Mgmt 391 Ch. 5

The close linkage of to performance under expectancy theory is crucial for enhancing motivation. a. knowledge and skill b. rewards c. equity d. satisfaction

b

Management Sciences for Health CEO Jonathan Quick displayed a high need for socialized versus personalized power. He would probably: a. be an effective leader and have concern for others. b. be disruptive because of his high need for power. c. also score high on individual power. d. be more effective if he scored higher on personalized versus socialized power.

a

Maslow's hierarchy of needs model helps to explain that employees are always motivated to satisfy one or more needs but that: a. a satisfied need is no longer a motivator and employees progress to the next higher order of needs. b. high-order needs are rarely met even in a minimal fashion and play a negligible role in motivating employees. c. lower-order needs are never met and play a minimal role in motivating employees. d. progression to a higher order of needs does not occur.

a

Maslow's progression hypothesis states that: a. as one level of need is satisfied, an individual considers the next higher level of need as a source of motivation. b. it is important to focus more on the physical and economic needs of individuals than on their psychological and interpersonal needs. c. individuals will move up the hierarchy of needs as well as down the hierarchy. d. higher order needs are more important than lower order needs.

a

Which of the following is considered a motivating factor in Herzberg's two-factor theory? a. Recognition b. Fringe benefits c. Supervision d. Working conditions

aa

According to Herzberg, which of the following factors are related to job dissatisfaction? a. Motivation factors b. Hygiene factors c. Lower-order needs d. The absence of motivation factors

b

According to McClelland's research, successful managers tend to have a high need for: a. personalized power. b. achievement. c. affiliation. d. security.

b

As a member of a study group, you feel that others are making minimal contributions. In this situation you are LEAST likely to: a. praise the inputs of others. b. increase your contribution. c. complain about others' contributions. d. withdraw from the group.

b

Frederick Taylor's scientific management advanced the idea that: a. unfulfilled needs acted as motivation. b. the relationship of management and labor should be one of cooperation rather than conflict. c. money was not a motivator. d. self-interest and economic gain are motivators for the owners of production and not the employees of owners.

b

The Thematic Apperception Test (TAT) is used to measure: a. a person's tendency to not use perception. b. the achievement motive of an individual. c. the equity perceptions of an individual. d. cognitive themes of an individual.

b

The belief that performance is connected to rewards is known as: a. expectancy. b. instrumentality. c. valence. d. probability or likelihood.

b

The expectancy theory prediction that people work to maximize their personal outcomes is consistent with: a. Adams' equity theory of social exchange contributions/inputs. b. Adam Smith's ideas of working in one's own self interest. c. Maslow's hierarchy of need and the progression hypothesis. d. Herzberg's emphasis on pay and hygiene factors.

b

The proposition that a person's life was founded on the compulsion to work and the power of love is related to the: a. Protestant ethic. b. psychoanalytic approach. c. process theories. d. Calvinistic perspective on motivation.

b

. All of the following are demands an organization can place on an employee except: a. deadlines. b. quality standards. c. advancement opportunities. d. production quotas.

c

According to the the equity theory, when employees view managers as being overpaid, the employees may: a. work harder. b. not change. c. reduce their commitment. d. become more efficient.

c

After working as a sales associate in an appliance store for six months, you begin to become dissatisfied with various rules and regulations at the workplace, or: a. motivator factors. b. Theory Y assumptions. c. hygiene factors. d. relatedness concerns.

c

All of the following would be consistent with new ideas in motivation except: a. eustress. b. that individuals need to be activated by unmet needs. c. that individuals are motivated by their own physical, emotional, mental, and spiritual energy. d. that energy recovery is as important as energy expenditure.

c

An approach to employee motivation that considers both psychological needs and external incentives is: a. psychodynamic theory. b. McGregor's Theory X and Theory Y. c. psychological ownership. d. organizational citizenship behavior.

c

An important theoretical revision to Adams' original equity theory formulation involves individual preferences for equity. An equity sensitive individual is someone: a. comfortable with an equity ratio less than his or her comparison other. b. comfortable with an equity ratio greater than that of his or her comparison other. c. who prefers an equity ratio equal to that of his or her comparison other. d. uncomfortable with a ratio either lesser or greater than that of his or her comparison other.

c

Assume you have accepted a job offer and will shortly begin working in your first professional position. The firm has provided a very competitive salary and benefit package. Your attention is now directed to learning and advancement opportunities. According to Alderfer and McGregor, these are: a. relatedness and Theory X concerns. b. existence and Theory Y concerns. c. growth and Theory Y concerns. d. neither Theory X nor Y concerns.

c

Assume you own and operate a small printing and specialty advertising business that employs 25 persons. With increased health care costs and related insurance premiums you are contemplating the cancellation of health and hospitalization insurance for your employees. Your decision may cause your employees to become greatly concerned about: a. self-esteem needs. b. affiliation needs. c. safety and security needs. d. self-actualization needs. `

c

Equity theory is a(n) . a. need approach to motivation. b. external approach to motivation. c. social exchange process approach to motivation. d. critical-incident technique approach to motivation.

c

Eustress most accurately reflects: a. the notion that each individual is responsible for managing acceptable levels of stress. b. that each individual has different levels of stress that he or she can effectively manage. c. the positive side of stress that is healthy and normal. d. the negative side of stress that leads to ill health.

