MGMT TEST 2- SB CHAPTER 11

Which of the following are among Locke and Latham's mechanisms behind the power of goal setting?

- Goals foster the development of plans. - Goals increase persistence. - Goals direct attention.

Which of the following are among the top-down approaches to job design?

- Job enlargement - Scientific management - Job rotation

Frederick Herzberg's theory states which of the following?

- Managers can improve motivation by improving both motivators that create satisfaction and hygiene factors that reduce dissatisfaction. - Job dissatisfaction is associated with hygiene factors - Job satisfaction is associated with motivating factors.

McClelland's theory states that employees are motivated by acquired needs that include the need for:

- affiliation - achievement - power

Self-determination theory assumes that our behavior and well-being are influenced by which innate needs?

- autonomy - relatedness - competence

Which of the following are considered outputs in equity theory? (Check all that apply.)

- bonuses - recognition

Who wrote the book The Human Side of Enterprise, which explores two contrasting sets of assumptions about human nature?

Douglas McGregor

The question "What are the chances of reaching my performance goal?" represents which element of Vroom's expectancy theory?

Expectancy

McClelland's theory, developed in the 1940s, proposed that employee behaviors are driven by three needs.

acquired

David McClelland's theory about the drivers of employee behavior is the:

acquired needs theory

Job crafting is the:

approach to job design in which individuals make physical and cognitive changes in the task or relational boundaries of their work

Needs are defined as physiological or psychological deficiencies that:

arouse behavior

Self-determination theory assumes that three innate needs—autonomy, , and relatedness—drive our behavior.

competences

According to Locke and Latham's research on the mechanisms behind goal setting theory, goals

create persistence

Altering jobs to improve employee experience and productivity is called job

design

Expectancy theory states that people are motivated to behave in ways that produce

desired combinations of expected outcomes

The form of organizational justice that reflects the perceived fairness of how rewards are allocated is:

distributive justice

The job design method that puts more variety into a job by combining specialized tasks of comparable difficulty is job .

enlargement

Which process theory explains how people strive for fairness and justice in social exchanges or give-and-take relationships?

equity theory

Which theory is based on comparing one's outputs and inputs with those of others?

equity theory

Vroom's _____ theory requires that all three of the elements must be high for motivation to be high.

expectancy

The theory that can be used to predict behavior in any situation where there is a choice between two or more alternatives is:

expectancy theory

True or false: McClelland's acquired needs theory states that everyone has an equal balance of affiliation, power, and achievement needs.

false

The theory that proposes that job satisfaction comes from motivating factors and dissatisfaction from the absence or weak presence of hygiene factors is based on research done by:

fredrick herzberg

The use of feedback and participation in deciding how to achieve goals is part of which theory?

goal setting theory

Research has shown that setting ____ helps motivate individuals, teams, and organizations to achieve success.

goals

Job enlargement is also known as loading the job. (Enter one word in the blank.)

horizontal

Which of the following paraphrases comparisons as used in equity theory?

how does my ratio of outputs to inputs compare with those of relevant others?

Job design terms that individuals negotiate for themselves involving schedule flexibility, career development, or other adjustments are known as deals

idiosyncratic

Job design terms that individuals negotiate for themselves involving schedule flexibility, career development, or other adjustments are known as deals. (Enter one word in the blank.)

idiosyncratic

What are job design terms that individuals negotiate for themselves involving schedule flexibility, career development, or other adjustments?

idiosyncratic deals

Feelings of inequity are based on whether you perceive that the outputs you receive are adequate to compensate for your collective . (Enter one word in the blank.)

inputs

The question "What are the chances of receiving various outcomes if I achieve my performance goals?" represents which element of Vroom's expectancy theory?

instrumentality

The form of organizational justice that reflects whether people are told the truth and treated with respect is:

interactional justice

Which element of organizational justice has the weakest relationship to desired workplace outcomes?

interactional justice

The approach to job design in which individuals make physical and cognitive changes in the task or relational boundaries of their work is known as:

job crafting

The job design method that puts more variety into a job by combining specialized tasks of comparable difficulty is:

job enlargement

Employees' perceptions of are enhanced when they have a voice in the decision-making process. (Enter one word in each blank.)

justice

The psychological mechanisms that guide the direction, intensity, and persistence of one's behaviors or thoughts are known as:

motivaation

Vroom's expectancy theory requires that all three of the elements must be high for ____ to be high.

motivation

Job rotation is the top-down approach that:

moves employees from one specialized job to another

Physiological or psychological deficiencies that arouse behavior are known as

needs

According to David McClelland's acquired needs theory,

one need often dominates over the others

Pay, promotions, challenging assignments, participation in decision making are all considered ______ in Adam's equity theory.

outputs

The theories that focus on explaining the process by which internal and situational factors influence employee motivation are known as ______ theories.

process

The job design method that moves employees from one job to another is job

rotation

The title of Douglas McGregor's book, which formulated two contrasting views of human nature is:

the human side of enterprise

True or false: Research in more than 1000 different studies from a wide range of countries show that goal setting helps achieve success.

true

Herzberg's theory states that there are separate sets of factors that create satisfaction and dissatisfaction on the job.

two

When do feedback and participation lead to higher performance in achieving a goal?

when the goal is specific and difficult

Who formulated the theory that motivation is a function of five basic needs: physiological, safety, love, esteem, and self-actualization?

Abraham Maslow

One way managers can improve employee perceptions of procedural justice is to:

Allow them to participate in important work decisions

What does equity theory explain?

- how people strive for fairness in social exchanges - how people strive for fairness in give and take relationships

The approach to job design in which individuals make physical and cognitive changes in the task or relational boundaries of their work is known as

- job - crafting

The activities that involve alteration of specific jobs or sets of interdependent jobs to improve employee experience and motivation are known as . (Enter one word in the blank.)

- job - design

The acquired needs in McClelland's acquired needs theory include the:

- need for power - need for achievement

Equity theory uses a comparison of _____ the ratio of to ______ . (Enter one word in each blank.)

- outputs - inputs

Select all of the characteristics that are influenced by motivation.

- persistence of behavior or thought - direction of behavior or thought - intensity of behavior or thought

Which of the following are included in Maslow's need hierarchy theory?

- physiological needs - esteem needs

According to research on the elements of organizational justice, which two of them relate strongly to desired outcomes?

- procedural justice - distributive justice

The general categories of motivation theories include:

- process theories - content theories

The top-down approaches to job design include:

- scientific management - the job characteristics model - job enlargement