12

40. Job design involves the division of an organization's work among its employees and the application of motivational theories to jobs to increase satisfaction and performance.

True

41. The traditional way to design jobs is to fit people to jobs; the modern way is to fit jobs to people.

True

43. According to Job Characteristics Theory, workers will be more motivated and perform better when they experience their work as meaningful, feel responsible for results, and know how well they are doing.

True

45. According to the Job Characteristics Model, job characteristics affect the psychological state of the employee, which then affects the work outcomes.

True

47. Task significance describes the extent to which a job affects the lives of other people, whether inside or outside the organization.

True

48. As part of the job characteristics mode, contingency factors refer to the degree to which a person wants personal and psychological development.

True

49. Reinforcement theory suggests behavior will be repeated if it has positive consequences and won't be if it has negative consequences.

True

50. The use of reinforcement theory to change human behavior is called behavior modification.

True

51. Behavior modification is the application of reinforcement theory.

True

52. Reinforcement is anything that causes a given behavior to be repeated or inhibited.

True

55. Employee engagement is a heightened emotional connection that an employee feels for his or her organization, which influences him or her to exert greater discretionary effort in his or her work.

True

7. The four perspectives on motivation are content, process, job design, and reinforcement.

True

8. Herzberg's two-factor theory is a need-based perspective on motivation.

True

112. The removal of unpleasant consequences following a desired behavior is called A) positive reinforcement. B) negative reinforcement. C) extinction. D) intrinsic motivation. E) punishment.

B

120. A piece rate system is an example of a ________ compensation plan. A) pay for knowledge B) pay for performance C) profit sharing D) gainsharing E) Scanlon

B

65. The need for status, reputation, and recognition are part of A) self-actualization. B) esteem. C) love. D) safety. E) physiological.

B

75. According to Herzberg, which of the following is an example of a hygiene factor? A) the work itself B) supervisors C) recognition D) responsibility E) advancement and growth

B

125. Which of the following is a practice in creating a flexible workplace? A) job sharing B) telecommuting C) part-time work D) compressed workweeks E) All of the above can be used to create a flexible workplace.

E

60. A simple model of motivation includes which of the following? A) unfulfilled need B) motivation C) behaviors D) rewards E) A simple model of motivation includes all of the above.

E

15. ERG Theory is a content perspective motivation theory.

True

19. The desire to influence others' behavior is part of the need for power.

True

21. If you tend to seek social approval and satisfying personal relationships, you may have a need for affiliation.

True

22. In Herzberg's theory, the hygiene factors are the lower-level needs, the motivating factors are the higher-level needs.

True

30. Employee perceptions matter most from an equity theory perspective.

True

59. Being nice is one way to motivate employees.

True

103. Which of the following is a contingency factor in the job characteristics model? A) desire for personal growth B) task identity C) experienced responsibility for work outcomes D) high work motivation E) feedback

A

109. As a result of a successful project you led, your manager offers you a promotion; she is using A) positive reinforcement. B) negative reinforcement. C) extinction. D) intrinsic motivation. E) valence.

A

110. The use of desirable consequences to encourage desirable behavior is called A) positive reinforcement. B) negative reinforcement. C) extinction. D) intrinsic motivation. E) valence.

A

61. Bethany is writing a paper for her management class. She already has a strong 'A' in the class, and only needs to get a C on the paper to keep her A. As she prepares the final version of the paper, she takes special care that the paper is well-written, insightful, and error-free, something that she can be proud of. Bethany is experiencing A) an intrinsic reward. B) high equity. C) a belongingness need. D) a hygiene factor. E) a high need for affiliation.

A

62. Which of the following is a need-based perspective on motivation? A) Alderfer's ERG theory B) Expectancy Theory C) Job Characteristics Model D) Goal-setting Theory E) Equity theory

A

101. Of the following which is a core job characteristic? A) skill specificity B) task identity C) task uniformity D) teamwork E) task variety

B

102. According to the job characteristics model, skill variety, task identity, and task significance combine to affect A) knowledge of results. B) meaningfulness of work. C) responsibility for results. D) autonomy. E) feedback.

B

105. Giorgio, a manager, redesigns the work of his subordinates, such that each person completes one part of the total work process, repeating this part throughout the day. Previously, each person completed several steps of the process. Giorgio has A) increased task identity. B) decreased task identity. C) increased task significance. D) decreased task significance. E) decreased autonomy.

B

111. When a manager stops nagging a subordinate, the manager is using A) positive reinforcement. B) negative reinforcement. C) punishment. D) intrinsic motivation. E) extrinsic motivation.

B

84. In equity theory, employees are motivated to A) work harder all the time. B) resolve feelings of injustice. C) believe they aren't working hard enough. D) quit their jobs when they miss a day's work. E) work hard enough to get what they want.

