organizational behavior 4
2. Factors that motivate depend on the individual and the situation the individual is in. a. True b. False
a
1. According to Maslow, the highest level of needs pertain to safety. a. True b. False
b
1. Motivation is a. a component of ability, personal traits and desire. b. an individual's intensity, direction and persistence. c. an effort toward creating goals. d. a constant intensity. e. an attitudinal trait.
b
27. ROWE stands for a. Results-Only Work Environment. b. Recognition Organization Work Environment. c. Realistic Organizational Work Expectancies. d. Results-Only Work Expectancies. e. Rational Organizational Work Environment.
a
28. Michealson suggests that researchers have a moral obligation to make workplaces better for employees. a. True b. False
a
42. Sam and his assistant Kim recently sat down to collectively set tangible performance goals for her. This is a key aspect of MBO. a. True b. False
a
44. Tom is of the belief that the more effort that he puts into his job, the better he will perform. This is called expectancy. a. True b. False
a
15. In equity theory, if perceived inputs and outcomes are not balanced, an individual will make adjustments to correct the imbalance. a. True b. False
a
17. According to the equity theory, if you pay an individual an hourly rate, overpaying this individual will result in greater output. a. True b. False
a
19. A negative instrumentality indicates that high performance reduces the chances of getting a desired outcome. a. True b. False
a
19. According to Maslow, when does a need stop motivating? a. when it is substantially satisfied b. it never stops motivating c. when one returns to a lower level need d. when a higher level need comes into focus e. when too many other needs come into focus.
a
21. Research suggests that the level of commitment and financial incentives affect whether goals are achieved. a. True b. False
a
26. For the individual employee, MBO provides a. specific, personal performance objectives. b. increased monetary compensation. c. communication between co-workers. d. a means to an end. e. a way to keep the company accountable.
a
26. To increase employees' perception of procedural justice, managers should consider openly sharing information the process they follow when allocating rewards and work assignments. a. True b. False
a
27. Operant conditioning assumes behaviour is influenced by the consequences of the behaviour. a. True b. False
a
29. Goal commitment and financial incentives affect whether goals are achieved. a. True b. False
a
31. When extrinsic rewards are given to someone for performing an interesting task, it causes intrinsic interest in the task itself to decline. a. True b. False
a
36. Bikram, a recent B.Eng. (engineer), has started his first job with an engineering firm; Bikram uses a self-outside comparison to determine if the company is treating him fairly. Bikram will compare his treatment to a. his experience as a work study student b. a fellow male B.Eng recently hired by the firm c. a fellow female B.Eng hired by the firm two years ago d. a fellow female B.Eng recently hired by another firm e. a woman with an M.Sc. hired with Bikram for the same department
a
36. Latin American managers have stronger belief that their employees are motivated by intrinsic factors. a. True b. False
a
39. The most important thing to John after 15 years with the same company is his job title and public recognition. This indicates that he is at the esteem stage of Maslow's hierarchy. a. True b. False
a
40. The most important job-related issue for Diane is an easy commute to work. This is known as a hygiene factor according to Hertzberg. a. True b. False
a
41. Mike has a tendency to try to intimidate his employees, believing that they are best motivated by fear. This is consistent with Theory X. a. True b. False
a
42. Within the framework of the equity theory, if an employee perceives iniquitous treatment and decides to exert less effort, what choice have they made? a. change their inputs b. change their outcomes c. adjust perceptions of self d. choose a different referent e. adjust perceptions of others
a
45. Historically, equity theory focused on ________ justice. a. distributive b. procedural c. organizational d. interactional e. relative.
a
47. Kenneth Thomas identifies four key rewards that increase an individual's intrinsic motivation; they are a. sense of choice, sense of competence, sense of meaningfulness, sense of progress. b. sense of justice, sense of competence, sense of meaningfulness, sense of progress. c. sense of choice, sense of competence, sense of meaningfulness, sense of task. d. sense of choice, sense of competence, sense of meaningfulness, sense of justice. e. sense of choice, sense of judgment, sense of meaningfulness, sense of progress.
