BUAD 309 Chapter 7

According to Albert Bandura, the most important source of increasing self-efficacy is ________. A) arousal B) vicarious modeling C) verbal persuasion D) enactive mastery E) cognitive learning

* enactive mastery * According to Bandura, the most important source of increasing self-efficacy is enactive mastery, that is, gaining relevant experience with the task or job. If you've been able to do the job successfully in the past, then you're more confident you'll be able to do it in the future.

The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old, single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals.Which of the following needs would motivate Jonathan the most? A) social B) esteem C) physiological D) self-actualization E) safety

* self-actualization* Because Jonathan has satisfied all the previous needs in Maslow's hierarchy, he would be seeking self-actualization according to Maslow.

Which of the following statements is true regarding the cognitive evaluation theory? A) People need extrinsic rewards in order to be motivated. B) Extrinsic rewards tend to reduce intrinsic interest in a task. C) Intrinsic rewards are almost as effective as extrinsic rewards. D) Externally imposed standards of work largely improve intrinsic motivation. E) Extrinsic rewards, including verbal praise, significantly decrease intrinsic motivation.

*Extrinsic rewards tend to reduce intrinsic interest in a task.* The cognitive evaluation theory hypothesizes that extrinsic rewards will reduce intrinsic interest in a task.

You manage a department of five employees. You have identified that Joe has a high need for achievement, Mary has a high need for power, and Tim has a high need for affiliation. Sarah scored high on the need for power and low on the need for affiliation. Doug scored low on both need for power and need for affiliation. Which of these five employees is most likely to be suitable for a new assignment that involves a high degree of personal responsibility and feedback? A) Joe B) Mary C) Tim D) Sarah E) Doug

*Joe* Need for achievement (nAch) is the drive to excel, to achieve in relation to a set of standards. As Joe has a high need for achievement, he would enjoy a challenging assignment with a high degree of personal responsibility and feedback.

According to Douglas McGregor's Theory Y, a manager assumes that employees ________. A) need to be directed B) prefer to be controlled C) learn to accept responsibility D) need to be micromanaged E) attempt to avoid work

*learn to accept responsibility * According to Theory Y, managers assume employees can view work as being as natural as rest or play, and therefore the average person can learn to accept, and even seek, responsibility.

Unlike in the case of goal-setting theory, MBO strongly advocates ________. A) self-generated feedback B) explicit time periods C) participatively set goals D) independent tasks E) specific performance objectives

*participatively set goals* Many elements in MBO programs match propositions of goal-setting theory. The only area of possible disagreement between MBO and goal-setting theory is participation: MBO strongly advocates it, whereas goal-setting theory demonstrates that managers' assigned goals are usually just as effective.

The ________ dimension of motivation measures how long a person can maintain effort. A) direction B) persistence C) intensity D) knowledge E) experience

*persistence* Motivation has a persistence dimension. This measures how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve their goal.

MBO provides individual employees with ________. A) personal performance objectives B) greater work supervision C) predefined targets D) generalized feedback E) clear-cut growth paths

*personal performance objectives* As lower-unit managers jointly participate in setting their own goals, MBO works from the bottom up as well as from the top down. The result is a hierarchy that links objectives at one level to those at the next. And for the individual employee, MBO provides specific personal performance objectives.

If Alberta is a categorized as a Theory X manager, which of the following behaviors is she most likely to exhibit? A) She will empower her subordinates. B) She will trust her employees to use their discretion in most matters. C) She will strictly control all the details of any project she is managing. D) She will delegate authority extensively to junior managers. E) She will let her employees choose their own goals.

* She will strictly control all the details of any project she is managing. * According to Theory X, managers believe employees inherently dislike work and must therefore be directed or even coerced into performing it. As per theory X, a manager would not trust employees and would feel inclined to control all aspects of their work.

Self-determination theory proposes that in addition to being driven by a need for autonomy, people seek ways to achieve ________. A) competence and positive connections B) high rewards C) recognition and status D) career growth E) power and control

* competence and positive connections* Self-determination theory proposes that in addition to being driven by a need for autonomy, people seek ways to achieve competence and positive connections to others.

________ is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal. A) Leadership B) Management C) Learning D) Emotional labor E) Motivation

*Motivation* Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.

