Ch. 12 Quiz
You may compare your ratio of inputs to outputs to the ratio of others at your place of employment in a process described by ______ theory.
Equity Equity theory suggests that people compare the ratio of their own outcomes to inputs against the ratio of someone else's outcomes to inputs.
Job enlargement enables workers to focus on doing more of the same task to increase productivity.
False Job simplification is the process of reducing the number of tasks a worker performs. When a job is stripped down to its simplest elements, it enables a worker to focus on doing more of the same task, thus increasing employee efficiency and productivity. The opposite of job simplification, job enlargement consists of increasing the number of tasks in a job to increase variety and motivation.
Reinforcement theory attempts to explain behavior change by suggesting that behavior with negative consequences tends to be repeated, whereas behavior with positive consequences tends not to be repeated.
False Reinforcement theory attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated. The use of reinforcement theory to change human behavior is called behavior modification.
According to Maslow, office parties, company softball teams, and management retreats provide self-actualization needs.
False The love need is a need for friendship or affection; for example, office parties, company softball teams, and management retreats. Self-actualization needs are the highest-level need, such as a need for self-fulfillment by increasing competence, or using abilities to the fullest.
Profit sharing bases pay on one's results on the job.
False Pay for performance bases pay on one's results
The four major perspectives on motivation include all except_____.
Job Satisfaction The four perspectives on motivation are (1) content, (2) process, (3) job design, and (4) reinforcement.
There are two different approaches to job design. The traditional approach to job design is to fit people to the jobs; the modern way is to fit the jobs to the people.
True
Assuming they have choices, people will make the choice that promises them the greatest reward if they think they can get it.
True Assuming they have choices, people will make the choice that promises them the greatest reward if they think they can get it.
According to the acquired needs theory, those who tend to seek social approval and satisfying personal relationships may have a high need for affiliation.
True If you have a high need for power, that means you enjoy being in control of people and events and being recognized for this responsibility. But if you tend to seek social approval and satisfying personal relationships, you may have a high need for affiliation.
According to expectancy theory, the primary elements that determine how willing an employee is to work hard at tasks important to an organization, those that relate effort, performance, and outcomes, are _____.
expectancy, instrumentality, and valence Your motivation, according to expectancy theory, involves the relationship between your effort, your performance, and the desirability of the outcomes (such as pay or recognition) of your performance. The three elements are expectancy, instrumentality, and valence.
Competence, autonomy, and relatedness are the primary motivations for behavior according to _____.
self-determination theory To achieve psychological growth, according to self-determination theory, people need to satisfy the three innate (inborn) needs of competence, autonomy, and relatedness.
The number one reason people quit their jobs is their dissatisfaction with _____.
their supervisors The number one reason people quit their jobs is their dissatisfaction with their supervisors, not their paychecks. Industrial psychologist B. Lynn Ware suggests that if you learn valued employees are disgruntled, you should discuss it with them.
The acquired needs theory states that three needs—achievement, affiliation, and money—are the major motives determining people's behavior in the workplace.
False The acquired needs theory states that three needs—achievement, affiliation, and power—are major motives determining people's behavior in the workplace.
When one department store authorized thousands of its sales clerks to handle functions normally reserved for store managers, such as handling merchandise-return problems and approving customers' checks, they gave them more responsibility, a _________ technique.
Job Enrichment Job enrichment employees are given more responsibility such as taking on chores that would normally be performed by their supervisors. For example, one department store authorized thousands of its sales clerks to handle functions normally reserved for store managers, such as handling merchandise-return problems and approving customers' checks.
According to Maslow's hierarchy of needs, taking a sabbatical leave to further personal growth is an example of the self-actualization need.
True According to Maslow's hierarchy of needs, taking a sabbatical leave to further personal growth is an example of the self-actualization need. This is the highest-level need and is a need for self-fulfillment: increasing competence and using abilities to the fullest.
Punishment is the application of negative consequences to stop or change undesirable behavior.
True Punishment is the application of negative consequences to stop or change undesirable behavior.
Which of the following is not a contextual factor of motivation?
employee personality Contextual factors of motivation include organizational culture, cross-cultural values, physical environment, rewards and reinforcement, group norms, communication technology, leader behavior, and organizational design.
According to the integrated model, motivation is affected by both personal factors and ________ ones.
Contextual The way motivation works actually is complex, the result of multiple personal and contextual factors. The individual personal factors that employees bring to the workplace range from personality, to ability, to emotions, to attitudes. The contextual factors range from organizational culture, to cross-cultural values, to the physical environment, and other matters.
People often do volunteer work for the ______ rewards.
Intrinsic An intrinsic reward is the satisfaction, such as a feeling of accomplishment, that a person receives from performing the particular task itself. An intrinsic reward is an internal reward; the payoff comes from pleasing yourself.
According to equity theory, no matter how fair managers think the organization's policies, procedures, and reward system are, each employee's perception of those factors is what counts.
True Employee perceptions are what count. According to equity theory, no matter how fair managers think the organization's policies, procedures, and reward system are, each employee's perception of those factors is what counts.
Goal-setting theory suggests that employees can be motivated by goals that are specific and challenging, but achievable.
True Goal-setting theory suggests that employees can be motivated by goals that are specific and challenging but achievable. It is natural for people to set and strive for goals; however, the goal-setting process is useful only if people understand and accept the goals.f
According to expectancy theory, your ______ is low if you don't think a bonus or raise is going to be big enough to justify working evenings and weekends.
Valence Valence is value, the importance a worker assigns to the possible outcome or reward. Your valence might be low because you don't think the bonus or raise is going to be high enough to justify working evenings and weekends.
______ proposed that work satisfaction and dissatisfaction arise from different sets of causes.
Herzberg's two-factor theory Herzberg's two-factor theory proposed that work satisfaction and dissatisfaction arise from two different factors: work satisfaction from motivating factors and work dissatisfaction from hygiene factors.