 4-1.As a Theory Y manager,your supervisor can be expected to do all of the following EXCEPT

A)assume that you will be internally motivated.
B)assume that you want to do your job.
C)allow you freedom to do your job as you believe it should be done.
D)monitor your work closely for signs that you are "slacking off."
E)support your efforts to self-direct.

Question 6

Lilly was a strong employee who was committed to the objectives of her department and the goals of her company.Which of the following would likely also be applicable to her?

A)dislikes work
B)needs to be controlled
C)avoids responsibility
D)exercises self-direction
E)displays little ambition

Question 7

SCENARIO 4-3 Sara is a new manager hired by Glass Industries Inc.She has discovered that working conditions are not good for her employees-they work in an old building with a poor heating,air-conditioning and ventilation system.The work itself is tedious and a supervisor who reports directly to Sara is rarely available to assist and help them make decisions on unique work orders.Sara has decided to analyze this work situation using Herzberg's motivation-hygiene.
Refer to Scenario 4-3.Which one of the following would be considered a motivator in the motivation-hygiene theory?

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

Question 8

Kane was a manager who believed most employees were lazy,working only to earn money.He assumed that they disliked work,and as a result

A)he lets employees choose their own goals.
B)he allows employees to use discretion.
C)he imposes strict controls.
D)he makes extensive use of delegating authority.
E)he allows employees to make decisions.

Question 9

SCENARIO 4-2 Your department is diverse-it is made up of people who are 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 friends or activities outside the office.You have decided to attempt to apply Maslow's hierarchy of needs to motivate each of these individuals.
Refer to Scenario 4-2.You would expect that Jane is attempting to satisfy which need?

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

Question 10

Motivation is

A)a component of ability,personal traits and desire.
B)an individual's intensity,direction and persistence.
C)an effort toward creating goals.
D)a constant intensity.
E)an attitudinal trait.

Question 11

SCENARIO 4-2 Your department is diverse-it is made up of people who are 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 friends or activities outside the office.You have decided to attempt to apply Maslow's hierarchy of needs to motivate each of these individuals.
Refer to Scenario 4-2.You would expect that Mary is trying to satisfy which need?

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

Question 12

SCENARIO 4-3 Sara is a new manager hired by Glass Industries Inc.She has discovered that working conditions are not good for her employees-they work in an old building with a poor heating,air-conditioning and ventilation system.The work itself is tedious and a supervisor who reports directly to Sara is rarely available to assist and help them make decisions on unique work orders.Sara has decided to analyze this work situation using Herzberg's motivation-hygiene.
Refer to Scenario 4-3.Which of the following would Herzberg classify as a hygiene factor?

A)responsibility
B)growth
C)company policy
D)achievement
E)self-satisfaction

Question 13

Unlike her co-workers,Jane was motivated by challenge,personal satisfaction,and by doing interesting work; most of her co-workers were just in it for the money.Jane was motivated by

A)intrinsic motivators.
B)safety motivators.
C)social motivators.
D)extrinsic motivators.
E)esteem motivators.

Question 14

Chao has a lot of internal drive.His overall goal in life is to "be all that he can be" in all aspects of his life.Which level of Maslow's hierarchy of needs is reflected in Chao's attitude?

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

Question 15

SCENARIO 4-1 You are a new employee with Pace Analytics.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 develop your skills and prove yourself.He compliments your history of accepting responsibility and suggests that you are free to offer constructive criticism about the way your job is structured.
Refer to Scenario 4-1.Your supervisor seems to assume that your basic nature is

A)Theory X.
B)Theory Y.
C)Theory Z.
D)based on Herzberg's motivation-hygiene theory.
E)Theory Y and Z combined.

Question 16

SCENARIO 4-3 Sara is a new manager hired by Glass Industries Inc.She has discovered that working conditions are not good for her employees-they work in an old building with a poor heating,air-conditioning and ventilation system.The work itself is tedious and a supervisor who reports directly to Sara is rarely available to assist and help them make decisions on unique work orders.Sara has decided to analyze this work situation using Herzberg's motivation-hygiene.
Refer to Scenario 4-3.Which of the following would motivate the employees according to Herzberg?