a
51. An employee motivated by intrinsic rewards, would most likely choose a. ongoing opportunities for education and training. b. a company car. c. incentive bonuses. d. increased salary. e. generous employee benefits.
a
54. Which of the following is suggested by cognitive evaluation theory? a. It would make sense to make an individual's pay non-contingent on performance. b. Employees are motivated by a hierarchy of needs. c. Extrinsic rewards increase intrinsic rewards. d. Needs are divided into higher-order and lower-order categories. e. It would make sense to make an individual's pay contingent on performance.
a
61. If a manager uses positive or negative reinforcement when an employee completes a task, the manager is trying to a. strengthen the behaviour of completing the task. b. weaken the behaviour of completing the task. c. strengthen the behaviour of completing the task with positive reinforcement and weaken the behaviour of completing the task with negative reinforcement. d. weaken the behaviour of completing the task with positive reinforcement and strengthen the behaviour of completing the task with negative reinforcement.. e. intermittently strengthen the behaviour by using positive reinforcement and then negative reinforcement.
a
68. Roy really disliked his job. He forced himself to go to work each day out of fear of losing his only source of income. Roy was working mainly because of a. negative reinforcement. b. operant conditioning. c. positive reinforcement. d. intermittent reinforcement. e. continuous reinforcement.
a
7. Unlike her co-workers, Jane was motivated by challenge, personal satisfaction, and by doing interesting work; most of her coworkers were just in it for the money. Jane was motivated by a. intrinsic motivators. b. safety motivators. c. social motivators. d. extrinsic motivators. e. esteem motivators
a
81. Carrie was unhappy with the pay increase that she recently received. She didn't think that the dollar value was fair relative to her performance, and she was even more upset that some of her coworkers received a greater increase than she did. This is an example of a. distributive justice. b. procedural justice. c. interactional justice. d. operant justice. e. equitable justice.
a
9. In expectancy theory, the strength of a person's expectancy depends on how strongly he believes he can achieve high performance in the task. a. True b. False
a
In MBO, goals should be tangible and measurable. a. True b. False
a
Julie wishes to apply Maslow's hierarchy in her workplace. She is interested in how various employee needs are met by the organization. Social needs can be met by providing employees with a place to take their breaks together. a. True b. False
a
Julie wishes to apply Maslow's hierarchy in her workplace. She is interested in how various employee needs are met by the organization. Some of the employees' safety needs are met by providing them with insurance. a. True b. False
a
10. Expectancy theory predicts that an employee will exert only a low level of effort if he or she perceives a strong relationship between effort and performance, performance and rewards, and rewards and personal goals. a. True b. False
b
11. In McClelland's theory of needs, the need for power is the drive to excel, and to achieve in relation to a set of standards. a. True b. False
b
12. In MBO, goals are established for departments and units rather than for individual employees. a. True b. False
b
13. Maslow's hierarchy of needs is arranged in which order? a. physiological, esteem, safety, social, and self-actualization b. physiological, safety, social, esteem, and self-actualization c. safety, physiological, esteem, social, and self-actualization d. physiological, social, safety, esteem, and self-actualization e. physiological, social, safety, self-actualization, and esteem
b
14. The four ingredients common to MBO programs are goal specificity, participative decision making, an implicit time period, and performance feedback. a. True b. False
b
16. Herzberg's theory of needs assumes a link between satisfaction and productivity that was measured and demonstrated. a. True b. False
b
18. McClelland's theory tells us that individuals with a high need for achievement make good managers. a. True b. False
b
20. Difficult goals, when accepted, result in lower performance than do easy goals. a. True b. False
b
21. The needs for achievement, power, and affiliation are part of whose theory? a. Frederick Herzberg's b. David McClelland's c. Victor Vroom's d. Abraham Maslow's e. Douglas McGregor's
b
22. In general, organizational citizenship behaviour is motivated more by extrinsic rewards, than intrinsic rewards. a. True b. False
b
