MGMT 310 Ch 18 & 20

the act of removing an aversive condition in response to a desired behavior.

Negative reinforcement

The theory that both positive and negative reinforcement increase behavior while punishment and extinction decrease behavior is called the

theory of operant conditioning

According to Brian Uzzi and Shannon Dunlap, which of the following is the last step in building a useful internal network? Mapping your network Cultivating brokers Forging better connections Accumulating information

Cultivating brokers Correct. According to Uzzi and Dunlap, the third and final step in building a useful internal network is cultivating brokers.

_____ represents the number of contacts to whom a person is connected in a social network.

Degree of centrality Correct. Degree of centrality, the simplest measure of centrality, represents that number of contacts to whom a person is connected in a social network.

_____ refers to the value that an individual can derive from his or her contacts.

Social capital

Which of the following statements best describes David McClelland's acquired needs theory? Individuals are motivated by three primary needs: existence, relatedness, and growth. Individuals are driven or motivated by three needs: the need for affiliation, the need for power, and the need for achievement. Individuals have multiple needs that must be fulfilled in a specific order to ensure the greatest level of satisfaction. Two conditions, hygiene factors and motivators, simultaneously act as drivers of satisfaction and dissatisfaction.

Individuals are driven or motivated by three needs: the need for affiliation, the need for power, and the need for achievement.

Which of the following statements is true of Douglas McGregor's Theory X and Theory Y? Managers who conform to Theory X try to create an open atmosphere where employees are free to experiment. Managers who conform to Theory Y use fear, intimidation, and threats of punishment to drive motivation. Managers who conform to Theory X believe that employees are principally motivated by extrinsic rewards. Managers who conform to Theory Y believe that employees inherently dislike work and need to be constantly monitored.

Managers who conform to Theory X believe that employees are principally motivated by extrinsic rewards. Correct. Theory X managers tend to believe that employees are principally motivated by extrinsic rewards, especially compensation.

_____ provide individuals with opportunities to learn and develop professional relationships outside work.

Networking clubs Correct. Networking clubs are community-based organizations that allow individuals to meet others and develop professional relationships outside work.

Which of the following is an example of an extrinsic reward? Responsibility Recognition Self-direction Challenging work

Recognition Correct. Compensation, recognition, and bonuses are examples of extrinsic rewards.

__________ contacts provide similar information.

Redundant Correct. Redundant contacts are connected to one another and tend to recirculate similar insights, knowledge, and information among themselves.

Which of the following theories is a variant on Maslow's hierarchy of needs theory? The theory suggesting that individuals are driven or motivated by three needs: the need for affiliation, the need for power, and the need for achievement The theory suggesting that two conditions, hygiene factors and motivators, simultaneously act as drivers of satisfaction and dissatisfaction The theory suggesting that individuals are motivated by the drive to acquire, the drive to bond, the drive to comprehend, and the drive to defend The theory suggesting that individuals are motivated by three primary needs: existence, relatedness, and growth

The theory suggesting that individuals are motivated by three primary needs: existence, relatedness, and growth Correct. Alderfer's ERG theory is a variant of Maslow's hierarchy theory that collapses Maslow's five levels into three: existence, relatedness, and growth.

Which of the following statements is true of intrinsic rewards? Compensation, recognition, and bonuses are examples of intrinsic rewards. Intrinsic rewards are specific, tangible, and easy to compare. The value of intrinsic rewards is based on individuals' conception of their worth. Intrinsic rewards do not provide personal satisfaction.

The value of intrinsic rewards is based on individuals' conception of their worth. Correct. The value of intrinsic rewards tends to be hard to compare from one person to another because that value is based on individuals' conception of their worth.

According to David Krackhardt, which of the following is a characteristic of strong ties that brings value to a network? Time Brokerage Power Degree

Time Correct. According to David Krackhardt, the three characteristics of strong ties that bring value to the network are interaction, affection, and time.

Ryan is a technical expert from whom the employees in an organization often seek suggestions when they face any technical issues at work. The network thus formed is an example of a(n) _____ network.

advice Correct. An advice network includes the people to whom an individual typically goes for advice on solving problems and for technical information.

Kevin, a top manager in an organization, often socializes and maintains warm relationships with his employees. He tends to be more concerned about his team members rather than their performance. He tries to avoid confrontations and negative feedback in an attempt to be liked by everyone. Based on David McClelland's acquired needs theory, it can be inferred that Kevin is an example of a(n) _____ manager.

affiliation-oriented Correct. Affiliation-oriented managers maintain warm relationships, socialize with the group, avoid confrontation and negative feedback, and worry more about people than performance.

Kim, Jake, and Maria are team leaders who work for an organization's HR department. Their teams coordinate during the recruitment and selection process. Kim's team shortlists candidates' profiles from job portals. Jake's team talks to the shortlisted candidates for initial screening. Maria's team conducts the interviews. Finally, James, the HR manager, decides whether the candidate can be given the offer or not. This scenario is a best example of a(n) _____ network in an organization.

communication Correct. Communication networks are used to exchange work-related information; they can span across employees in all of the divisions and departments within a company.

The three distinct conceptions of centrality are

degree, closeness, and betweenness.

The _____ theory holds that people will compare their circumstances with those of similar others and that this behavior motivates them to seek fairness in the way they are rewarded for performance.

equity

To fulfill employees' drive to acquire, managers should

provide competitive salary and benefits.

According to the expectancy theory, the variable that includes the evaluation of whether available outcomes are attractive to an employee is called

valence

According to Mark Granovetter, individuals obtain their most valuable information, such as job leads, through their

weak ties Correct. Granovetter argued that in many instances individuals obtain their most valuable information, such as job leads, through their weak ties.