A)improvement in working conditions
B)fixing the heating system
C)receiving recognition for a job well done
D)having the supervisor "hang around" more
E)eliminating the supervisor's position

Question 17

SCENARIO 4-2 Your department is diverse-it is made up of people who are 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 friends or activities outside the office.You have decided to attempt to apply Maslow's hierarchy of needs to motivate each of these individuals.
Refer to Scenario 4-2.Which of the following do you think would motivate Mary the most?

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

Question 18

The theory which asserts that motivation depends upon the strength of a tendency to act in a certain way,which in turn depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual,is called

A)Herzberg's dual-factor theory.
B)McClelland's three needs theory.
C)Vroom's expectancy theory.
D)Maslow's hierarchy of needs.
E)Alderfer's ERG theory.

Question 19

SCENARIO 4-2 Your department is diverse-it is made up of people who are 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 friends or activities outside the office.You have decided to attempt to apply Maslow's hierarchy of needs to motivate each of these individuals.
Refer to Scenario 4-2.James had dreamed of making lots of money since he was a child,and that has driven him to great success.James is motivated by

A)intrinsic motivators.
B)esteem motivators.
C)extrinsic motivators.
D)safety motivators.
E)social motivators.

Question 20

According to Maslow,when does a need stop motivating?

A)when it is substantially satisfied
B)It never stops motivating.
C)when one returns to a lower level need
D)when a higher-level need comes into focus
E)when too many other needs come into focus

Question 21

SCENARIO 4-4 Your organization has decided to institute a management by objectives program.The people in your department have asked you to explain the program and help them understand how it will affect them.
Refer to Scenario 4-4.You want to make certain they understand the ingredients common to MBO programs.Which of the following is one of those ingredients?

A)Goals should be general enough to allow creativity.
B)Decision making will be autocratic.
C)Time periods will be implicit.
D)Feedback will not be given on each employee's performance.
E)Goals will be specific and measurable.

Question 22

The needs for achievement,power,and affiliation are part of whose theory?

A)Frederick Herzberg's
B)David McClelland's
C)Victor Vroom's
D)Abraham Maslow's
E)Douglas McGregor's

Question 23

When people perceive an imbalance in their outcome-input ratio relative to others

A)an illegal situation is assumed.
B)they expect to be promoted.
C)tension is created.
D)turnover is inevitable.
E)goal setting needs to be renewed.

Question 24

Management by objectives (MBO)emphasizes setting goals with the employee; according to MBO,goals should be

A)easy to attain.
B)approved by management.
C)tangible,verifiable,measurable.
D)easy to create and develop.
E)general in nature.

Question 25

What are three dissatisfiers?

A)work conditions,pay and challenge
B)work conditions,challenge and growth opportunities
C)challenge,growth opportunities and company policy
D)company policy,challenge and work conditions
E)company policy,work conditions and pay

Question 26

________ is the theory that individuals act depending upon their evaluation of whether their effort will lead to good performance,followed by an outcome that is attractive to them.

A)Goal-setting theory
B)Rewards theory
C)Instrumental theory
D)Valence theory
E)Expectancy theory

Question 27

Jackson received a $300 bonus as a reward for top salesperson of the month.He is disappointed with this reward because he was hoping to be granted his request to take next week off to study for his term exams.According to Expectancy Theory,Jackson has

A)low expectancy.
B)high expectancy.
C)no instrumentality.
D)high valence.
E)low valence.

Question 28

Jessica 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)goal setting methods.

Question 29

SMART stands for

A)specific,measurable,attainable,reliable,and time-bound.
B)specific,unfixed,attainable,results-oriented,and time-bound.
C)specific,measurable,attainable,results-oriented,and time-bound.
D)equivocal,measurable,attainable,results-oriented,and time-bound.
E)specific,measurable,inaccessible,results-oriented,and time-bound.

Question 30

SCENARIO 4-4 Your organization has decided to institute a management by objectives program.The people in your department have asked you to explain the program and help them understand how it will affect them.
Refer to Scenario 4-4.The objectives for each individual will be set

A)unilaterally by you,the supervisor.
B)by each employee.
C)by a committee of peers.
D)by the employee and you,the supervisor.
E)by a committee of both employees and management.

Question 31

In contrast to the hierarchy of needs theory,McClelland suggests that

A)no more than one need may be working at one time.
B)all needs are lower level.
C)more than one need may be working at the same time.
D)McClelland identifies motivators,not needs.
E)interpersonal relationships are always the highest need to be satisfied.