22. What are the three core groups of needs in the ERG theory? a. existence, external, growth b. relatedness, growth, existence c. existence, reliability, growth d. external, growth, reliability e. reliability, external, growth
b
23. Extrinsic rewards include challenging projects, autonomy, recognition, and opportunity for additional training. a. True b. False
b
25. An employee low in self-efficacy is likely to increase their effort when given negative feedback. a. True b. False
b
30. Cognitive evaluation theory is concerned with whether individuals perceive that rewards are distributed in a fair and equitable manner. a. True b. False
b
32. Cognitive evaluation theory argues that extrinsic rewards increase intrinsic motivation. a. True b. False
b
34. The choice of intrinsic or extrinsic reward has little effect on employee behaviour. a. True b. False
b
37. Harry is motivated by salary increases, promotions and benefits packages. Thus, he is motivated by intrinsic rewards. a. True b. False
b
38. Institutions such as prisons and the military are unlikely to embrace Theory X. a. True b. False
b
50. Which of the following set of four behaviours has Kenneth Thomas identified as ones that can build intrinsic rewards for their employees? a. leading for choice, leading for justice, leading for meaningfulness, and leading for progress b. leading for choice, leading for competence, leading for meaningfulness, and leading for progress c. leading for passion, leading for competence, leading for meaningfulness, and leading for progress d. leading for choice, leading for competence, leading for meaningfulness, and leading for satisfaction
b
6. The main theories of motivation fall into one of two categories: needs theories and justice theories. a. True b. False
b
62. Reinforcement theory allows managers to vary rewards and punishments based on a. time intervals and fixed schedules. b. time intervals and behaviour ratios. c. intermittent schedules and fixed intervals. d. continuous reinforcement behaviour intervals. e. intermittent schedules and .
b
64. Weekly paychecks are an example of what type of schedule of reinforcement? a. continuous b. fixed-interval c. fixed-ratio d. variable-interval e. variable-ratio
b
7. When hygiene factors are present, they usually lead to job satisfaction. a. True b. False
b
73. Zeke was a manager who believed that, in general, people disliked work; he believed people had to be forced or threatened with punishment to motivate them to work. Zeke believes in which of the following management theories? a. Theory Z b. Theory X c. Theory Y d. Theory Q e. Theory T
b
78. Which of the following is a process theory of motivation? a. equity theory b. expectancy theory c. needs theory d. hygiene theory e. ERG theory.
b
8. According to Alderfer, once an employee's existence needs are substantially satisfied, the employee moves on to his or her relatedness needs. a. True b. False
b
8. Chao has a lot of internal drive. His overall goal in life is to "be all that he can be" in all aspects of his life. Which level of Maslow's hierarchy of needs is reflected in Tommy's attitude? a. social b. self-actualization c. physiological d. esteem e. safety.
b
80. Jason faced an uproar recently after his employees received their annual pay increases. The employees complained that the company didn't follow a fair process in awarding the increases. This is an example of a. distributive justice. b. procedural justice. c. interactional justice.
b
82. The premise that higher level needs can emerge before lower level needs are met is part of a. Maslow's theory. b. ERG theory. c. process theory. d. expectancy theory. e. valence theory.
b
Julie wishes to apply Maslow's hierarchy in her workplace. She is interested in how various employee needs are met by the organization. The organization will find that employees' self-actualization needs are the easiest to satisfy. a. True b. False
b
12. James had dreamed of making lots of money since he was a child, and that has driven him to great success. James is motivated by a. intrinsic motivators. b. esteem motivators. c. extrinsic motivators. d. safety motivators.
c
16. Which of the following would Herzberg classify as a hygiene factor? a. responsibility b. growth c. company policy d. achievement e. self-satisfaction.
c
18. Herzberg investigated which of the following questions? a. What do people need from their jobs? b. What do people dislike about their jobs? c. What do people want from their jobs? d. What do people take from their jobs? e. What do people do at their jobs?
c
2. Kane was a manager who believed most employees worked only for money. He assumed that they disliked work, and as a result a. he lets employees choose their own goals. b. he allows employees to use discretion. c. he imposes strict controls. d. he makes extensive use of delegating authority. e. he allows employees to make decisions.