B

87. The theory that suggests that people are motivated by how much they want something and how likely they think they are to get it is called A) goal-setting theory. B) expectancy theory. C) reinforcement theory. D) equity theory. E) two-factor theory.

B

92. Which of the following is the best statement of a goal? A) Do your best. B) Increase sales by ten percent by the end of this month. C) Reduce customer response time. D) Be late to work less often. E) Complete some reports by 9/1.

B

93. When using goal-setting theory to motivate employees, managers should A) set "stretch" targets that are just out of employees' reach. B) help workers understand and accept the goals. C) set general goals that are visually attractive. D) hold employees responsible for getting their own feedback. E) set goals that are easily achievable.

B

94. Which of the following is necessary in goal setting? A) allowing employees to set vague goals B) setting target dates for goals C) setting easily attainable goals D) setting stretch goals just outside of the employees' reach E) random reinforcement

B

100. The process of building into a job such motivating factors as recognition and achievement is called A) MBO. B) job design. C) job enrichment. D) job enlargement. E) horizontal loading.

C

104. The extent to which a job requires the worker to perform all the tasks needed to complete a job from beginning to end is called A) horizontal loading. B) vertical loading. C) task identity. D) task significance. E) autonomy.

C

106. The "motivating potential score" is calculated as part of using ___________. A) reinforcement theory B) McClelland's acquired needs theory C) the job characteristics model D) goal-setting theory E) equity theory

C

108. The theory that attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated while behavior with negative consequences tends not to be repeated, is called A) equity theory. B) expectancy theory. C) reinforcement theory. D) acquired needs theory. E) Maslow's hierarchy.

C

114. The withholding or withdrawal of positive rewards for a particular behavior, so that the behavior is less likely to occur in the future, is called A) positive reinforcement. B) negative reinforcement. C) extinction. D) intrinsic motivation. E) punishment.

C

116. When a manager stops giving a worker a positive reward as she had previously been doing, the manager is engaged in A) positive reinforcement. B) negative reinforcement. C) extinction. D) intrinsic motivation. E) punishment.

C

119. __________ is the heightened emotional connection that an employee feels for his or her organization, which influences him or her to exert greater discretionary effort in his or her work. A) Job enrichment B) Job equity C) Employee engagement D) Employee satisfaction E) Job satisfaction

C

121. A department store pays its salespeople a percentage of the earnings from the goods the salespeople sell. This is an example of a ___________ compensation plan. A) pay for performance B) pay for knowledge C) bonus D) profit sharing E) gainsharing

C

67. For managers, the importance of Maslow's contribution is that he showed that workers A) are only interested in earning a paycheck. B) expect an employer to fulfill every level of their hierarchy of needs. C) have needs beyond that of just earning a paycheck. D) are as complex as their organization. E) have needs that cannot be fulfilled by their employer.

C

68. __________ assumes that three basic needs influence behavior. A) Maslow's theory B) Expectancy theory C) Alderfer's ERG theory D) Hertzberg's theory E) Equity theory

C

70. The desire to excel is part of the need for A) affiliation. B) power. C) achievement. D) self-actualization. E) belongingness.

C

73. McClelland's need for achievement corresponds most closely to A) Herzberg's hygiene factors. B) Maslow's esteem needs. C) Maslow's self-actualization needs. D) extrinsic rewards. E) Alderfer's relatedness needs.

C

is not unheard of. A) 40 B) 50 C) 60 D) 70 E) 80

C

107. The amount of internal work motivation associated with a specific job is called A) verticality. B) Hobb's characteristic score. C) job enrichment. D) motivating potential score. E) job diagnostic score.

D

122. A Scanlon plan is a type of ________ compensation plan. A) pay for knowledge B) pay for performance C) profit sharing D) gainsharing E) benchmarking

D

63. Maslow's levels of needs, in order from basic to highest level, are A) self-actualization, esteem, love, safety, and physiological. B) self-actualization, love, esteem, safety, and physiological. C) physiological, safety, esteem, love, and self-actualization. D) physiological, safety, love, esteem, and self-actualization. E) safety, physiological, love, esteem, and self-actualization.

D

66. A manager wants to improve how her employees' belongingness or love needs are met. To do so, she could A) give public recognition for good job performance. B) hire a guard for the parking lot. C) send employees to a training class. D) redesign individual jobs into teams. E) allow employees flextime.

D

113. When a manager says to a worker, "I'm docking your pay," the manager is using A) positive reinforcement. B) negative reinforcement. C) extinction. D) intrinsic motivation. E) punishment.