Question 32

SCENARIO 4-6 You graduated from college two years ago and began working at Hampstead Electronics.You have received good performance evaluations and a raise.You just found out that a recent college graduate with no experience has been hired at a higher salary than you are now making.
Refer to Scenario 4-6.According to equity theory comparing yourself to the college student is referred to as:

A)self-inside.
B)self-outside.
C)other-inside.
D)other-outside.
E)self-other.

Question 33

SCENARIO 4-4 Your organization has decided to institute a management by objectives program.The people in your department have asked you to explain the program and help them understand how it will affect them.
Refer to Scenario 4-4.Which of the following is an example of an MBO objective?

A)Telephone orders should be processed promptly.
B)Quality of all products should increase substantially.
C)Sales should be increased by two percent.
D)Company costs should be decreased as much as possible.
E)New customers should be brought in on a regular basis.

Question 34

Allowing employees to participate in goal setting,rather than have their boss arbitrarily assign a goal,has an additional effect: each person is more likely to ________ even a difficult goal.

A)reject
B)misunderstand
C)begin resenting
D)resist achieving
E)accept

Question 35

SCENARIO 4-6 You graduated from college two years ago and began working at Hampstead Electronics.You have received good performance evaluations and a raise.You just found out that a recent college graduate with no experience has been hired at a higher salary than you are now making.
Refer to Scenario 4-6.Which theory will you probably use in evaluating how you regard this situation?

A)equity
B)expectancy
C)goal setting
D)reinforcement
E)performance-reward

Question 36

For the individual employee,MBO provides

A)specific,personal performance objectives.
B)increased monetary compensation.
C)communication between co-workers.
D)a means to an end.
E)a way to keep the company accountable.

Question 37

Bikram,a recent B.Eng.(engineer),has started his first job with an engineering firm; Bikram uses a self-outside comparison to determine if the company is treating him fairly.Bikram will compare his treatment to

A)his experience as a work study student.
B)a fellow male B.Eng.recently hired by the firm.
C)a fellow female B.Eng.hired by the firm two years ago.
D)a fellow female B.Eng.recently hired by another firm.
E)a woman with an M.Sc.hired with Bikram for the same department.

Question 38

SCENARIO 4-5 When you first went off to college,your father wanted you to study computer science and mathematics.Your grades during your freshman year were not very good.During your sophomore year,you decided to pursue a major in human resource management and your grades have gone up considerably.Your current goal is to graduate within four years and find human resources management job in a medium-sized corporation.
Refer to Scenario 4-5.Your freshman grades may be explained because the goal of a major in computer science and mathematics was

A)too specific.
B)not hard enough.
C)not one you had committed to.
D)made public.
E)too difficult to achieve.

Question 39

SCENARIO 4-5 When you first went off to college,your father wanted you to study computer science and mathematics.Your grades during your freshman year were not very good.During your sophomore year,you decided to pursue a major in human resource management and your grades have gone up considerably.Your current goal is to graduate within four years and find human resources management job in a medium-sized corporation.
Refer to Scenario 4-5.________ is the belief that performance is related to rewards.

A)Valence
B)Expectancy
C)Self-esteem
D)Instrumentality
E)Perception

Question 40

Which of the following is least important in goal-setting theory?

A)goal difficulty
B)goal specificity
C)equity among co-workers
D)feedback
E)participation in goal setting

Question 41

Mr.King was debating on how to best motivate his employees.According to self-concordance,he should

A)provide relative rewards.
B)consider employee input-output ratio.
C)provide absolute rewards.
D)consider how strongly employee reasons for pursuing goals are consistent with their core values.
E)increase extrinsic rewards.

Question 42

Jake gets paid $5 more an hour only because he is the boss's son; he does exactly the same tasks as the other employees.Even with this extra pay Jake is less motivated than his co-workers.Jake's motivation is explained by:

A)reinforcement theory.
B)equity theory.
C)objective goal setting.
D)management discretion.
E)self-determination theory.

Question 43

Braeden is looking for a new job.He used to be the company's top sales representative and was eagerly expecting to be promoted.However,one of the regional manager's friends was promoted to district manager instead.According to expectancy theory,Braeden's lack of motivation and satisfaction with his current job results from the ________ relationship.

