I/O Chp 8

Force

(Motivation to perform) the amount of motivation a person has to engage in a particular behavior or sequence of behaviors that is relevant to job performance

Action Theory

A comprehensive German theory of work behavior that describes a process linking goals and intentions to behaviors..proposes that work motivation theories should focus mainly on goal-oriented or volitional (voluntary) behaviors called actions.

Law of Effect

A major tenet of Reinforcement Theory. States that the probability of a particular behavior increases if it is followed by a reward or reinforcement.

Galatea Effect

A type of self-fulfilling prophecy in which a belief in being able to do something well results in better performance by an individual

Expectancy Theory

Attempts to explain how rewards lead to behavior by focusing on internal cognitive states that lead to motivations

Control Theory

Builds upon goal-setting theory by focusing on how feedback affects motivation effort toward goals

Procedural Justice

Concerned with the fairness of the reward distribution process as opposed to the results of that distribution

Reinforcement Theory

Describes how rewards or reinforcement can affect behavior -explains behavior as a function of prior reward experiences

Steps to the Action Process

Desire for something -> Goal Development -> Plan Generation -> Plan execution -> Feedback

Force Equation

Force=expectancy x ∑(valences x instrumentalities)

Action Process

From Action Theory, a series of steps describing the process by which a person translates desire for something into behavior

Hygiene Factors

Job aspects relevant to animal needs, such as pay, supervision, coworkers and organizational policies

Motivator Factors

Job aspects relevant to growth needs, such as achievement, recognition, responsibility, and the nature of work itself

Self-Efficacy Theory

Motivation and performance are determined in part by how effective people believe they can be

Subjective Probability

People can vary in the certainty of their behaviors

Goal-Setting Theory

People's behavior is motivated by their internal intentions, objectives, or goals

Distributive Justice

Similar to Equity and concerns the fairness with which rewards are found among people

Need Hierarchy Theory

States that fulfillment of human needs is necessary for both physical and psychological health

Two Factor Theory

States that motivation comes from the nature of the job itself, not from external rewards or job conditions (animal needs and growth needs)

Equity Theory

States that people are motivated to achieve a condition of fairness or equity in their dealings with other people and with organizations

Expectancy

Subjective probability that a person has about his or her ability to perform a behavior

Self-Efficacy

The belief that a person has in their ability to perform a task well

Outcomes

The rewards or everything of personal value that an employee gets from working for an organization, including pay, fringe benefits good treatment, enjoyment, and status

Instrumentality

The subjective probability that a given behavior will result in a perticular reward

Valence

The value of of an outcome or reward to a person (the extent to which someone wants something)

You have noticed that most of all the associates in your same position are getting the same rewards for doing a good job. What motivational theory is your boss using? a. Equity Theory b. Goal setting Theory c. Expectancy Theory d. Reinforcement Theory

a. Equity Theory

The theory of reinforcement has fallen out of favor by I/O psychologists because a. It gives little insight as to the motivational processes underlying behavior. b. It is not useful in influencing the behavior of employees. c. It is too powerful a motivational tool. d. It lacks research support

a. It gives little insight as to the motivational processes underlying behavior.

When you decide to go to work on a particular day, instead of calling in sick and watching TV, this is an example of which attribute of motivation? a. direction b. intensity c. persistence d. self-efficacy

a. direction

According to self-efficacy theory, John will work hardest when he a. is confident that he can succeed. b. thinks he has a 50% chance of success. c. expects to fail. d. has no idea whether he can succeed.

a. is confident that he can succeed.

According to Herzberg's two-factor theory, achievement and recognition are called _______ factors and can lead to___________. a. motivator; job satisfaction b. hygiene; job dissatisfaction c. motivator; both job satisfaction and job dissatisfaction d. hygiene; both job satisfaction and job dissatisfaction

a. motivator; job satisfaction

A monthly salary is an example of a(n) _________ reward. a. tangible b. intangible c. implicit d. a and b e. a and c f. b and c g. all of the above h. none of the above

a. tangible

Motivation

an internal state that induces a person to engage in particular behaviors

The subjective probability that a person has about his or her ability to perform a particular behavior is a. Self-efficacy. b. Expectancy. c. Valence. d. Instrumentality.

b. Expectancy.

A person who is primarily concerned with enhancing knowledge and skill has what type of goal orientation? a. Education orientation b. Learning orientation c. Working orientation d. Performance orientation

b. Learning orientation

What is NOT an important factor for goal setting to improve job performance? a. Specific goals b. Reward for achieving goals c. Feedback on level of success d. Employee acceptance of the goal(s)

b. Reward for achieving goals

Recently, the research into equity theory has shifted from an emphasis on fairness in _________ to a concern with _________. a. reward distribution process; allocation of rewards b. allocation of rewards; reward distribution process c. procedural justice; overpayment inequity d. underpayment inequity; overpayment inequity

b. allocation of rewards; reward distribution process

If you get an "A" on this exam you will definitely get an "A" in the course, and if you get an "A" in the course your parents will give you a SUV. Unfortunately, no matter how hard you study you don't think you can get an "A." In this case your ________ is high, and your ________ is low. a. valence is; expectancy and instrumentality are b. instrumentality and valence are; expectancy is c. instrumentality is; expectancy and valence are d. expectancy and valence are; instrumentality is

b. instrumentality and valence are; expectancy is

The major tenet of reinforcement theory is that behavior (even work behavior) results from a. the fulfillment of internal needs. b. rewards. c. people's values and perceptions of fairness. d. people's beliefs about themselves.

b. rewards.