E

115. The application of negative consequences to stop or change undesirable behavior is called A) positive reinforcement. B) negative reinforcement. C) extinction. D) intrinsic motivation. E) punishment.

E

117. In using reinforcement, a manager should A) avoid using punishment. B) reward both desired and undesired behavior. C) give all subordinates the same rewards to insure fairness. D) save rewards for weekly or monthly celebrations. E) clearly communicate the desired and undesired behavior.

E

118. When using punishment, a manager should A) ignore undesirable behaviors. B) save reprimands until the end of the workday. C) combine punishment with negative reinforcement. D) make sure that other employees see you punishing the offender. E) clearly communicate the undesired behavior.

E

123. In Vernon's department at XYZ Company, employees get money based on how much the department has been able to save in costs. This is an example of a ____________ compensation plan. A) pay for performance B) pay for knowledge C) bonus D) profit sharing E) gainsharing

E

99. Research suggests that job enlargement affects job performance in which way? A) Job enlargement has a strong positive effect on job performance B) Job enlargement has a strong negative effect on job performance C) Job enlargement has a weak positive effect on job performance D) Job enlargement has a weak negative effect on job performance E) Job enlargement does not have a significant, lasting effect on job performance

E

10. According to Maslow, a person who is deprived in both safety and esteem will satisfy her esteem needs first.

False

12. According to Maslow's theory, safety needs are the first level in the hierarchy of needs.

False

16. The difference between ERG theory and Maslow's theory is that ERG theory is concerned with wants and Maslow's theory looks at needs.

False

17. Existence, relatedness and growth needs are part of Maslow's theory.

False

1. Managers need to think about employees as investors.

True

54. A manager should reward only desirable behavior, as soon as possible after it appears.

True

6. Intrinsic rewards include the satisfaction in performing the task itself.

True

4. Motivation must be goal directed and inferred from one's behavior.

True

64. The need that is met by providing autonomy and control to employees over how they do their jobs is A) self-actualization. B) esteem. C) love. D) safety. E) physiological.

A

69. According to McClelland's theory, a well-balanced person should have A) needs for achievement, power, and affiliation that are about the same. B) higher need for power than for achievement and affiliation. C) higher need for affiliation than for power and achievement. D) higher need for achievement than for power and affiliation. E) higher needs for achievement and power than for affiliation.

A

71. Mark prefers working alone, is comfortable taking moderate risks, and feels good when excelling at his goals. Mark probably has a A) high need for achievement. B) high need for affiliation. C) high need for power. D) low need for achievement. E) high need for leadership.

A

74. According to Herzberg, which of the following is an example of a motivating factor? A) the work itself B) working conditions C) company policy D) supervisors E) security

A

76. According to Herzberg, __________ make people _________, and _________ make people __________. A) motivators; satisfied; hygiene factors; dissatisfied B) hygiene factors; satisfied; motivators; dissatisfied C) hygiene factors; satisfied; motivators; satisfied D) motivators; dissatisfied; hygiene factors; dissatisfied E) Both motivators and hygiene factors may make people either satisfied or dissatisfied.

A

77. Which theory has no classification for lower-level needs? A) McCelland's Acquired Needs Theory B) Maslow's Hierarchy of Needs C) Herzberg's Two-Factor Theory D) All of these theories have a classification for lower-level needs.

A

78. Which of the following is a higher-level need based on the four content theory perspectives? A) self-actualization B) physiological C) safety D) existence E) hygiene

A

79. Hygiene factors are connected with the job's ________, while motivating factors are connected to the job's _________. A) context; content B) context; supervision C) supervision; content D) working conditions; supervision E) content; context

A

85. When workers perceive they are being treated fairly on the job, they are most likely to A) support organizational change. B) feel less committed to the organization. C) be absent more often. D) quit their jobs. E) steal supplies and equipment.

A

88. __________ is the belief that a particular level of effort will lead to a particular level of performance. A) Expectancy B) Instrumentality C) Valence D) Reinforcement E) Self-esteem

A

91. How much do I want the outcome? This question is asked for the ________ element of the expectancy theory. A) valence B) expectancy C) instrumentality D) outcomes E) performance

A

95. Increasing the number of tasks in a job to increase variety and motivation is called A) job enlargement. B) job design. C) job simplification. D) job rotation. E) job enrichment.

A

97. Simplified jobs lead to A) job dissatisfaction. B) better mental health. C) a sense of accomplishment. D) a sense of personal growth. E) decreased worker productivity.

A

83. The theory that focuses on employee perceptions as to how fairly they think they are being treated by the organization is A) Expectancy theory. B) Equity theory. C) Reinforcement theory. D) Goal-setting theory. E) Acquired needs theory.