Which of the following statements is true regarding goal-setting theory? A) Goal commitment is more likely when individuals have an external locus of control. B) Externally generated feedback is more powerful than self-generated feedback. C) Generalized goals produce a higher level of output as compared to specific goals. D) People do better when they get feedback on how well they are progressing toward their goals. E) Assigned goals generate greater goal commitment in low rather than high power-distance cultures.

*People do better when they get feedback on how well they are progressing toward their goals.* People do better when they get feedback on how well they are progressing toward their goals, because it helps identify discrepancies between what they have done and what they want to do. Self-generated feedback — with which employees are able to monitor their own progress — is more powerful than externally generated feedback. q

Which of the following statements is true according to McClelland's theory of needs ? A) People with a high achievement need prefer tasks that have a high level of risk. B) People with a high achievement need are interested in motivating others to do well. C) People with a high need for power and affiliation often make good managers in large firms. D) People with a high achievement need experience great satisfaction from success that comes by luck. E) People with a high need for power and a low need for affiliation often make the best managers.

*People with a high need for power and a low need for affiliation often make the best managers.* Needs for affiliation and power tend to be closely related to managerial success. The best managers are high in their need for power and low in their need for affiliation. In fact, a high power motive may be a requirement for managerial effectiveness.

You manage a department of five employees. You have identified that Joe has a high need for achievement, Mary has a high need for power, and Tim has a high need for affiliation. Sarah scored high on the need for power and low on the need for affiliation. Doug scored low on both need for power and need for affiliation. Which of these five employees is most suitable for handling your responsibilities when you are on a vacation? A) Joe B) Mary C) Tim D) Sarah E) Doug

*Sarah * The best managers are high in their need for power and low in their need for affiliation. Sarah has a high need for power and a low need for affiliation.

________ refers to an individual's belief that he or she is capable of performing a task. A) Emotional contagion B) Affect intensity C) Self-efficacy D) Self-determination E) Reinforcement

*Self-efficacy* Self-efficacy is an individual's belief that he or she is capable of performing a task. The higher your self-efficacy, the more confidence you have in your ability to succeed.

Why is Maslow's theory criticized? A) The concept of self-actualization was unfounded. B) There is little evidence that needs are structured or operate in the way it describes. C) The esteem need is a more powerful motivator than self-actualization. D) Its terminology tends to alienate those to whom it is applied. E) It does not adequately describe how an organization can satisfy higher-order needs.

*There is little evidence that needs are structured or operate in the way it describes. * Research does not validate Maslow's theory. Maslow provided no empirical substantiation, and several studies that sought to validate it found no support for it. There is little evidence that need structures are organized as Maslow proposed, that unsatisfied needs motivate, or that a satisfied need activates movement to a new need level.

Rachel's parents used to pay her an allowance every week to feed the cats and to do a few other chores around the house. However, once her mother lost her job, her parents stopped giving her an allowance. Although Rachel quit making her bed every morning, she still continued to feed the cats. Which of the following best explains why Rachel continues to feed the cats? A) Without the extrinsic reward, the task itself is eliminated. B) With the extrinsic reward, the execution of the task relies on internal motivation. C) Without the intrinsic reward, the execution of the task relies on external motivation. D) Without the extrinsic reward, the execution of the task relies on internal motivation. E) With the intrinsic reward, the execution of the task relies on external motivation.

*Without the extrinsic reward, the execution of the task relies on internal motivation.* By eliminating the extrinsic reward (the allowance), the explanation for Rachel's behavior (continuing to feed the cats) shifts from an external motivation to an internal motivation. Rachel must enjoy or feel some other internal desire to continue feeding the cats.

McClelland's theory is based on which of the following needs? A) stability, growth, and security B) achievement, power, and affiliation C) self-actualization, stability, and safety D) hygiene, control, and security E) control, status, and self-actualization

*achievement, power, and affiliation * McClelland's theory of needs states that the need for achievement (nAch), the need for power (nPow), and the need for affiliation (nAff) help explain motivation.

With reference to the four sources of self-efficacy as proposed by Albert Bandura, verbal persuasion involves becoming more confident ________. A) because you have gained relevant experience with the particular task or job B) because you see someone else doing the particular task or job C) because someone convinces you that you have the skills necessary to be successful D) because you are rewarded for performing a similar task well E) because you get energized or "psyched up" to perform the particular task or job

*because someone convinces you that you have the skills necessary to be successful* Verbal persuasion involves becoming more confident because someone convinces you that you have the skills necessary to be successful. Motivational speakers use this tactic a lot.