_______ people tend to procrastinate, whereas ______ people tend to perform better on the job. a. action-oriented; state-oriented b. state-oriented; action-oriented c. high self-efficacy; low self-efficacy d. low self-efficacy; high self-efficacy

b. state-oriented; action-oriented

In Expectancy theory, instrumentality is the a. subjective probability that a person has about his or her ability to perform a particular behavior. b. subjective probability that a given behavior will result in a particular reward. c. value of an outcome or reward to a person. d. amount of the motivation a person has to engage in a particular behavior.

b. subjective probability that a given behavior will result in a particular reward.

Sally believes that she works harder than anyone else in her office; yet her salary is not the highest. Most likely Sally will experience which of the following? a. Feelings of overpayment inequity b. Feelings of underpayment inequity c. Feelings of equity d. Feelings of self-efficacy

c. Feelings of equity

________ is concerned with the fairness of the reward distribution process as opposed to the results of that distribution. a. Distributive justice b. Equity theory c. Procedural justice d. Social justice

c. Procedural justice

Which of the following methods to improve performance is NOT based on self-efficacy theory? a. Informing new employees that the job's failure rate is not as high as commonly thought. b. Slowly increasing the difficulty of new tasks. c. Providing bonuses for good performance. d. Putting employees through a training simulation wherein they can demonstrate successful performance before doing the actual job. e. Seeing others succeed in performing the new task.

c. Providing bonuses for good performance.

A recent variation of goal setting theory is a theory that describes a process linking goals and intentions to behaviors. This theory is known as: a. control theory. b. goal oriented theory. c. action theory. d. self-efficacy theory.

c. action theory.

Control theory suggests that in response to discrepancies between feedback on performance and goals, individuals will: a. change inputs or outcomes b. withdraw from the situation c. change behavior or goals d. change self-efficacy and expectancy

c. change behavior or goals

Assume that Joyce's physiological and safety needs are met, but her other needs are not met. According to Maslow's need hierarchy theory, Joyce is most likely to be motivated by her ________ needs. a. self-actualization b. esteem c. love d. safety

c. love

In Herzberg's theory, motivators are similar to Maslow's ___________ needs. a. love b. physiological c. self-actualization d. safety

c. self-actualization

Which of the following statements about Expectancy theory are true? a. Research has shown that performance is unrelated to the individual components of Expectancy theory. b. Force scores are more strongly related to job performance than to measure of effort. c. Research has shown that performance is unrelated to the multivariate combination of the components of Expectancy theory. d. Expectancy theory can predict a person's choice of behavior from two or more options.

d. Expectancy theory can predict a person's choice of behavior from two or more options.

Which theory of motivation has been the most useful for I/O psychologists? a. Reinforcement theory b. Needs hierarchy theory c. Equity theory d. Goal setting theory

d. Goal setting theory

Which of the following is NOT a drawback of goal setting theory? a. Difficult goals can lower performance when stress is high. b. Complex jobs and multiple goals are associated with lower performance. c. Working on one goal can prevent achieving another. d. Lack of research support.

d. Lack of research support.

When using equity theory to compare employees, what is most important? a. Which employee has more inputs. b. Which employee has more outputs. c. Which employee has the greatest sum of outputs and inputs. d. The ratio of inputs to outputs.

d. The ratio of inputs to outputs.

According to Equity Theory, which is NOT an action an employee will take in response to feelings of inequity? a. change inputs b. change outputs c. withdraw from the work situation d. change valence

d. change valence

Self-efficacy is most similar to the concept of ________ in expectancy theory. a. self-confidence b. valence c. instrumentality d. expectancy

d. expectancy

I am confident that if I work hard I will perform well. I strongly desire a promotion, and know that good performance is essential. Unfortunately, I suspect that I won't get promoted even if I perform well. In this case my ________ high, and my ________ low. a. valence is; expectancy and instrumentality are b. instrumentality and valence are; expectancy is c. instrumentality is; expectancy and valence are d. expectancy and valence are; instrumentality is

d. expectancy and valence are; instrumentality is

With ________ systems, rewards are contingent on individual units of productivity. a. implicit reward b. expectancy reward c. tangible pay d. incentive

d. incentive

Goals affect behavior because they a. direct attention and action. b. mobilize effort. c. increase persistence. d. a and b e. a and c f. b and c g. all of the above h. none of the above

g. all of the above

Incentive Systems

rewards are contingent on individual units of productivity

Inputs

the contributions made by the employee to the organization (includes the work the employee does as well as the experience and talents that he or she brings to the job)