quiz 5

Which of the following is a characteristic of individuals who have a high need for achievement, according to the acquired needs framework? a. They set overly challenging goals and like to take on high risk levels. b. They want immediate, specific feedback on their performance. c. They are able to delegate in order to make the best use of their own time. d. They are able to work hard and then set work aside to play hard.

They want immediate, specific feedback on their performance.

Herzberg's two-factor theory identifies motivating factors for business organizations. Which of the following is a hygiene factor that management could control so that employees aren't dissatisfied with their jobs? a. advancement b. working conditions c. responsibility d. recognition

Working conditions

People with a high need for power can be successful managers if they a. lessen alienation with other employees. b. curb desires that interfere with organizational relationships. c. have a high need for affiliation. d. seek power to increase their standing in the organization. e. strive to get along with others.

curb desires that interfere with organizational relationships.

Motivated behavior begins with one or more a. wants. b. motives. c. people. d. behaviors. e. needs.

Needs

John has satisfied his basic physiological needs, and he is also very social and has many friends. He is now trying to learn new skills and advance his career. John's activities are explained by which component of Existence, Relatedness, and Growth (ERG) theory? a. Frustration-regression b. Satisfaction-regression c. Frustration-progression d. Importance-satisfaction e. Satisfaction-progression

Satisfaction-progression

According to Herzberg, once a state of no dissatisfaction has been reached, a. the employee will be motivated to achieve but some attention from managers can increase motivation further. b. the manager should strive to create a feeling of equity among all employees. c. further attempts to enhance motivation via the hygiene factors will not be effective. d. the employee will naturally be satisfied so managers need not focus on employees' individual needs. e. a manager's increased attention to motivation factors will not be effective.

further attempts to enhance motivation via the hygiene factors will not be effective.

According to Herzberg's two-factor, dual-structure theory, motivation factors are often cited as the primary causes of a. satisfaction and motivation. b. job enrichment and motivation. c. dissatisfaction and lack of motivation. d. loyalty and commitment. e. higher performance and pay.

satisfaction and motivation

Which of the following are "growth needs" in Maslow's hierarchy of needs? a. physiological and security b. security and belonging c. esteem and security d. self-actualization and esteem

self-actualization and esteem

According to Maslow, if a previously satisfied lower-level need becomes deficient, a. the individual returns to the lowest level that is now deficient. b. the individual begins again at the bottom of the hierarchy. c. the individual returns to the level just below the deficient level. d. the individual advances a level. e. the individual becomes demotivated.

the individual returns to the lowest level that is now deficient.

According to the acquired needs framework, high-need achievers are not effective top managers because a. top managers are not able to delegate tasks, and high-need achievers prefer to delegate as much work to others as possible. b. top managers are required to have too much formal education, which would not interest high-need achievers. c. top managers seldom receive immediate feedback, which high-need achievers seek. d. top managers need to make risky decisions, and high-need achievers don't like to take any risks. e. top managers have a high need for human companionship, and high-need achievers do not.

top managers seldom receive immediate feedback, which high-need achievers seek.