According to Herzberg, when ________ are adequate, people won't be dissatisfied, but they will also not be satisfied. A) achievement needs B) affiliation needs C) motivational factors D) power needs E) hygiene factors

*hygiene factors * Herzberg suggested that the opposite of "satisfaction" is "no satisfaction," and the opposite of "dissatisfaction" is "no dissatisfaction." Removing dissatisfying characteristics from a job does not necessarily make the job satisfying. When hygiene factors are adequate, people will not be dissatisfied; neither will they be satisfied.

The investment of an employee's physical, cognitive, and emotional energies into job performance is called ________. A) vicarious modeling B) self-determination C) job engagement D) management by objectives E) job analysis

*job engagement* Job engagement refers to the investment of an employee's physical, cognitive, and emotional energies into job performance.

The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old, single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals. Which of the following needs would most likely motivate Joanna? A) social B) esteem C) physiological D) self-actualization E) safety

*physiological* Joanna first needs to satisfy her basic physiological needs which include hunger, thirst, shelter, sex, and other bodily needs.

Which level of Maslow's hierarchy of needs deals with satisfying one's hunger, thirst, and other bodily needs? A) safety B) physiological C) social D) esteem E) psychological

*physiological* Maslow hypothesized that within every human being there exists a hierarchy of five needs. The lowest, most basic needs are physiological. They include hunger, thirst, shelter, sex, and other bodily needs.

According to the two-factor theory proposed by Herzberg, which of the following is considered a hygiene factor? A) promotional opportunities B) quality of supervision C) achievement D) recognition E) responsibility

*quality of supervision* According to the two-factor theory, conditions such as quality of supervision, pay, company policies, physical working conditions, relationships with others, and job security are considered hygiene factors or extrinsic factors.

Which of the following is a motivational factor, according to Herzberg's two-factor theory? A) quality of supervision B) recognition C) pay D) relationships with others E) company policies

*recognition* Herzberg characterized conditions such as quality of supervision, pay, company policies, physical working conditions, relationships with others, and job security as hygiene factors. When they're adequate, people will not be dissatisfied; neither will they be satisfied. If we want to motivate people on their jobs, Herzberg suggested emphasizing factors associated with the work itself or with outcomes directly derived from it, such as promotional opportunities, personal growth opportunities, recognition, responsibility, and achievement.

According to Maslow's hierarchy of needs, which of the following is a lower-order need? A) social B) safety C) esteem D) self-actualization E) recognition

*safety* Maslow separated the five needs into higher and lower orders. Physiological and safety needs were lower-order needs and social, esteem, and self-actualization were higher-order needs.

If we consider Maslow's hierarchy of needs in the context of Japan, Greece, and Mexico, where uncertainty-avoidance characteristics are strong then ________ needs would be on top of the hierarchy. A) self actualization B) security C) social D) esteem E) growth

*security* If we consider Maslow's needs hierarchy in the context of Japan, Greece, and Mexico, where uncertainty-avoidance characteristics are strong, security needs would be on top of the hierarchy.

Which of the following needs in Maslow's hierarchy refers to the drive to become what one is capable of becoming? A) social B) self-actualization C) physiological D) esteem E) safety

*self-actualization* Self-actualization needs refer to the drive to become what we are capable of becoming. It includes growth, achieving our potential, and self-fulfillment.

The concept of ________ considers how strongly peoples' reasons for pursuing goals are consistent with their interests and core values. A) self-serving bias B) self-fulfilling prophecy C) self-concordance D) self-actualization E) self-efficacy

*self-concordance* A recent outgrowth of self-determination theory is self-concordance, which considers how strongly peoples' reasons for pursuing goals are consistent with their interests and core values. If individuals pursue goals because of an intrinsic interest, they are more likely to attain their goals and are happy even if they do not.

Which of the following theories proposes that people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation? A) self-serving theory B) motivation-hygiene theory C) two-factor theory D) self-determination theory E) goal setting theory

*self-determination theory* Self-determination theory proposes that people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation.

The ________ theory is also known as the social cognitive theory or the social learning theory. A) two-factor B) self-determination C) goal-setting D) self-efficacy E) reinforcement

*self-efficacy* The self-efficacy theory is also known as the social cognitive theory or the social learning theory.

