HRM 360 Chapter 6
Bill Stoner has believed for several years that he works as hard as his coworker, Barry Savage, but never seems to receive the pay increases or recognition that savage does. Stoner has grown frustrated with trying to "catch up" with savage and has started feeling more motivated since he realized his superiors pay more attention to him than they do another coworker, Fred Jennings. According to equity theory, Stoner has changed his: A. referents B. inputs C. outcome/input ratios D. perception of his referent's inputs
A
In ERG theory, ______________ involve self-development and meaningful, productive work A. growth needs B. existence needs C. self-actualization needs D. physiological needs
A
Laura has dreamed of playing in a symphony. She practices her instrument every day and yet year after year, she cannot successfully play the difficult musical piece necessary to try out. This is an example of: A. motivation not equaling performance B. vicarious learning being of utmost importance C. motivation being the main factor in performance D. extrinsic motivation outweighing intrinsic motivation
A
Which of the following is the LEAST LIKELY question that an employee would ask himself when thinking about what to do and how hard to try to succeed at work A. How much money will the company gain from this work? B. Will I be able to obtain the outcomes I want? C. Do I need to perform at a high level to obtain these outcomes? D. If I try hard, will I be able to perform at a high level?
A
_______________ involves the perceived fairness of distribution of outcomes in organizations, such as pay or promotions A. distributive justice B. procedural justice C. interpersonal justice D. informational justice
A
____________ is concerned with how employees make choices among alternative behaviors and levels of effort A. Equity theory B. ERG theory C. Expectancy theory D. Need theory
C
All of the following can be the referent to in equity theory EXCEPT: A. another worker perceived as similar to oneself B. oneself at the current point in time C. one's expectations about what the job should require and provide D. a group of workers perceived as similar to oneself
B
Expectancy theory asserts tat if an outcome has negative valence, and employee: A. prefers having the outcome to not having it B. prefers not having the outcome C. does not believe he or she can achieve the outcome D. fears the outcome
B
Maslow asserted that ______________ pertain to realizing one's full potential as a human being A. esteem needs B. belongingness needs C. self-actualization needs D. physiological needs
C
The key challenge facing managers in terms of motivation is how to encourage employees to A. expect more outcomes from the job B. shift from extrinsic to intrinsic work behavior C. contribute inputs to their jobs and to the organization D. shift from intrinsic to extrinsic work behavior
C
A high level of motivation always results in a high level of performance
False
An employee's work motivation can be either intrinsic or extrinsic, but not both
False
According to Adams, a referent could be another employee, oneself at a different place or time, or one's expectations
True
According to Maslow, self-actualization is the highest-level need
True
According to expectancy theory, employees are motivated to receive positive outcomes and avoid negative outcomes
True
Employees are going to be motivated to perform desired behaviors at a high level only is they think they can do so
True
Employees can be motivated in functional or dysfunctional ways
True
Instrumentality is the perceived association between a certain level of job performance and the receipt of a specific outcome
True
Leaving the organization is a common response to underpayment inequity
True
The three types of needs in Alderfer's theory are existence, relatedness, and growth
True