c

McGregor believed that Theory X assumptions were appropriate for: a. individuals located at the top of the organization. b. employees located at the lower level of the organization. c. individuals motivated by lower order needs. d. individuals motivated by higher order needs.

c

Modern management practices such as employee management recognition programs, flexible benefit packages, and stock ownership plans emphasize: a. internal needs. b. intrinsic motivation. c. external incentives. d. the principle of the psychodynamic theory.

c

The expectancy theory of motivation focuses on: a. individual needs. b. social exchange processes. c. personal perceptions. d. learning.

c

The motivation theory that holds that employee motivation is determined by the belief that a valued outcome will result from effort is called the: a. equity theory. b. goal-setting theory. c. expectancy theory. d. two-factor theory.

c

The process of arousing and sustaining goal-directed behavior is called: a. energizing. b. psychoanalysis. c. motivation. d. affiliation.

c

Which of the following statements is most accurate regarding the current state of motivation theories? a. The reinforcement approach to motivation has been found to be superior to other motivational models. b. Freud's psychodynamic theory of motivation has generally been supported with the strongest empirical evidence. c. There are several approaches to motivation, and one or another may be useful in specific organizational contexts, with specific individuals or groups, at different times. d. The motivational models that make strong economic assumptions regarding human motivation have received the most universal acceptance.

c

Which of the following would NOT be considered a valid criticism of Herzberg's two-factor theory? a. Data have not been provided that support a clear separation of hygiene and motivator factors. b. There is an absence of individual differences in the theory. c. Hygiene factors are more important in determining satisfaction or dissatisfaction on the job. d. Most of the supporting data for the model has come from Herzberg's students using the critical incident technique.

c

Which of the following would be the best framework if you use calculated involvement as a basis for understanding a person's relationship with a work organization? a. Need theory b. Content theory c. Social exchange d. Vroom's personal perception expectancy model

c

A key understanding to the relationship between hygiene and motivation factors is that: a. they are interdependent. b. they are positively related. c. they are additive. d. they are independent.

d

According to Herzberg, a major difference between motivator and hygiene factors includes: a. motivation factors are controlled by supervisors and hygiene factors are contained within the job. b. motivation factors are important to a certain level but unimportant beyond that threshold whereas hygiene factors are essential for enhancing employee motivation. c. motivation factors concern negative aspects of the job environment and hygiene factors deal with personal appearance. d. motivation factors relate to job satisfaction and hygiene factors relate to job dissatisfaction.

d

According to the Protestant ethic, a person should work hard because hard work and prosperity would lead to a place in heaven. The organizational scholar who advanced the Protestant Ethic notion was . a. John Calvin b. Sigmund Freud c. Adam Smith d. Max Weber

d

Adam Smith formulated the "invisible hand" and the free market to explain the motivation for individual behavior. The "invisible hand" refers to: a. personal ethics in a free market system. b. unconscious motives. c. internal needs. d. unseen forces of a free market system.

d

Alderfer's growth need category corresponds to Maslow's: a. interpersonal love needs. b. safety and security needs. c. social needs. d. self-esteem and self-actualization needs.

d

All of the following are drives or needs that underlie employee motivation Except: a. to acquire. b. to bond. c. to achieve. d. to comprehend.

d

All of the following are need for achievement concerns except: a. challenging goals. b. task difficulty. c. improvement. d. supervisory control.

d

Persons who have a strong desire to influence others are high in the: a. need for achievement. b. need for affiliation. c. need for safety. d. need for power.

d

The basic motivational assumption within Taylor's scientific management is the same as within Adam Smith's political economic notions which holds that: a. both intrinsic and extrinsic factors influence motivation. b. ungratified needs motivate behavior. c. individuals are largely motivated by power, affiliation, and achievement. d. people are motivated by self-interest and economic gain.

d

The importance and value placed on a reward in expectancy theory is known as: a. need. b. instrumentality. c. likelihood. d. valence.

d

The sets of needs related to the animalistic avoidance of pain and human desire for psychological growth form the basis for: a. Theory X & Theory Y. b. Maslow's hierarchy of needs. c. McClelland's need theory. d. Herzberg's two-factor theory. `

d

Under the theory of inequity, people are motivated when: a. they are in equilibrium with perceptions of inputs and outcomes. b. they can see that their inputs lead to rewards. c. they can identify that social needs are being satisfied in relation to job expectations. d. they find themselves in a situation they see as unfair.

d

Which of the following has been identified as both a hygiene and motivational factor in research done on Herzberg's two-factor theory? a. Achievement b. Coworker relations c. Advancement d. Pay

d

Which of the following would NOT be considered a weakness of expectancy theory? a. The theory assumes a person is totally rational. b. The theory's complexity has made it difficult to test. c. The measures of instrumentality, valence, and expectancy have only weak validity. d. The values for each construct have been relatively stable over time.

d

Which of the following would be considered a valid conclusion regarding Herzberg's two-factor theory? a. The presence of motivation factors is not necessarily essential to enhancing employee motivation to excel at work. b. Hygiene factors are of critical value to enhancing motivation. c. The model has adequately addressed individual differences. d. Hygiene factors are important to a certain level but unimportant beyond that threshold.

d

`Maslow's hierarchy of needs model begins with needs and ends with needs. a. security; social b. achievement; security c. esteem; affiliation d. physiological; self-actualization

d