MAN-201 CHAP 9

Establishing and maintaining good interpersonal relations and being liked are characteristics of individuals who can be rated high on the need for: A. affiliation. B. power. C. consciousness. D. achievement. E. self-actualization.

A. affiliation.

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. A. commission B. equity C. underpayment inequity D. overpayment inequity E. negative valence

A. commission

The perception of workers on the fairness of their work outcomes relative to their work inputs is the focus of the _____________ theory. A. equity B. valence C. instrumentality D. needs hierarchy E. motivator-hygiene

A. equity

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. A. expectancy B. valence C. hierarchy of needs D. motivator-hygiene E. goal-setting

A. expectancy

An example of an employee's input with an organization is: A. experience. B. feeling of accomplishment. C. vacation time. D. pleasure of performing interesting work. E. autonomy.

A. experience.

A manager removes a positive reinforcement in order to change the behavior of a subordinate. This is called: A. extinction. B. positive reinforcement. C. negative reinforcement. D. instrumentality. E. valence.

A. 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: A. extrinsic motivation. B. experiencing an external locus of control. C. experiencing underpayment inequity. D. intrinsic motivation. E. prosocial motivation.

A. extrinsic motivation.

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. A. extrinsically motivated B. equitable C. vicarious D. intrinsically motivated E. contingent

A. extrinsically motivated

An employee's perception of the extent to which performance at a given level will result in outcomes the employee desires is known as: A. instrumentality. B. inequity. C. valence. D. expectancy. E. punishment.

A. 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: A. instrumentality. B. underpayment inequity. C. valence. D. directive leadership. E. extinction.

A. instrumentality.

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: A. motivator needs. B. expectancy needs. C. instrumentality needs. D. hygiene needs. E. valence needs.

A. motivator needs.

People experiencing overpayment inequity are most likely to: A. raise their perceptions of their own inputs. B. ask for a raise. C. work slower. D. be absent more. E. come in early to work and stay late.

A. raise their perceptions of their own inputs.

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: A. valence. B. instrumentality. C. expectancy. D. self-actualization. E. affiliation.

A. valence.

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. A. profit sharing B. Scanlon C. suggestion D. current-distribution E. deferred-distribution

B. Scanlon

How hard an employee works on the job is referred to as: A. value. B. effort. C. affiliation. D. valence. E. attitude.

B. effort.

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: A. valence. B. expectancy. C. instrumentality. D. equity. E. inequity.

B. expectancy.

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: A. motivator needs. B. hygiene needs. C. valence needs. D. expectancy needs. E. power needs.

B. hygiene needs.

It is especially important that upper-level managers have a need for: A. affiliation. B. power. C. consciousness. D. achievement. E. self-actualization.

B. power.

An outcome which satisfies motivator needs is: A. pay. B. responsibility. C. job security. D. good relationships with coworkers. E. effective supervision.

B. responsibility.

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: A. self-efficacy. B. self-reinforcement. C. contingent reinforcement. D. vicarious learning. E. negative reinforcement.

B. self-reinforcement.

Elizabeth perceives that her outcome-input ratio is less than that of her coworker. This is known as: A. explicit bias. B. underpayment inequity. C. the valence effect. D. positive reinforcement. E. extinction.

B. underpayment inequity.

Specific, difficult goals may be detrimental for: A. learning tasks involving minimal effort. B. work that is very creative and uncertain. C. performing routine tasks. D. jobs requiring a significant amount of time. E. providing feedback.

B. work that is very creative and uncertain.

The theory that distinguishes between needs related to the work itself from those related to the context of the work is: A. Maslow's hierarchy theory. B. inequity theory. C. Herzberg's motivator-hygiene theory. D. McClelland's needs theory. E. equity theory.

C. Herzberg's motivator-hygiene theory.

Which of the following outcomes satisfies hygiene needs? A. Interesting work B. Responsibility C. Pay D. A sense of accomplishment E. Autonomy

C. Pay

Which of the following motivators is the most basic need in Maslow's hierarchy of needs? A. Safety B. Belongingness C. Physiological D. Esteem E. Self-actualization

C. Physiological

According to Maslow's hierarchy of needs theory, which of the following is the highest level of needs of workers? A. Physiological B. Safety C. Self-actualization D. Esteem E. Belongingness

C. Self-actualization

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. A. piece-rate B. equity C. commission D. underpayment inequity E. overpayment inequity

C. commission

Don, an accountant, has had many inputs related to his position as an accountant over the years. One of his inputs is: A. praise from his boss. B. job security. C. education. D. vacation time. E. his salary.

C. education.

The justice, impartiality, and fairness to which all organizational members are entitled is: A. valence. B. expectancy. C. equity. D. instrumentality. E. inequity.

C. equity.

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. A. overpayment inequity, underpayment inequity B. underpayment inequity; overpayment inequity C. equity; underpayment inequity D. equity; overpayment inequity E. overpayment inequity, equity

C. equity; underpayment inequity

Behavior that is performed by an employee "for its own sake" is referred to as: A. extrinsically motivated behavior. B. an external locus of causality. C. intrinsically motivated behavior. D. equity behavior. E. overpayment inequity.