B

89. Last year, Diana's boss promised her a big bonus if she met her goals. At the end of the year, after Diana had exceeded her goals, she found her bonus was very small. In the future, Diana's __________ will probably be __________. A) valence; low B) instrumentality; low C) expectancy; low D) expectancy; high E) instrumentality; high

B

98. Job _________ is the opposite of job ___________. A) simplification; enrichment B) simplification; enlargement C) rotation; enrichment D) rotation; enlargement E) loading; enrichment

B

80. According to Herzberg's theory, the first thing managers should do is to A) provide opportunities for achievement. B) publicly recognize good performance. C) make sure pay levels and company policies are reasonable. D) create opportunities for personal growth. E) increase employees' responsibility.

C

81. Which of the following is a process perspective on motivation? A) Two-factor theory B) ERG theory C) Goal-setting theory D) Acquired needs theory E) Hierarchy of needs theory

C

82. Theories that try to understand the thought processes by which people decide how to act are called A) needs-based perspectives. B) reinforcement perspectives. C) process perspectives. D) job design perspectives. E) compensation perspectives.

C

86. Jerry, a worker, goes to Hilary, his boss, and complains that even though he's the best performer in the work unit, he is being paid the least. Hilary should A) tell Jerry "That's just the way it is." B) suggest that Jerry quit. C) expect that Jerry's performance will decline. D) start documenting Jerry's complaints for future disciplinary action. E) expect that Jerry's performance will improve.

C

90. What outcome will I receive if I perform at this level? This question is asked for the ________ element of expectancy theory. A) valence B) expectancy C) instrumentality D) outcomes E) performance

C

96. The process of reducing the number of tasks a worker performs is called A) job enlargement. B) job design. C) job simplification. D) job rotation. E) job enrichment.

C

72. Janet prefers work that involves talking to many people and being very social. Janet probably has a A) low need for affiliation. B) low need for power. C) low need for achievement. D) high need for affiliation. E) high need for achievement.

D

18. According to McClelland's Acquired Needs Theory, people are born with their needs for power, achievement, and affiliation.

False

2. Motivation can be directly observed in another's behavior.

False

20. The need for personal power is positive and involves manipulating people for one's own gratification.

False

24. Hygiene factors are factors associated with job satisfaction.

False

26. Equity theory is a content perspective on motivation.

False

29. Inputs, outputs, and comparisons are the essential elements in expectancy theory.

False

34. In Expectancy Theory, a person's "instrumentality" is their belief that a particular level of effort will lead to a particular level of performance.

False

35. Roberto has decided that upon graduation from college, he will accept the job offer that pays the most money. To Roberto, money has high expectancy.

False

37. To be most motivating, goals should be set to be specific and challenging, just out of the reach of workers, so that they have to "stretch" to reach them.

False

38. Target dates are not necessary when using goal-setting theory to motivate employees.

False

39. Job simplification increases the variety of tasks and motivation to perform them.

False

42. Job enlargement consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement.

False

44. Skill variety, task identity, and task significance are examples of "psychological states."

False

46. Task Identity (part of the job characteristics model) refers to the number of different skills a job requires.

False

5. Extrinsic rewards include feelings of accomplishment that one gets from performing the task.

False

53. Punishment is the withholding or withdrawal of positive rewards for desirable behavior, so that the behavior is less likely to occur in the future.

False

56. "Pay for performance" compensation plans base employee pay on the number of job-relevant skills or academic degrees they earn.

False

57. "Pay for knowledge" ties employee pay to how long they have worked for the employer.

False

58. Gainsharing is the distribution to employees of a percentage of the company's profits.

False

9. Content perspectives are theories emphasizing the wants that motivate people.

False

11. According to Maslow's theory, recognition and reputation are esteem needs.

True

13. An organization can offer interaction with others, participation in workgroup, and good relationships with supervisors in order to satisfy an employee's needs of belongingness.

True

14. Research does not clearly support Maslow's theory.

True

23. According to Herzberg's Two-Factor Theory, the physical working conditions under which an employee works does not act as a strong motivator.

True

25. Motivating factors include achievement, recognition, and responsibility.

True

27. Process theories are concerned with the thought process by which people decide how to act.

True

28. Equity Theory focuses on how fairly we think we are being treated compared to others.

True

3. People have certain needs that motivate them to perform specific behaviors for which they receive rewards that feed back and satisfy their original needs.

True

31. Employees who feel they are underrewarded will respond to the perceived inequity in one or more negative ways.

True

32. An employee who receives a raise will be more likely to support organizational change.

True

33. Expectancy theory suggests that people are motivated by how much they want something and how likely they think they are to get it.

True

36. For a person's motivation to be high, the person must be high on all three elements - instrumentality, expectancy, and valence.

True