Chapter 7 TF

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Expectancy theory posits that a person will choose that effort level to exert which results in the maximum output given the least input.

False

Extinction occurs when a consequence makes it more likely the response will be repeated in the future

False

Herzberg's motivators are most directly related to job context factors.

False

High nAch people like situations where the probability is very difficult

False

Intensity is what a person is motivated to achieve.

False

It appears that people go through Maslow's hierarchy in a mechanical fashion.

False

Most people are more sensitive to over-reward inequity than to under-reward inequity.

False

Motivation is only a matter of effort.

False

Operant conditioning focuses on the learning of involuntary behaviors.

False

Punishment works best when used without any other forms of reinforcement

False

SDT theory suggests that the primary way to motivate high performance for uninteresting jobs is to emphasize intrinsic rewards.

False

Self-efficacy is not one of the stronger determinants of performance in any particular task situation.

False

The best motivation theory is expectancy theory.

False

The closest to what we think of as effort is direction.

False

Herzberg's Motivator-Hygiene Theory suggests that managers should focus more on motivators in the work place than hygienes.

True

Herzberg's motivator/hygiene theory has stimulated the development of job enrichment programs in the US.

True

In expectancy theory the attractiveness of an alternative is determined by expectations of what is likely to happen.

True

In the majority of cases, employees are more likely to experience under-reward inequity then over-reward.

True

It is common for unintended factors to influence the equity perception.

True

Job content is what people actually do when performing their job duties.

True

Maslow's theory is based on the prepotency concept.

True

Maslow's theory posits that to maximize employee motivation, employers must try to guide employees to the upper parts of the hierarchy.

True

McClelland argued that a high need for social power was the most important motivator for successful managers.

True

McClelland believed nAch, nAff, and nPow are learned primarily in childhood.

True

Motivation is a result of people interacting with their situations to satisfy unmet needs or to resolve cognitive dissonance.

True

Nonreinforcement can also reduce the likelihood that desirable behavior will continue.

True

Operant refers to operating on the environment.

True

Research estimates that most people over-estimate the pay of others.

True

SDT is a motivation theory that seeks to explain what causes motivation as well as the effects of extrinsic rewards on intrinsic motivation.

True

Setting a goal through a "do your best" process will usually not result in the best performance.

True

Specific self-efficacy is a state-based expectation which means a judgment about the likelihood of successful task performance measured immediately before any effort is expended on the task.

True

The unique feature of Herzberg's theory is that job conditions which prevent dissatisfaction do not cause satisfaction.

True

Whatever need that is motivating a person at a given time is a manifest need.

True

When a person's outcome to input ratio is equal to a referent others, there is a state of equity.

True

Expectancy theory differs from most motivation theories because it highlights the fact accurate performance measurement is not necessary.

False

. Avoidance learning is a consequence to behavior with the purpose of making the behavior less likely to recur.

False

. Process theories of motivation try to explain what motivates behavior.

False

A latent need can be inferred from a person's behavior.

False

According to Herzberg, hygiene factors are directly related to job content.

False

Alderfer's ERG theory compresses Maslow's five categories into the three needs of existence, growth, and individual power needs.

False

. Continuous reinforcement can be detrimental in the long run.

True

. The basic premise of equity theory is that people continuously monitor the degree to which their work environment is "fair."

True

A basic premise of operant conditioning is the Law of Effect.

True

A motive is the need which a person is attempting to satisfy.

True

A perceived state of equity can be obtained through the distortion of a person's perceptions of the outcomes or inputs of either party.

True

According to Alderfer, the more a person satisfies the growth need, the more important it becomes and the more strongly one is motivated to satisfy it.

True

Considerable amounts of research have demonstrated that tasks are intrinsically motivating when they satisfy at least one of three higher-order needs, competence, autonomy, and relatedness.

True

ERG theory focuses attention upon movement through the set of needs in both directions.

True

Equity theory is concerned with the reactions people have to outcomes they receive as part of a "social exchange."

True

Expectancy theory assumes people are rational.

True

Expectancy theory predicts that employees will be motivated to perform when effort will result in god performance.

True

Expectancy theory states that an organization needs to make outcomes contingent on performance to maximize motivation.

True

Extrinsic motivation is when a person performs a given behavior to acquire something that will satisfy a lower-order need.

True

Goal theory states people will perform better if they have difficult, accepted, performance goals or objectives.

True

Motivation arises out of an interaction between a person and a particular situation

true


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