Chapter 6 Quiz

Instrumentality reflects the anticipated value of the outcomes associated with performance.

False

Which of the following is true of motivation?

Motivation is a set of energetic forces that originates both within and outside an employee.

Which of the following compensation plan elements is based on each unit produced, each unit sold, or each service provided?

Piece-rate - The most important area in which motivation concepts are applied in organizations is in the design of compensation systems.

Which of the following answer options is not one of the concepts of psychological empowerment?

Self-efficacy

Which motivating force has the strongest effect on performance?

Self-efficacy or competence

Bernadette would like to generate intrinsic motivation in her employees because she feels it will ultimately lead to better performance. Which of the following outcomes would foster the intrinsic motivation she wants?

Skill development - Outcomes, such as enjoyment, skill development, and personal expression, are self-generated, originating in the mere act of performing the task. These outcomes foster intrinsic motivation—motivation that is felt when task performance serves as its own reward.

Geraldo is talking about his new job with his sibling. He says he likes this job better than his previous jobs because he feels respected and knows he is doing important work. He has always felt a need to feel this way at work, and now he finally does. Geraldo is describing how his job meets his need for

esteem - Esteem is a commonly studied need in organizational behavior. It is described as a need to hold a high evaluation of oneself and to feel effective and respected by others. This fits Geraldo's situation.

Goal setting theory argues that assigning employees specific, difficult goals will result in

higher levels of performance - Goal setting theory argues that assigning employees specific and difficult goals will result in higher levels of performance. Assigning specific and difficult goals gives people a number to shoot for—a "measuring stick" that can be used to tell them how hard they need to work and for how long.

Blaze wants his workers to know they are doing something that makes a difference to the company. Blaze walks around among his employees and uses phrases such as "moving forward," "being on track," and "getting there" to convey a sense of

impact. - Impact reflects the sense that a person's actions "make a difference"—that progress is being made toward fulfilling some important purpose. Phrases such as "moving forward," "being on track," and "getting there" convey a sense of impact.

Gilbert would like to foster goal commitment in his department. He decides to do this by encouraging the collaboration of employees and leaders on setting the specific proficiency level and due date for a major production goal so that the employees feel a sense of ownership over the goal. Gilbert has implemented a strategy known as

participation - By encouraging employee collaboration on setting proficiency level and due date for a major production goal, Gilbert is using the participation strategy. Participation is a strategy for fostering goal commitment where employees and leaders collaborate on setting the specific proficiency level and due date for a goal so that the employee feels a sense of ownership over the goal.

Meaningfulness is a concept in psychological empowerment that reflects a sense of choice in the initiation and continuation of work tasks.

False

Ike, Georgia, and Mike work at an ice producing facility in the same job classification. Ike arrives at work late, produces and loads fewer bags of ice than Georgia and Mike, and never volunteers to sweep up during his break, unlike the other workers. After talking to Georgia and Mike, Ike learns that, even though they have all been employed the same length of time, he is being paid two dollars more per hour than they are because they were hired through an outside personnel agency. According to equity theory, which of the following emotions is Ike likely to display?

Guilt - When your ratio of outcomes to inputs is greater than your comparison with other's ratio, equity distress is experienced, and the tension likely creates negative emotions such as guilt or anxiety.

According to expectancy theory, motivational force equals zero if expectancy, instrumentality, or valence is zero.

True

Employees who feel a sense of equity on the job are more likely to engage in citizenship behaviors.

True

Motivation is a set of energetic forces that originates both within and outside an employee.

True