Organizational Behavior Study Set 2

_______________ is/are individual-oriented, in that they place primary emphasis on the characteristics of people. A. Content theories B. Expectancy theory C. Equity theory D. Goal-setting theory

A. Content theories

Which of the following is an example of Maslow's self-actualization? A. Developing and mentoring others B. Receiving a high-level promotion C. Having a supportive supervisor D. Receiving regular salary increases

A. Developing and mentoring others

The sets of needs proposed by Alderfer's ERG theory include all of the following except: A. Ego B. Existence C. Relatedness D. Growth

A. Ego

_______________ refers to an individual's belief regarding the likelihood that a particular behavior will be followed by a particular outcome. A. Instrumentality B. Valence C. Expectancy D. Equity

A. Instrumentality

_______________ refers to the strength of a person's belief that attainment of an outcome. A. Instrumentality B. Valence C. Expectancy D. Equity

A. Instrumentality

_________ justice refers to judgments made by employees about whether they feel fairly treated by their supervisors and other authorities in the organization. A. Interpersonal B. Organizational C. Distributive D. Reward

A. Interpersonal

Which of the following is considered a content theory? A. Maslow: five-level need hierarchy B. Vroom: an expectancy theory of choices C. Locke: goal-setting theory that conscious goals and intentions are the determinants of behavior D. All of the choices are based on content theory.

A. Maslow: five-level need hierarchy

Looking at motivation from a content theory approach, the psychological contract suggests that, in return for time, effort, and other considerations, individuals want to receive: A. Need gratification B. Information equity C. Motivation D. Job satisfaction

A. Need gratification

Which of the following statements best reflects Maslow's theory? A. People attempt to satisfy basic needs before trying to satisfying higher-level needs B. The need hierarchy is comprised of existence, relatedness, and growth C. A person who is continually frustrated in satisfying one level of need will regress to the next lowest level need D. All of the choices are correct.

A. People attempt to satisfy basic needs before trying to satisfying higher-level needs

Porter, when testing Maslow's hierarchy, assumed that physiological needs were being adequately satisfied for managers, so he substituted a higher-order need called __________. A. autonomy B. achievement C. intellectual satisfaction D. spirituality

A. autonomy

The content theories presented in the text focus mainly on the needs and incentives that energizes or triggers _______________. A. behavior B. motivation C. leadership D. satisfaction

A. behavior

Job _______________ is defined as the process of building personal achievement, recognition, challenge, responsibility, and growth opportunities into a person's job. A. enrichment B. enlargement C. creation D. opportunity

A. enrichment

The "growth" need within Alderfer's ERG theory is similar to Maslow's __________ category. A. esteem B. self-esteem C. self-fulfillment D. physiological

A. esteem

Alderfer's ERG theory suggests that, in addition to the satisfaction-progression process that Maslow proposed, a _______________ process is also at work. A. frustration-regression B. frustration-anger C. progression-regression D. progression-growth

A. frustration-regression

Mike is putting forth an extreme effort to accomplish a goal. Based upon this statement we can say Mike has _______. A. high goal commitment B. high goal intensity C. high goal drive D. high goal-esteem

A. high goal commitment

Vroom defines _______________ as a process governing choices among alternative forms of voluntary activity. A. motivation B. recognition C. achievement D. relatedness

A. motivation

Taking a lunch break and getting a drink of water are examples of a _______________ need. A. physiological B. psychological C. sociological D. Maslowian

A. physiological

According to Herzberg, which of the following is a motivator? A. Working conditions B. Achievement C. Salary D. Quality of technical supervision

B. Achievement

Procedural justice has a positive effect on all of the following except: A. Organizational commitment B. Getting along with others C. Trust in superiors D. Work effort

B. Getting along with others

Employees who experienced bullying and incivility at work were more likely to experience all of the following except: A. Lower life satisfaction B. Increased desire for informational justice C. Lower organizational commitment D. Conflict between work and family

B. Increased desire for informational justice

A study of 4,000 employees found three main areas affect employee motivation. These areas include all of the following except: A. Organizational issues B. Interpersonal issues C. Leader issues D. Job issues

