Behavior Chapter 8

If people feel overpaid for their level of input, they will likely experience which of the following equity theory outcomes: A. equity. B. positive inequity. C. negative inequity. D. No answers are correct.

B

Two cognitive process theories of motivation are A. Expectancy theory and behavior modification. B. Equity theory and expectancy theory. C. Goal setting and behavior modification. D. Behavior modification and equity theory.

B

Vinnie knows that if he exerts enough effort he will receive an A in his organizational behavior course. If Vinnie receives an A, he will graduate magna cum laude. Vinnie does not really care if he graduates with honors, as long as he graduates. What does expectancy theory predict about Vinnie's behavior? A. Vinnie will study hard for his organizational behavior examinations. B. Vinnie will not study hard for his organizational behavior examinations. C. Vinnie will cheat on his examinations to get an A. D. It is impossible to predict Vinnie's behavior from the information given.

B

Which of the following is not an expectancy theory concept? A. effort-performance expectancy B. performance-outcome expectancy C. outcome-valence expectancy D. valence

C

Which of the following are recommended steps for effective goal setting? A. Specify the time span of expected performance. B. Specify how performance will be assessed. C. Set priorities among multiple goals. D. All answers describe recommended steps effective goal setting.

D

Which of the following is an intrinsic reward? A. a merit raise B. additional vacation time C. recognition in the company newsletter for meeting sales goals D. personal satisfaction for doing a job well

D

8. What is Expectancy Theory? What are the 3 main related concepts? What can affect the effort- performance link?

Expectancy- a person's expectation that a certain act will lead to a certain outcome • Effort-performance expectancy (E >>> P): person's belief that effort leads to a desired performance level. Effort is the extent to which a person tries to perform as desired. a. For example: a person works hard and hits an important deadline • Performance-outcome expectancy (P >>> O) : person's belief that performance will be followed by some outcome (aka instrumentality). This describes the perceived connection between a person's performance and the outcome for that performance. • Valence (V): preference people have among outcomes • Attraction (+) • Indifference (0) • Avoidance (-) *Individual and organizational blockages can affect the effort-performance link. o Individual blockages: skills and abilities, task difficulty o Organizational blockages: resources, training

According to goal setting theory, goals should remain the same over time. (T or F)

F

According to goal setting theory, what are the recommended steps for effective goal setting? Are goals dynamic or static?

Goal specificity includes what needs to be done, how much needs to be done, and the performance period (when it needs to be done). In other words, the time span of the expected performance and how the performance will be assessed are important. Additionally it's important to prioritize multiple goals. Goals are dynamic not static

Equity theory explains comparisons people make with others and why people might or might not feel fairly treated. (T or F)

T

Expectancy theory describes a decision process people can use to choose among different courses of action. (T or F)

T

Individual or organizational blockages can cause a person to perceive a low effort-performance expectancy (T or F)

T

Shaping is a technique that aims for a target behavior while trying to gradually change a person's behavior. (T or F)

T

What are the cognitive motivation theories we discussed?

o **Expectancy theory: describes internal processes of choice among different behaviors o **Equity theory: describes how and why people react when they feel unfairly treated o Goal setting theory: focuses on how to set goals for people to reach

What happens in Equity Theory? What are the 3 potential outcomes?

o People assess the ratio between their relevant outcomes to relevant inputs. Each person compares this ratio to the perceived ratio of another person or group of people o 3 outcomes: Equity: A feeling of equity results when an individual perceives the ratios as roughly balanced. Negative inequity is when people feel underpaid for what they give the organization. Positive inequity is when people feel they are paid more than their work is worth.

What is an intrinsic reward? Give some examples.

o Rewards that people give to themselves. Doing work they consider challenging Personal satisfaction for a job well done Associated with self-actualization/higher order needs o Extrinsic rewards are rewards people receive from someone else to recognize their performance.