MGT Chapter 9

The theory that distinguishes between needs related to the work itself from those related to the context of the work is:

Herzberg's motivator-hygiene theory

Joey had to request feedback from Michael, his manager, on his performance. Michael is delighted by Joey's attitude. In this context, Joey could be rated high on the need for:

achievement

Establishing and maintaining good interpersonal relations and being liked are characteristics of individuals who can be rated high on the need for:

affiliation

People experiencing underpayment inequity are most likely to:

be absent

A real-estate agent, who is paid on the basis of the percentage of the sale price of a house sold, is said to be paid on a(n) ______________ basis.

commision

A department store that pays its salespeople in the shoe department as a percentage of the dollar value of shoes sold is said to be using a(n) ______________ basis pay plan.

commission

Don, an accountant, has had many inputs related to his position as an accountant over the years. One of his inputs is:

education

How hard an employee works on the job is referred to as:

effort

The justice, impartiality, and fairness to which all organizational members are entitled is:

equity

The perception of workers on the fairness of their work outcomes relative to their work inputs is the focus of the _____________ theory.

equity

The concept which describes how outcomes such as pay should be distributed in proportion to inputs is the:

equity theory

Thomas, an engineer, gets paid more than his colleague, Chris. Thomas has more years on the job than Chris, and works more hours. Thomas thinks he and Chris are paid fairly, but Chris thinks that he should be paid the same as Thomas because his degree is from a better university and he is more creative. Thomas is experiencing _______________ and Chris is experiencing.

equity; underpayment inequity

An employee's perception of the extent to which his/her effort will result in a given level of his/her performance is known as:

expectancy

The idea that motivation is high when workers believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcomes is explained by the _____________ theory.

expectancy theory

According to the expectancy theory, high motivation will occur when:

expectancy, instrumentality, and valence are high

An example of an employee's input with an organization is:

experience

A manager removes a positive reinforcement in order to change the behavior of a subordinate. This is called:

extinction

Maria, a middle manager, enjoys talking over work situations with Daniel, her subordinate, who is a first-line supervisor. However, she notices that Daniel frequently brings problems to her that he expects her to solve, rather than solving them himself. Since Daniel has been a supervisor for a significant length of time, he should be more independent in his actions. She stops acting interested in the problems Daniel brings to her and makes her responses brief. Maria is practicing:

extinction

Dan, a car salesperson, chose this profession because of the attractive sales commission he would receive on each car sale. This is an example of:

extrinsic motivation

A worker in an automobile assembly line who chooses his/her work because of the job security it entails is said to be:

extrinsically motivated

Behavior that is performed by an employee to acquire a material reward, to acquire a social reward, or to avoid punishment is referred to as _____________ behavior.

extrinsically motivated

In Herzberg's motivator-hygiene theory, needs that are related to the physical and psychological context in which the work is performed are known as:

hygiene needs

An employee's perception of the extent to which performance at a given level will result in outcomes the employee desires is known as:

instrumentality

Professor David offers his students $10 if they can run around the classroom building in two minutes. Michael, his student, believes that even if he does this, Professor David would not really give him the money. Michael's lack of motivation can be explained by:

instrumentality

A computer programmer who does his/her job well because he/she enjoys solving complicated computer problems is said to be:

intrinsically motivated

Behavior that is performed by an employee "for its own sake" is referred to as:

intrinsically motivated behavior

Ron is exceptional in mathematics. He does not treat it as just a subject, rather, he loves solving complicated problems related to mathematics. Ron's behavior is explained by:

intrinsically motivated behavior

Barbara is the dean of the College of Business. She enjoys the pace of her work and the feeling of accomplishment she gets when she is able to initiate a new program to help students. The salary she receives is attractive and allows her to travel abroad on her vacations. Barbara:

is both intrinsically and extrinsically motivated

A relatively permanent change in a person's knowledge or behavior that results from practice or experience is known as:

learning

An employer can attempt to meet the employees' safety needs by providing:

medical benefits

In Herzberg's motivator-hygiene theory, needs that are related to the nature of the work itself and the degree of challenge contained in the work are known as:

motivator needs

A subordinate changes his behavior from a dysfunctional to a functional one and his manager then removes an undesired outcome. This is known as:

negative reinforcement

Austin was often late to work, despite his manager, Ben, warning him against it several times. As a last resort, Ben reduced Austin's salary in proportion to the hours he missed at work by being late. It turned out to be the right thing to do, as Austin was never late to work after the incident. This scenario is explained by:

negative reinforcement

How employees learn to perform behaviors that lead to desired consequences and avoid behaviors that lead to undesired consequences is described in the _____________ theory.

operant conditioning theory

Which of the following outcomes satisfies hygiene needs?

pay

The degree to which an employee keeps trying, when faced with obstacles, to accomplish a goal is referred to as:

persistence

Which of the following motivators is the most basic need in Maslow's hierarchy of needs?

physiological

A worker who is paid on the basis of the number of computer components produced per day is said to be paid on a(n) ______________ basis.

piece-rate

It is especially important that upper-level managers have a need for:

power

Sue is extrinsically motivated. With George, her boss, knowing this, he would:

praise sue

A subordinate performs a dysfunctional behavior, and her manager administers an undesired consequence to the subordinate. This is known as:

punishment

People experiencing overpayment inequity are most likely to:

raise their perceptions of their own inputs

Don is intrinsically motivated, so he is motivated by:

responsibility

An outcome which satisfies motivator needs is:

responsibiltity

An organization focuses on cost-savings techniques and shares a percentage of the cost-savings resulting from these techniques with its employees. This is the idea behind the _____________ plan.

scanlon

According to Maslow's hierarchy of needs theory, which of the following is the highest level of needs of workers?

self-actualization

Paul sets a goal of completing the design for a new display box for a major customer by the end of the week. He decides to reward himself by playing golf over the weekend if he is able to complete the project on time. This is an example of:

self-reinforcement

Anything that an employee can give to himself as a reward for "good" performance on the job is known as a(n):

self-reinforcer

An employee controls his own behavior without the need for outside control of that behavior by his manager. This is an example of:

self-reinforcment

According to the goal-setting theory, to stimulate high motivation and performance, goals must be:

specific and difficult

Elizabeth perceives that her outcome-input ratio is less than that of her coworker. This is known as:

underpayment inequity

Jennifer perceives that though she works harder than her coworker Kelly, she is paid the same. This is an example of:

underpayment inequity

The desirability to an employee of each of the outcomes available from the employee's job or organization is known as:

valence

William, a manager at Space Solutions Ltd., makes sure the outcomes that are offered to subordinates for their good performance are rewards that they will value. William is working on:

valence

James, a production manager at a growing company, has mastered the processes and procedures of overall management of the ongoing production operations by walking around and watching other managers as they work. This is an example of:

vicarious learning

Observational learning is also known as:

vicarious learning

Specific, difficult goals may be detrimental for:

work that is very creative and uncertain