B. Interpersonal issues

Although Herzberg's motivation theory is popular, it has been criticized for all of the following reasons except: A. It over-simplifies the nature of job satisfaction B. No self-reports of performance were used C. It requires people to look at themselves retrospectively D. The motivational and performance consequences of the theory are untested

B. No self-reports of performance were used

_________ justice is the degree to which individuals feel fairly treated in the workplace. A. Perceived B. Organizational C. Distributive D. Reward

B. Organizational

All of the following are suggested ways to promote high levels of informational justice during turbulent times except: A. Informal "chats" by top managers, whether in person or via e-mail or videoconference B. Sugarcoating bad news C. Establishing a human resources hotline that employees can call for updates D. Creating a Web page that is updated on a daily basis

B. Sugarcoating bad news

The essence of ________ theory is that employees compare their job inputs and outputs with those of others in similar work situations. A. ratio B. equity C. input D. comparison

B. equity

In a very general sense, ____________ theory suggests that members of an organization engage in reasonably predictable give-and-take relationships (exchanges) with each other the organization. A. equity B. exchange C. distribution D. relationship

B. exchange

The _______________ component of motivation refers to the strength of the response once the choice is made. A. direction B. intensity C. opportunity D. persistence

B. intensity

Most research on equity theory has focused on _______________ as the basic outcome. A. job titles B. pay C. satisfaction D. motivation

B. pay

The ________________ is an unwritten agreement between the individual and the organization that specifies what each expects to give to and receive from the other. A. exchange contract B. psychological contract C. psychological equation D. relationship covenant

B. psychological contract

Locke's goal theory highlights all of the following except: A. Goal specificity B. Goal intensity C. Goal equity D. Goal difficulty

C. Goal equity

____________ theory emphasizes the cognitive processes and the role of intentional behavior in motivation. A. Cognitive B. Equity C. Goal-setting D. Intentional

C. Goal-setting

______________ justice focuses on whether employees perceive that decisions and other communication from authorities are explained in a fair manner. A. Cognitive B. Distributive C. Informational D. Communications

C. Informational

_______________ is the founder of the theory that states that conscious goals and intentions are the determinants of behavior. A. Maslow B. Alderfer C. Locke D. McClelland

C. Locke

Motivation is made up of all the following "components" except: A. Direction B. Intensity C. Opportunity D. Persistence

C. Opportunity

Which of the following statements best reflects McClelland's theory? A. A person who is continually frustrated in satisfying one level of need will regress to the next lowest level need B. Two sets of factors affect motivation: motivators and hygiene factors C. Some individuals have a high need for achievement D. People attempt to satisfy basic needs before trying to satisfying higher-level needs

C. Some individuals have a high need for achievement

There are ____ components of organizational justice. A. two B. three C. four D. five

C. four

Herzberg's model basically assumes that job satisfaction is _______________ concept. A. an abstract B. a five-level C. not a unidimensional D. effectively what he calls a "sportsmanship"

C. not a unidimensional

McClelland's learned needs theory is based on three needs: the need for achievement, the need for affiliation, and the need for _______________. A. identification B. resolution C. power D. wealth

C. power

Joining the bowling team to make friends is a _______________ need. A. physiological B. psychological C. sociological D. Maslowian

C. sociological

In Vroom's view, most behaviors are considered to be _______ the employee and consequently __________. A. under the voluntary control of; need no motivation B. forced on; are motivated C. under the voluntary control of; are motivated D. forced on; need no motivation

C. under the voluntary control of; are motivated

People are more inclined to interpret decisions as fair when: A. They have a voice in the decision B. There is consistency is decision making C. The processes and procedures conform to ethical and moral values D. All of the choices are correct.

D. All of the choices are correct.

Procedural justice has been shown to have a positive impact on _______________. A. organizational commitment B. work effort C. organizational citizenship D. All of the choices are correct.

