Chapter 7 TF
Expectancy theory posits that a person will choose that effort level to exert which results in the maximum output given the least input.
False
Extinction occurs when a consequence makes it more likely the response will be repeated in the future
False
Herzberg's motivators are most directly related to job context factors.
False
High nAch people like situations where the probability is very difficult
False
Intensity is what a person is motivated to achieve.
False
It appears that people go through Maslow's hierarchy in a mechanical fashion.
False
Most people are more sensitive to over-reward inequity than to under-reward inequity.
False
Motivation is only a matter of effort.
False
Operant conditioning focuses on the learning of involuntary behaviors.
False
Punishment works best when used without any other forms of reinforcement
False
SDT theory suggests that the primary way to motivate high performance for uninteresting jobs is to emphasize intrinsic rewards.
False
Self-efficacy is not one of the stronger determinants of performance in any particular task situation.
False
The best motivation theory is expectancy theory.
False
The closest to what we think of as effort is direction.
False
Herzberg's Motivator-Hygiene Theory suggests that managers should focus more on motivators in the work place than hygienes.
True
Herzberg's motivator/hygiene theory has stimulated the development of job enrichment programs in the US.
True
In expectancy theory the attractiveness of an alternative is determined by expectations of what is likely to happen.
True
In the majority of cases, employees are more likely to experience under-reward inequity then over-reward.
True
It is common for unintended factors to influence the equity perception.
True
Job content is what people actually do when performing their job duties.
True
Maslow's theory is based on the prepotency concept.
True
Maslow's theory posits that to maximize employee motivation, employers must try to guide employees to the upper parts of the hierarchy.
True
McClelland argued that a high need for social power was the most important motivator for successful managers.
True
McClelland believed nAch, nAff, and nPow are learned primarily in childhood.
True
Motivation is a result of people interacting with their situations to satisfy unmet needs or to resolve cognitive dissonance.
True
Nonreinforcement can also reduce the likelihood that desirable behavior will continue.
True
Operant refers to operating on the environment.
True
Research estimates that most people over-estimate the pay of others.
True
SDT is a motivation theory that seeks to explain what causes motivation as well as the effects of extrinsic rewards on intrinsic motivation.
True
Setting a goal through a "do your best" process will usually not result in the best performance.
True
Specific self-efficacy is a state-based expectation which means a judgment about the likelihood of successful task performance measured immediately before any effort is expended on the task.
True
The unique feature of Herzberg's theory is that job conditions which prevent dissatisfaction do not cause satisfaction.
True
Whatever need that is motivating a person at a given time is a manifest need.
True
When a person's outcome to input ratio is equal to a referent others, there is a state of equity.
True
Expectancy theory differs from most motivation theories because it highlights the fact accurate performance measurement is not necessary.
False
. Avoidance learning is a consequence to behavior with the purpose of making the behavior less likely to recur.
False
. Process theories of motivation try to explain what motivates behavior.
False
A latent need can be inferred from a person's behavior.
False
According to Herzberg, hygiene factors are directly related to job content.
False
Alderfer's ERG theory compresses Maslow's five categories into the three needs of existence, growth, and individual power needs.
False
. Continuous reinforcement can be detrimental in the long run.
True
. The basic premise of equity theory is that people continuously monitor the degree to which their work environment is "fair."
True
A basic premise of operant conditioning is the Law of Effect.
True
A motive is the need which a person is attempting to satisfy.
True
A perceived state of equity can be obtained through the distortion of a person's perceptions of the outcomes or inputs of either party.
True
According to Alderfer, the more a person satisfies the growth need, the more important it becomes and the more strongly one is motivated to satisfy it.
True
Considerable amounts of research have demonstrated that tasks are intrinsically motivating when they satisfy at least one of three higher-order needs, competence, autonomy, and relatedness.
True
ERG theory focuses attention upon movement through the set of needs in both directions.
True
Equity theory is concerned with the reactions people have to outcomes they receive as part of a "social exchange."
True
Expectancy theory assumes people are rational.
True
Expectancy theory predicts that employees will be motivated to perform when effort will result in god performance.
True
Expectancy theory states that an organization needs to make outcomes contingent on performance to maximize motivation.
True
Extrinsic motivation is when a person performs a given behavior to acquire something that will satisfy a lower-order need.
True
Goal theory states people will perform better if they have difficult, accepted, performance goals or objectives.
True
Motivation arises out of an interaction between a person and a particular situation
true
