Question 1

All of the following accurately represent the nature of rewards except

Accepted Answer

A)   extrinsic rewards are externally administered.
B)   examples of intrinsic rewards include feelings of competency, personal development, and self-control.
C)   in general, rewards have relatively little impact on motivation.
D)   intrinsic rewards occur naturally during job performance.
E)   examples of extrinsic rewards include pay bonuses, promotions, time off, special assignments, office fixtures, awards, and verbal praise. C

Question 2

Examples of intrinsic rewards include feelings of competency, personal development, and self-control.

Accepted Answer

A) True 
 B)False  True

Question 3

A manager who leads through motivation creates conditions under which other people are consistently inspired to work hard.

Accepted Answer

A) True 
 B)False  True

Question 4

Performance-contingent rewards refer to linking rewards directly to performance.

Accepted Answer

A) True 
 B)False

Question 5

A highly motivated workforce is essential for organizations to consistently achieve high-performance outcomes.

Accepted Answer

A) True 
 B)False

Question 6

To take full advantage of the possibilities for creatively linking rewards and performance, managers must minimize the costs of rewards used at lower organizational levels in order to create substantial reserves to reward upper management.

Accepted Answer

A) True 
 B)False

Question 7

___ refer(s) to linking rewards directly to performance.

Accepted Answer

A)   Performance management
B)   Direct motivation
C)   Performance-contingent rewards
D)   Need-based reward practices
E)   Linkage management

Question 8

Two of the practical managerial questions regarding work motivation are: How can a team leader or manager build a high-performance work setting? What can be done to ensure that everyone achieves the highest possible performance during every workday?

Accepted Answer

A) True 
 B)False

Question 9

A need is a work outcome of positive value to an individual.

Accepted Answer

A) True 
 B)False

Question 10

Motivation refers to forces within the individual that account for the level, direction, and persistence of effort expended at work.

Accepted Answer

A) True 
 B)False

Question 11

To take full advantage of the possibilities for creatively linking rewards and performance, managers must respect diversity and individual differences in order to understand what people want from work.

Accepted Answer

A) True 
 B)False

Question 12

A reward is a work outcome of positive value to an individual.

Accepted Answer

A) True 
 B)False

Question 13

A highly motivated person works hard at a job and an unmotivated person does not work hard at a job.

Accepted Answer

A) True 
 B)False

Question 14

A(n) ___ is a work outcome of positive value to an individual.

Accepted Answer

A)   job
B)   career
C)   reward
D)   attitude
E)   need

Exam 4: Motivation Theory and Practice

All of the following accurately represent the nature of rewards except

Examples of intrinsic rewards include feelings of competency, personal development, and self-control.

A manager who leads through motivation creates conditions under which other people are consistently inspired to work hard.

Performance-contingent rewards refer to linking rewards directly to performance.

A highly motivated workforce is essential for organizations to consistently achieve high-performance outcomes.

To take full advantage of the possibilities for creatively linking rewards and performance, managers must minimize the costs of rewards used at lower organizational levels in order to create substantial reserves to reward upper management.

___ refer(s) to linking rewards directly to performance.

Two of the practical managerial questions regarding work motivation are: How can a team leader or manager build a high-performance work setting? What can be done to ensure that everyone achieves the highest possible performance during every workday?

A need is a work outcome of positive value to an individual.

Motivation refers to forces within the individual that account for the level, direction, and persistence of effort expended at work.

To take full advantage of the possibilities for creatively linking rewards and performance, managers must respect diversity and individual differences in order to understand what people want from work.

A reward is a work outcome of positive value to an individual.

A highly motivated person works hard at a job and an unmotivated person does not work hard at a job.

A(n) ___ is a work outcome of positive value to an individual.