D. All of the choices are correct.

The process theories of motivation are concerned with answering the question of how individual behavior is _______________. A. maintained B. stopped C. directed D. All of the choices are correct.

D. All of the choices are correct.

_________ justice refers to the perceived fairness of how resources and rewards are distributed throughout an organization. A. Perceived B. Organizational C. Procedural D. Distributive

D. Distributive

What basic assumption about people did Maslow make that caused him to believe that they would constantly move up the needs hierarchy? A. People are natural leaders B. People will always have obligations to meet C. People believe in things that are more important than themselves D. People have a need to grow and develop

D. People have a need to grow and develop

_______________ refers to the perceived equity or fairness of the organizational processes and procedures used to make resource and allocation decisions. A. Distributive justice B. Organizational justice C. Inequity D. Procedural justice

D. Procedural justice

Which of the following is an example of Maslow's esteem? A. Developing and mentoring others B. Starting a charity that helps children C. Receiving regular salary increases D. Receiving a high-level promotion

D. Receiving a high-level promotion

Which of the following is highest on Maslow's hierarchy of needs? A. Safety and security B. Esteem C. Physiological needs D. Self-actualization

D. Self-actualization

Which of the following statements best reflects Herzberg's theory? A. The need hierarchy is comprised of existence, relatedness, and growth B. A person who is continually frustrated in satisfying one level of need will regress to the next lowest level need C. Some individuals have a high need for achievement D. Two sets of factors affect motivation: motivators and hygiene factors

D. Two sets of factors affect motivation: motivators and hygiene factors

A high need for _______________ can be traced to a history of receiving rewards for sociable, dominant, or inspirational behavior. A. affiliation B. recognition C. power D. both affiliation and power

D. both affiliation and power

As managers advance in an organization, their need for security increases.

False

Autonomy means having your manager make decisions on your behalf and closely monitoring your work.

False

Goal-setting theory emphasizes the importance of unconscious goals in explaining motivated behavior.

False

Herzberg's two-factor theory states that dissatisfiers or hygiene factors are needed to maintain at least a level of "no dissatisfaction."

False

Intensity refers to the staying power of behavior, or how long a person will continue to devote effort.

False

It is important for any goal to be clear, meaningful, and unique.

False

McClelland contends that when a need is strong, it motivates a person to use behavior that leads to its repetition.

False

McClelland's theory of motivation places emphasis on socially acceptable behavior.

False

Monitoring the needs, abilities, goals, and preferences of employees is strictly the domain of personnel/human resource managers.

False

Organizational justice is the perceived fairness of how resources and rewards are distributed throughout an organization.

False

The notion of inputs and outcomes within equity theory is the exact opposite of the notion of giving and receiving in the psychological contract.

False

The process theories of motivation focus on the factors within the person that energize, direct, sustain, and stop behavior.

False

The valence associated with an outcome is by definition always positive.

False

Vague goals, such as "do your best," lead to higher output than do specific goals.

False

When need deficiencies are present, individuals are less susceptible to a manager's motivational efforts.

False

A critical point in understanding Maslow's thinking is that from a managerial perspective, unsatisfied needs are dangerous because they may lead to undesirable performance outcomes.

True

According to Locke, individuals are likely to adjust their idea of what constitutes an equitable payment in order to justify their pay.

True

Companies that engage in layoffs may find that many "survivors" of the layoffs end up voluntarily leaving the company as well.

True

Group value theory suggests that fair group procedures are considered to be a sign of respect.

True

Herzberg's two-factor theory states that dissatisfiers or hygiene factors are needed to maintain at least a level of "no dissatisfaction."

True

Managing the psychological contract successfully is one of the more important and challenging aspects of a manager's job.

True

Needs may be viewed as energizers or triggers of behavioral responses.

True

Persistence is an important component of motivation.

True

Personality and personal health are individual differences should be considered when implementing goal-setting programs.

True

Research found that managers at lower organizational levels in small firms are typically more satisfied than their counterparts in large firms. A later study confirmed the same relationship and also found upper level managers are more satisfied in smaller firms than larger ones.

True