A)performance-reward
B)effort-performance
C)reward-effort
D)reward-performance
E)extrinsic rewards

Question 44

Melanie works hard in the hope of getting a promotion but gets a pay increase.According to expectancy theory,Melanie's

A)valence is high.
B)expectancy is low.
C)instrumentality is low.
D)valence is low.
E)expectance is high.

Question 45

SCENARIO 4-7 Alice Ann Jones is the new director of human resources for a small consulting firm and has been charged with developing a performance evaluation and reward system.Alice Ann recognizes the importance of performance evaluation and rewards on employee behaviour and asks for your opinion and advice.
Refer to Scenario 4-7.Alice Ann tells you that the firm pays on the basis of the productivity of each employee.Research on motivation would say this creates

A)higher intrinsic motivation towards tasks.
B)lower intrinsic motivation toward tasks.
C)self-determination.
D)higher job satisfaction.
E)lower productivity.

Question 46

According to Cognitive Evaluation Theory,providing incentive pay

A)causes co-workers to compete with each other for rewards.
B)encourages employees to perform at a higher level to balance the i/o ratio.
C)changes the employee's perceptions of self.
D)decreases employees' overall levels of intrinsic motivation.
E)helps employees meet their need for achievement.

Question 47

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

A)Distributive
B)Interactional
C)Organizational
D)Procedural
E)Relative

Question 48

An employee motivated by intrinsic rewards,would most likely choose

A)ongoing opportunities for education and training.
B)a company car.
C)incentive bonuses.
D)increased salary.
E)generous employee benefits.

Question 49

Within the framework of the equity theory,if an employee perceives unfair treatment and decides to work harder,what choice have they made?

A)adjust perceptions of others
B)choose a different referent
C)adjust perceptions of self
D)change their outcomes
E)change their inputs

Question 50

The motivation theories that focus on needs are:

A)Maslow's hierarchy of needs,Theory X and Y,and Herzberg's two-factor theory.
B)Maslow's hierarchy of needs,Herzberg's two-factor theory,and McClelland's theory of needs.
C)Maslow's hierarchy of needs,Theory X and Y,and McClelland's theory of needs.
D)Maslow's hierarchy of needs,Herzberg's two-factor theory,and Reinforcement theory.
E)Maslow's hierarchy of needs,Herzberg's two-factor theory,and Equity theory.

Question 51

Mr.King was debating on how to best motivate his employees.According to self-determination theory,he should

A)determine to increase extrinsic rewards.
B)link performance to appropriate rewards.
C)pay employees fairly for the work they perform.
D)link employee recognition to organizational goals.
E)provide training to increase employee competency.

Question 52

SCENARIO 4-7 Alice Ann Jones is the new director of human resources for a small consulting firm and has been charged with developing a performance evaluation and reward system.Alice Ann recognizes the importance of performance evaluation and rewards on employee behaviour and asks for your opinion and advice.
Refer to Scenario 4-7.If Alice Ann provides rewards that increase intrinsic motivation of the employees,she would be offering employees a sense of

A)choice,competence and conditioning.
B)choice,meaningfulness and conditioning.
C)competence,determination and progress.
D)choice,competence and meaningfulness.
E)determination,competence and meaningfulness.

Question 53

Sense of competence is

A)the opportunity to delegate authority.
B)the opportunity to pursue worthwhile tasks.
C)the opportunity to compete with others.
D)the opportunity to select what one will do and perform the way one thinks best.
E)the feeling of accomplishment from doing a good job.

Question 54

Jessica was volunteering at the Humane Society ten hours a week and loving it! Then,they hired Jessica two months ago to do the same work.However,ever since she became an employee working at the Humane Society she is just not finding it as fun.Jessica's reaction to becoming an employee is explained by:

A)procedural justice.
B)self-determination theory.
C)reinforcement theory.
D)equity theory.
E)motivation.

Question 55

When Jaden shows up to work,he becomes completely absorbed in what he is doing.Jaden puts all his energies into his job.Jaden has a

A)high level of expectancy.
B)high level of instrumentality.
C)high level of valence.
D)high level of job engagement.
E)high level of goal-setting.