The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old, single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals. Which of the following needs would most likely motivate Josephine? A) social B) esteem C) physiological D) self-actualization

*social * Because Josephine is single and has little social interaction, according to Maslow, she would strive to satisfy her social needs, which include affection, belongingness, acceptance, and friendship.

Which of following needs, as detailed by Maslow's hierarchy of needs, best corresponds to McClelland's need for affiliation? A) safety B) social C) esteem D) self-actualization E) physiological

*social* The need for affiliation is highly similar to the social needs in Maslow's theory. According to Maslow, social needs include the need for affection, belongingness, acceptance, and friendship. In McClelland's theory, the need for affiliation is the desire for friendly and close interpersonal relationships.

MBO emphasizes goals that are ________. A) tangible, verifiable, and measurable B) achievable, controllable, and profitable C) inspirational, verifiable, and creative D) tangible, rewarding, and assigned E) profitable, attainable, and self-set

*tangible, verifiable, and measurable * Management by objectives (MBO) emphasizes participatively set goals that are tangible, verifiable, and measurable.

According to goal-setting theory, goals are more likely to have a stronger impact on performance when ________. A) goals have long time frames for completion B) tasks are complex rather than simple C) tasks are novel rather than well learned D) goals are easy rather than difficult E) tasks are independent rather than interdependent

*tasks are independent rather than interdependent* Goal commitment is most likely to occur when goals are made public, when the individual has an internal locus of control, and when the goals are self-set rather than assigned. Goals themselves seem to affect performance more strongly when tasks are simple rather than complex, well learned rather than novel, and independent rather than interdependent. On interdependent tasks, group goals are preferable.

According to the two-factor theory, ________. A) there exists a hierarchy of needs within every human being, and as each need is satisfied, the next one becomes dominant B) most employees inherently dislike work and must therefore be directed or even coerced into performing it C) employees view work as being as natural as rest or play, and therefore learn to accept, and even seek, responsibility D) the aspects that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction E) achievement, power, and affiliation are three important needs that help explain motivation

*the aspects that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction* The two factor theory proposes that the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction.

Erika wants to become the head of the HR department. Although the role comes with a generous salary hike and will put her in charge of several subordinates, she is mainly pursuing this position because she believes she can do the job better than anyone else and wants people to know this. According to McClelland's theory of needs, which of the following needs is Erika primarily driven by in this case? A) the need for stability B) the need for achievement C) the need for security D) the need for affiliation E) the need for power

*the need for achievement * Need for achievement (nAch) is the drive to excel, to achieve in relation to a set of standards. Erika is demonstrating the need to achieve.

Which of the following theories proposes the idea of a dual continuum? A) Maslow's hierarchy of needs theory B) self-determination theory C) two-factor theory D) cognitive evaluation theory E) McClelland's theory of needs

*two-factor theory* Frederick Herzberg postulated the two-factor theory and proposed a dual continuum: The opposite of "satisfaction" is "no satisfaction," and the opposite of "dissatisfaction" is "no dissatisfaction."

The ________ theory is also called motivation-hygiene theory. A) hierarchy of needs B) goal-setting C) self-determination D) cognitive evaluation E) two-factor

*two-factor* Psychologist Frederick Herzberg proposed the two-factor theory — also called motivation-hygiene theory.

Which of the following ways of increasing self-efficacy is generally used by motivational speakers? A) arousal B) enactive mastery C) focused training D) vicarious modeling E) verbal persuasion

*verbal persuasion* Verbal persuasion involves becoming more confident because someone convinces you that you have the skills necessary to be successful. Motivational speakers use this tactic a lot.

One of the sources of self-efficacy is ________, becoming more confident because you see someone else doing the task. A) arousal B) enactive mastery C) visualization D) vicarious modeling E) verbal persuasion

*vicarious modeling* One of the sources of self-efficacy is vicarious modeling — becoming more confident because you see someone else doing the task.

The ________ element of motivation describes how hard a person tries. A) intelligence B) experience C) direction D) intensity E) persistence

* intensity* Intensity describes how hard a person tries. This is the element most of us focus on when we talk about motivation.

Which of the following sources of increasing self-efficacy involves gaining relevant experience with a particular task or job? A) verbal persuasion B) enactive mastery C) vicarious modeling D) arousal E) cognitive learning

enactive mastery Enactive mastery involves gaining relevant experience with the task or job.