C. 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: A. is intrinsically motivated. B. is extrinsically motivated. C. is both intrinsically and extrinsically motivated. D. has a high need for power and achievement. E. is experiencing overpayment inequity.

C. is both intrinsically and extrinsically motivated.

A subordinate changes his behavior from a dysfunctional to a functional one and his manager then removes an undesired outcome. This is known as: A. positive reinforcement. B. extinction. C. negative reinforcement. D. inequity. E. instrumentality.

C. negative reinforcement.

Sue is extrinsically motivated. With George, her boss, knowing this, he would: A. give Sue interesting work. B. give Sue tasks that provide her a feeling of accomplishment. C. praise Sue. D. give Sue more autonomy. E. give Sue additional responsibility.

C. praise Sue.

An employee controls his own behavior without the need for outside control of that behavior by his manager. This is an example of: A. vicarious learning. B. self-efficacy. C. self-reinforcement. D. observational learning. E. self-determinants.

C. self-reinforcement.

Anything that an employee can give to himself as a reward for "good" performance on the job is known as a(n): A. external stimulus. B. negative reinforcer. C. self-reinforcer. D. self-operant. E. valence.

C. self-reinforcer.

According to the goal-setting theory, to stimulate high motivation and performance, goals must be: A. specific and easy. B. general and easy. C. specific and difficult. D. general and difficult. E. specific but out of reach.

C. specific and difficult.

The desirability to an employee of each of the outcomes available from the employee's job or organization is known as: A. instrumentality. B. expectancy. C. valence. D. equity. E. power.

C. valence.

Observational learning is also known as: A. self-efficacy. B. operant learning. C. vicarious learning. D. equity learning. E. contingent learning.

C. vicarious learning.

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: A. affiliation. B. power. C. recognition. D. achievement. E. self-actualization.

D. achievement.

People experiencing underpayment inequity are most likely to: A. raise their perceptions of their own inputs. B. lower their perceptions of others' outcomes. C. work harder. D. be absent. E. ask for more work.

D. be absent.

The concept which describes how outcomes such as pay should be distributed in proportion to inputs is the: A. expectancy theory. B. need theories. C. goal-setting theory. D. equity theory. E. learning theories.

D. equity theory.

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: A. positive reinforcement. B. negative reinforcement. C. punishment. D. extinction. E. self-reinforcement.

D. extinction.

A worker in an automobile assembly line who chooses his/her work because of the job security it entails is said to be: A. intrinsically motivated. B. experiencing overpayment inequity. C. experiencing underpayment inequity. D. extrinsically motivated. E. prosocially motivated.

D. extrinsically motivated.

A computer programmer who does his/her job well because he/she enjoys solving complicated computer problems is said to be: A. extrinsically motivated. B. negatively reinforced. C. experiencing extinction. D. intrinsically motivated. E. experiencing overpayment inequity.

D. intrinsically motivated.

A relatively permanent change in a person's knowledge or behavior that results from practice or experience is known as: A. extinction. B. equity. C. self-efficacy. D. learning. E. expectancy.

D. learning.

An employer can attempt to meet the employees' safety needs by providing: A. adequate pay. B. company social events. C. promotions. D. medical benefits. E. opportunities to grow.

D. medical benefits.

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: A. instrumentality. B. valence. C. positive reinforcement. D. negative reinforcement. E. vicarious learning.

D. 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. A. needs hierarchy B. ERG C. equity D. operant conditioning E. motivator-hygiene

D. operant conditioning

Jennifer perceives that though she works harder than her coworker Kelly, she is paid the same. This is an example of: A. the valence effect. B. extinction. C. negative reinforcement. D. underpayment inequity. E. explicit bias.

D. underpayment inequity.

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: A. negative reinforcement. B. contingent learning. C. equity learning. D. vicarious learning. E. positive reinforcement.

D. vicarious learning.

According to the expectancy theory, high motivation will occur when: A. only expectancy is high. B. only instrumentality is high. C. only valence is high. D. only expectancy and instrumentality are high. E. expectancy, instrumentality, and valence are high.

E. expectancy, instrumentality, and valence are high.

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: A. extrinsically motivated behavior. B. an external locus of control. C. an internal locus of control. D. prosocially motivated behavior. E. intrinsically motivated behavior.

E. intrinsically motivated behavior.

The degree to which an employee keeps trying, when faced with obstacles, to accomplish a goal is referred to as: A. assertiveness. B. equity. C. conscientious. D. effort. E. persistence.

E. persistence.

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. A. underpayment inequity B. overpayment inequity C. commission D. equity E. piece-rate

E. piece-rate

A subordinate performs a dysfunctional behavior, and her manager administers an undesired consequence to the subordinate. This is known as: A. extinction. B. positive reinforcement. C. counteractive control. D. equity. E. punishment.

E. punishment.

Don is intrinsically motivated, so he is motivated by: A. praise. B. job security. C. benefits. D. vacation time. E. responsibility.

E. responsibility.