c
20. The theory which asserts that motivation depends upon the strength of a tendency to act in a certain way, which in turn depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual, is called a. Herzberg's dual-factor theory. b. McClelland's three needs theory. c. Vroom's expectancy theory. d. Maslow's hierarchy of needs e. Alderfer's ERG theory.
c
23. In contrast to the hierarchy of needs theory, ERG theory suggests that a. no more than one need may be working at one time. b. lower-level needs must be satisfied before higher-level needs. c. more than one need may be working at the same time. d. ERG is less consistent with our knowledge of individual differences than other needs theories. e. interpersonal relationships are the most pressing need to be satisfied.
c
24. Which of the following is least important in goal-setting theory? a. goal difficulty b. goal specificity c. equity among co-workers d. feedback e. participation in goal setting
c
25. Management by objectives (MBO) emphasizes setting goals with the employee; according to MBO, goals should be a. easy to attain. b. approved by management. c. tangible, verifiable, measurable. d. easy to create and develop. e. general in nature.
c
28. SMART stands for a. specific, measurable, attainable, reliable, and time-bound. b. specific, unfixed, attainable, results-oriented, and time-bound. c. specific, measurable, attainable, results-oriented, and time-bound. d. equivocal, measurable, attainable, results-oriented, and time-bound. e. specific, measurable, inaccessible, results-oriented, and time-bound.
c
37. When people perceive an imbalance in their outcome-input ratio relative to others a. an illegal situation is assumed. b. they expect to be promoted. c. tension is created. d. turnover is inevitable. e. goal setting needs to be renewed.
c
60. Don was in the habit of reprimanding employees when they arrived late for work. The second time an employee was late, he or she would be docked pay. Don is using which type of reinforcement? a. positive b. negative c. punishment d. extinction e. critical incident
c
70. When Brock was recently deciding between two job offers, his decision came down to which offer reflected the better health insurance, pension plan, and safe working conditions. According to Maslow, which need level is he focusing on in his decision? a. esteem b. physiological c. safety d. social
c
72. ABC Inc. is well known as a company that uses a human relations approach; the company emphasizes nurtures creativity and self-control in its employees. This company was following a. Theory X. b. Theory Z. c. Theory Y. d. Theory T. e. Theory Q.
c
74. When dealing with his employees, Ted follows the practice of explicitly setting aside time to find out what kind of rewards each of his employees prefers and striving to offer these in the work environment He is likely following a. equity theory. b. goal-setting theory. c. expectancy theory. d. EKG theory. e. hygiene theory.
c
75. Based on her long experience as a manager, Stella was convinced that people exert higher levels of effort when the goals set out for them are challenging and specific. Stella appears to be an advocate of a. expectancy theory. b. equity theory. c. goal-setting theory. d. Theory Y. e. motivation-hygiene theory.
c
77. The premise that people learn how to behave to get something that they want or to avoid something that they don't want is called a. positive reinforcement. b. extinction. c. operant conditioning. d. continuous reinforcement. e. intermittent reinforcement.
c
79. Tonya was confused. In order to motivate Sam, one of her employees, she began to pay him for work that she knew he liked to do and for which he was previously not paid. However, she noticed that his overall level of motivation appeared to decrease. The motivation theory that best explains this example is a. operant conditioning. b. distributive justice. c. cognitive evaluation theory. d. Maslow theory. e. Theory X.
c
83. The concept that individuals with a high need for achievement prefer to work on tasks of moderate difficulty is consistent with a. ERG Theory. b. Maslow's theory. c. McClelland's theory. d. expectancy theory. e. valence theory.
c
17. Which one of the following would be considered a motivator in the motivation-hygiene theory? a. salary b. supervision c. working conditions d. recognition e. company policy
d
3. Lilly was a strong employee who was committed to the work objectives of her department and to the goals of her company. Which of the following would likely also be applicable to her? a. dislikes work b. needs to be controlled c. avoids responsibility d. exercises self-direction e. displays little ambition.