Question 56

Kenneth Thomas identifies four key rewards that increase an individual's intrinsic motivation; they are

A)sense of choice,sense of competence,sense of meaningfulness,sense of progress.
B)sense of justice,sense of competence,sense of meaningfulness,sense of progress.
C)sense of choice,sense of competence,sense of meaningfulness,sense of task.
D)sense of choice,sense of competence,sense of meaningfulness,sense of justice.
E)sense of choice,sense of judgment,sense of meaningfulness,sense of progress.

Question 57

Within the framework of the equity theory,if an employee perceives unfair treatment and decides to exert less effort,what choice have they made?

A)change their inputs
B)change their outcomes
C)adjust perceptions of self
D)choose a different referent
E)adjust perceptions of others

Question 58

Don was in the habit of reprimanding employees when they arrived late for work.The second time an employee was late,he or she would be docked pay.Don is using which type of reinforcement?

A)positive
B)negative
C)punishment
D)extinction
E)critical incident

Question 59

Which of the following set of four behaviours has Kenneth Thomas identified as ones that managers can use to build intrinsic rewards for employees?

A)leading for choice,leading for justice,leading for meaningfulness,and leading for progress
B)leading for choice,leading for competence,leading for meaningfulness,and leading for progress
C)leading for passion,leading for competence,leading for meaningfulness,and leading for progress
D)leading for choice,leading for competence,leading for meaningfulness,and leading for satisfaction

Question 60

SCENARIO 4-7 Alice Ann Jones is the new director of human resources for a small consulting firm and has been charged with developing a performance evaluation and reward system.Alice Ann recognizes the importance of performance evaluation and rewards on employee behaviour and asks for your opinion and advice.
Refer to Scenario 4-7.Alice Ann's firm would like employees to be creative in their thinking and empowered to act and solve problems that arise.You suggest that goal setting with employees may be a positive process to help accomplish this.Which of the following is TRUE of goal setting?

A)If the employee chooses the goal because of intrinsic interest,the employee is likely to be happier when the goal is achieved.
B)If the employee chooses the goal because of intrinsic interest,the employee is more likely to achieve the goal.
C)If the employee chooses the goal because of intrinsic interest,the employee is less likely to achieve the goal.
D)If the employee chooses the goal because of intrinsic interest,the employee is likely to be unhappy if the goal is not achieved.
E)If the employee chooses the goal because of intrinsic interest,there must still be an extrinsic reward for the goal to be motivating.

Question 61

Lisa ordered in pizza for her staff that are staying late to finish month end.According to reinforcement theory this is referred to as:

A)positive reinforcement.
B)expected reinforcement.
C)extinction.
D)negative reinforcement.
E)employee reinforcement.

Question 62

Kelly,a single mother,recently re-entered the workforce in order to be able to pay for her most basic needs,namely food shelter and clothing for her and her son.According to Maslow,which need level was she trying to fulfill?

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

Question 63

Harry was concerned about Karen,of his best employees.She was great at what she did,but she was chronically late for work.To correct this,every time Karen wasn't late for work,he made a point of acknowledging it.Harry was utilizing

A)intermittent reinforcement.
B)negative reinforcement.
C)operant reinforcement.
D)continuous reinforcement.
E)variable reinforcement.

Question 64

Often when Roy notices that a customer service agent in his department is successful in helping a difficult client,he makes an effort to acknowledge the agent with a sincere thank you.According to reinforcement theory,Roy is utilizing

A)negative reinforcement.
B)positive conditioning.
C)positive reinforcement.
D)motivation techniques.
E)continuous reinforcement.

Question 65

When Brock was recently deciding between two job offers,his decision came down to which offer reflected the better health insurance,pension plan,and safe working conditions.According to Maslow,which need level is he focusing on in his decision?