d
35. ________ is the belief that performance is related to rewards. a. Valence b. Expectancy c. Self-esteem d. Instrumentality e. Perception
d
40. Jessica feels she received an appropriate salary increase this year, but does not believe that the company's methods for determining salary increases are fair. She believes there is a problem with the firm's a. interpersonal justice. b. distributive justice. c. equity practices. d. procedural justice. e. goal setting methods.
d
41. Within the framework of the equity theory, if an employee perceives iniquitous treatment and decides to work harder, what choice have they made? a. adjust perceptions of others b. choose a different referent c. adjust perceptions of self d. change their outcomes e. change their inputs
d
44. Equity theory demonstrates that, for most employees, motivation is influenced by a. relative rewards. b. input-output ratio. c. absolute rewards. d. relative and absolute rewards. e. job satisfaction.
d
46. ________ justice is the perceived fairness of process used to determine the distribution of rewards. a. Distributive b. Interactional c. Organizational d. Procedural e. Relative.
d
52. According to Cognitive Evaluation Theory, providing incentive pay a. causes co-workers to compete with each other for rewards. b. encourages employees to perform at a higher level to balance the i/o ratio. c. changes the employee's perceptions of self. d. decreases employees' overall levels of intrinsic motivation. e. helps employees meet their need for achievement.
d
53. Which theory considers the issue of whether intrinsic and extrinsic motivators are independent? a. expectancy b. reinforcement c. equity d. cognitive evaluation e. goal-setting
d
56. Assigning goals appears to generate greater goal commitment in a. all cultures around the globe. b. in low individualism cultures. c. in low power distance cultures. d. in high power distance cultures. e. in high individualism cultures.
d
63. Tina is a weak manager because when she trains people the reinforcement type she uses is a. positive reinforcement. b. fixed interval. c. fixed ratio. d. punishment. e. intermittent extinction.
d
76. Harry was concerned about one of his best employees, Karen. She was great at what she did, but she was chronically late for work. To correct this, every time Karen wasn't late for work, he made a point of acknowledging it. Harry was utilizing a. intermittent reinforcement. b. negative reinforcement. c. operant reinforcement. d. continuous reinforcement. e. variable reinforcement.
d
85. An individual's belief that he or she is capable of performing a task is known as a. self-fulfillment. b. self-respect. c. self-esteem. d. self-efficacy. e. self-starting.
d
33. Allowing employees to participate in goal setting, rather than have their boss arbitrarily assign a goal, has an additional effect: each person is more likely to ________ even a difficult goal. a. reject b. misunderstand c. begin resenting d. resist achieving e. accept
e
43. Extrinsic reward for a task may shift employees from a. high performance to higher performance. b. linking performance to appropriate rewards. c. perceiving the work task to be of less importance than others. d. linking employee recognition to organizational goals. e. intrinsic motivation to extrinsic motivation.
e
49. Sense of competence is a. the opportunity to delegate authority. b. the opportunity to pursue worthwhile tasks. c. the opportunity to compete with others. d. the opportunity to select what one will do and perform the way one thinks best. e. the feeling of accomplishment from doing a good job.
e
69. Kelly, a single mother, recently re-entered the workforce in order to be able to pay for her most basic needs, namely food shelter and clothing for her and her son. According to Maslow, which need level was she trying to fulfill? a. self-actualization b. esteem c. safety d. social e. physiological
e
71. Don was a real "people person" so he was glad when his employer recently began to emphasize working in teams. Don enjoyed working with others as opposed to by himself. According to Maslow, which need level is motivating Don? a. esteem b. safety c. self-actualization d. physiological e. social
e
84. Tony was so concerned that his department's project be completed on time that he offered all of his employees a $100 bonus for each day that the project was completed ahead of schedule. This is an example of a. extinction. b. valence. c. variable reinforcement. d. positive reinforcement. e. extrinsic reward.
e
43. Yvonne made sure that the salary increases for her staff were perceived as fair in the amount given to each employee and fair in the process of distributing the increases. This is known as interactional justice. a. True b. False
b
45. Xavier is considered to be a sensitive manager when it comes to the issues facing his employees on a personal level. This means that he scores high with them in terms of distributive justice. a. True b. False
b