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

Question 66

SCENARIO 4-8 Central Manufacturing Inc.fabricates medium- and large-scale watercraft,primarily for commercial use.They also manufacture accessories for a variety of boats and marine service vessels.Central Manufacturing struggles to keep costs down while maintaining profitability in a highly competitive market.Military and commercial contracts are its main source of business.Employees at Central Manufacturing appear to be dedicated individuals who,through their combined efforts,were able to save the company $1.5 million in energy costs by means of simple efficiency.For this initiative,they did not receive much recognition other than some encouragement and T-shirts recognizing their contribution to the company.Robert West,operations supervisor,believed that if other savings could be realized the company would welcome them.Although supportive of employee efforts,Robert didn't acknowledge the impact on the company's bottom line.Dan White,vice president of operations,recognized that Central Manufacturing needed to change its operations in order to shake its bureaucratic and authoritarian image.Although Robert praised employees and talked about performance,the reward process was limited.Dan undertook the initiative to change things,which meant creating a new process for both managers like Robert West and his employees.The employees had assumed that they were fairly secure in their jobs,since the company had a monopoly on specialized watercraft manufacturing.As with most manufacturing concerns in Canada,however,when a recession occurred,200 employees,representing about one third of the workforce,were suddenly laid off.Although this was a major blow to Central Manufacturing,Dan White and George North,director of human resources,launched a new program to track,monitor,measure,recognize and reward employees for their efforts.Accountability and performance were to be a major focus in these programs.As the program commenced,some employees and their supervisors started to display progress charts.More ideas for operations improvement began to flow once it became evident what was actually going on.Positive feedback was forthcoming from customers and Dan realized that his initiative was starting to pay off.
Refer to Scenario 4-8.Robert West appeared to be a manager oriented towards traditional ways of doing things.He was convinced that individuals needed to be monitored carefully with respect to their jobs and the tasks they accomplished.It is likely that Robert

A)was a Theory Y manager.
B)emphasized ERG theory.
C)was a Theory X manager.
D)emphasized goal-setting theory.
E)was a Theory Z manager.

Question 67

When an instructor expects her students to do well so she spends extra time with them in preparing for their exam and they all get above eight percent.

A)positive reinforcement.
B)extinction.
C)operant conditioning.
D)continuous reinforcement.
E)intermittent reinforcement.

Question 68

Tonya was confused.In order to motivate Sam,one of her employees,she began to pay him for work that she knew he liked to do and for which he was previously not paid.However,she noticed that his overall level of motivation appeared to decrease.The motivation theory that best explains this change is

A)operant conditioning.
B)distributive justice.
C)cognitive evaluation theory.
D)Maslow theory.
E)Theory X.

Question 69

Tina is consistently late for work,so her boss has 'written her up' and reported this behavior to the human resources department.According to reinforcement theory,'writing Tina up' is referred to as:

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

Question 70

Based on her long experience as a manager,Stella was convinced that people exert higher levels of effort when the goals set out for them are challenging and specific.Stella appears to be an advocate of

A)expectancy theory.
B)equity theory.
C)goal-setting theory.
D)Theory Y.
E)motivation-hygiene theory.

Question 71

ABC Inc.is well known as a company that uses a human relations approach; the company nurtures creativity and self-control in its employees.This company was following

A)Theory X.
B)Theory Z.
C)Theory Y.
D)Theory T.
E)Theory Q.

Question 72

When dealing with his employees,Ted sets aside time to find out what kind of rewards each of his employees prefers and strives to offer these in the work environment He is likely following

A)equity theory.
B)goal-setting theory.
C)expectancy theory.
D)EKG theory.
E)hygiene theory.

Question 73

Jason faced an uproar recently after his employees received their annual pay increases.The employees complained that the company didn't follow a fair process in awarding the increases.This is an example of

A)distributive justice.
B)procedural justice.
C)interactional justice.
D)operant justice.
E)equitable justice.

Question 74

Which of the following is a process theory of motivation?

A)equity theory
B)expectancy theory
C)needs theory
D)hygiene theory
E)ERG theory

Question 75

Zeke was a manager who believed that,in general,people disliked work; he believed people had to be forced or threatened with punishment to motivate them to work.Zeke believes in which of the following management theories?

A)Theory Z
B)Theory X
C)Theory Y
D)Theory Q
E)Theory T

Question 76

Lonkar Ltd.issues weekly paychecks and is referred to as what type of schedule of reinforcement?

A)continuous
B)fixed-interval
C)fixed-ratio
D)variable-interval
E)variable-ratio

Question 77

Employees are required to complete the frustrating task of weekly status reports.However,Jason regularly demonstrates that he can meet deadlines consistently so his supervisor informed Jason that he no longer has to complete a weekly status reports.According to reinforcement theory,removing the task of weekly status reports for Jason is referred to as:

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

Question 78

Don was a real "people person" so he was glad when his employer began to emphasize working in teams.Don enjoyed working with others as opposed to by himself.According to Maslow,which need level is motivating Don?

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

Question 79

SCENARIO 4-8 Central Manufacturing Inc.fabricates medium- and large-scale watercraft,primarily for commercial use.They also manufacture accessories for a variety of boats and marine service vessels.Central Manufacturing struggles to keep costs down while maintaining profitability in a highly competitive market.Military and commercial contracts are its main source of business.Employees at Central Manufacturing appear to be dedicated individuals who,through their combined efforts,were able to save the company $1.5 million in energy costs by means of simple efficiency.For this initiative,they did not receive much recognition other than some encouragement and T-shirts recognizing their contribution to the company.Robert West,operations supervisor,believed that if other savings could be realized the company would welcome them.Although supportive of employee efforts,Robert didn't acknowledge the impact on the company's bottom line.Dan White,vice president of operations,recognized that Central Manufacturing needed to change its operations in order to shake its bureaucratic and authoritarian image.Although Robert praised employees and talked about performance,the reward process was limited.Dan undertook the initiative to change things,which meant creating a new process for both managers like Robert West and his employees.The employees had assumed that they were fairly secure in their jobs,since the company had a monopoly on specialized watercraft manufacturing.As with most manufacturing concerns in Canada,however,when a recession occurred,200 employees,representing about one third of the workforce,were suddenly laid off.Although this was a major blow to Central Manufacturing,Dan White and George North,director of human resources,launched a new program to track,monitor,measure,recognize and reward employees for their efforts.Accountability and performance were to be a major focus in these programs.As the program commenced,some employees and their supervisors started to display progress charts.More ideas for operations improvement began to flow once it became evident what was actually going on.Positive feedback was forthcoming from customers and Dan realized that his initiative was starting to pay off.
Refer to Scenario 4-8.In the long term,White decides that equity theory will provide the best guidance for motivating and providing recognition to the employees.He is also aware that the unions may battle his new initiatives.Equity theory demonstrates that,for most employees,motivation is influenced

A)significantly by goal setting as well as by ability to be productive.
B)by union influence over their welfare.
C)solely by monetary rewards.
D)significantly by relative rewards as well as by absolute rewards.
E)significantly by goal setting as well as by absolute rewards.

Question 80

SCENARIO 4-8 Central Manufacturing Inc.fabricates medium- and large-scale watercraft,primarily for commercial use.They also manufacture accessories for a variety of boats and marine service vessels.Central Manufacturing struggles to keep costs down while maintaining profitability in a highly competitive market.Military and commercial contracts are its main source of business.Employees at Central Manufacturing appear to be dedicated individuals who,through their combined efforts,were able to save the company $1.5 million in energy costs by means of simple efficiency.For this initiative,they did not receive much recognition other than some encouragement and T-shirts recognizing their contribution to the company.Robert West,operations supervisor,believed that if other savings could be realized the company would welcome them.Although supportive of employee efforts,Robert didn't acknowledge the impact on the company's bottom line.Dan White,vice president of operations,recognized that Central Manufacturing needed to change its operations in order to shake its bureaucratic and authoritarian image.Although Robert praised employees and talked about performance,the reward process was limited.Dan undertook the initiative to change things,which meant creating a new process for both managers like Robert West and his employees.The employees had assumed that they were fairly secure in their jobs,since the company had a monopoly on specialized watercraft manufacturing.As with most manufacturing concerns in Canada,however,when a recession occurred,200 employees,representing about one third of the workforce,were suddenly laid off.Although this was a major blow to Central Manufacturing,Dan White and George North,director of human resources,launched a new program to track,monitor,measure,recognize and reward employees for their efforts.Accountability and performance were to be a major focus in these programs.As the program commenced,some employees and their supervisors started to display progress charts.More ideas for operations improvement began to flow once it became evident what was actually going on.Positive feedback was forthcoming from customers and Dan realized that his initiative was starting to pay off.
Refer to Scenario 4-8.White recognizes that equity theory will play a large role in how he organizes and develops his new program.Individual employees have a tendency to compare themselves with others and have a series of options available to them if they perceive that some sort of inequity exists.Which of the following is a typical employee response to a perceived inequity?

A)Employees will exert more effort.
B)Employees will tend to keep their outcomes unchanged.
C)Employees will maintain their perceptions of others.
D)Employees will have a tendency to quit their jobs.
E)Employees will embrace the process of goal setting.