Chapter 11: Business Test

The Maslow's need hierarchy is different from Alderfer's ERG theory in that A) ERG theory states that various needs operate simultaneously. B) Maslow's hierarchy has more scientific validity. C) Maslow's hierarchy states that once a need is satisfied, it acts as a powerful motivator. D) ERG theory focuses on five levels of need. E) ERG theory reminds managers of the types of reinforcers that can be used to motivate people.

A) ERG theory states that various needs operate simultaneously.

________ formulated the law of effect. A) Edward Thorndike B) Abraham Maslow C) Peter Drucker D) Russell Lincoln Ackoff E) Michael Porter

A) Edward Thorndike

________ is the process of sharing power with employees, thereby enhancing their confidence in their ability to perform their jobs and their belief that they are influential contributors to the organization. A) Empowerment B) Job enlargement C) Growth need strength D) Task significance E) Task identity

A) Empowerment

________ theory proposes that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome. A) Expectancy B) Reinforcement C) Path-goal D) Equity E) Law of effect

A) Expectancy

________ is an example of positive reinforcement. A) Giving letters of commendation B) Taking an employee off probation C) Assigning an unappealing task D) Giving a threat of punishment E) Forgetting to say thanks for a favor

A) Giving letters of commendation

________ theory states that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end. A) Goal-setting B) Meaningful goals C) Acceptable goals D) Challenging goals E) Specific goals

A) Goal-setting

"I haven't missed a day of work in the past year, and I'm committed to this company, so I determined that a 20 percent salary increase is warranted for reasons of fairness," said Ted to his supervisor. In reply, Liz asked, "How did you determine that a 20 percent salary increase is fair?" If Ted had used equity theory as a basis for his request, he would have replied, "To determine a proper salary increase, A) I made comparisons with others' salaries." B) I demonstrated a positive attitude as expected of me." C) I evaluated how much I am respected." D) I sought intrinsic rewards for myself." E) I sought job enlargement in my position."

A) I made comparisons with others' salaries."

Select the statement that is supported by equity theory. A) Inequity causes dissatisfaction. B) Equity will result in an effort to restore balance. C) Inequity and the positive feelings it creates may appear anywhere. D) Equity causes people to doubt their capabilities. E) Assessments of equity are made objectively.

A) Inequity causes dissatisfaction.

________ means that jobs are restructured or redesigned by adding higher levels of responsibility. A) Job enrichment B) Task identity C) Task significance D) Negative reinforcement E) Procedural justice

A) Job enrichment

________ is intended to alleviate boredom by giving people different things to do at different times. A) Job rotation B) Job enlargement C) Social loafing D) Job feedback E) Free riding

A) Job rotation

________ is the practice of removing or withholding an undesirable consequence. A) Negative reinforcement B) Punishment C) Extinction D) Increment E) Empowerment

A) Negative reinforcement

Leo, operations manager at QuadFoods Storage, struggled with staffing the "dreaded" night shift, where all new employees were initially assigned. The turnover was high, morale was poor, and performance was dismal. Leo had tried positive reinforcement, offering rewards for punctuality and good work habits; this approach failed. He had also tried the extinction approach, adopting a hands-off approach, also with little success. Finally, he had punished wrongdoers, and that approach also failed to bring about any desired change. If Leo now tries negative reinforcement, what might be a proper approach? A) Offer reassignment to the day shift for the best night-shift performers. B) Fire the worst night-shift performers. C) Offer additional night-shift work and overtime pay for the best night-shift performers. D) Reduce the pay of the worst night-shift performers. E) Reassign the best day-shift performers to the night shift.

A) Offer reassignment to the day shift for the best night-shift performers.

________ is the act of applying a consequence that increases the likelihood that the person will repeat the behavior that led to that result. A) Positive reinforcement B) Aversive consequence C) Glass ceiling D) Groupthink E) Halo effect

A) Positive reinforcement

________ is the practice of using a fair process in decision making and making sure others know that the process is as fair as possible. A) Procedural justice B) Task identity C) Job equity D) Job enlargement E) Sugging

A) Procedural justice

According to McClelland, the most important needs for managers are the needs for A) achievement, affiliation, and power. B) existence, relatedness, and growth. C) motivation and hygiene. D) equity and fair treatment. E) self-actualization and ego.

A) achievement, affiliation, and power.

Individualized performance goals can create ________ and reduce ________. A) competition; cooperation B) cooperation; competition C) achievement; performance D) manipulation; performance E) achievement; manipulation

A) competition; cooperation

Motivation refers to forces that A) energize, direct, and sustain a person's efforts. B) are acquired through education. C) are basically involuntary. D) promote groupthink. E) reduce group cohesiveness.

A) energize, direct, and sustain a person's efforts.

In job ________, workers are given additional tasks at a higher level of responsibility. A) enrichment B) shadowing C) enlargement D) rotation E) mentoring

A) enrichment

Alderfer's ERG theory primarily focuses on A) existence needs, relatedness needs, and growth needs. B) existentialism, relativity, and governance. C) employment, recruitment, and gain sharing. D) job rotation, job enlargement, and job enrichment. E) expectancy, risk, and growth.

A) existence needs, relatedness needs, and growth needs.

For motivation to be high, A) expectancy must be high. B) instrumentalities must be low. C) total valence of all outcomes must be low. D) goals should be unattainable. E) goals should conflict with people's personal values.

A) expectancy must be high.

In Herzberg's two-factor theory, ________ are characteristics of the workplace, such as company policies, working conditions, pay, and supervision, that can make people dissatisfied. A) hygiene factors B) motivators C) outcomes D) expectancies E) positive reinforcers

A) hygiene factors

Sheila Jones, Manager of Operations, told the firm's Manager of Human Resources, "I'm not convinced that a QWL program will necessarily inspire employees to work harder. Rather, I want us to tie rewards directly to A) individual performance." B) hygiene factors." C) psychological contracts." D) procedural justice." E) constitutionalism."

A) individual performance."

Kendrick's job responsibilities have recently been changed as part of a decentralization effort taking place at his office. He has been given the authority to decide when a file's status is to be altered, rather than only altering files at his supervisor's discretion. This is an example of A) job enrichment. B) task identity. C) task significance. D) negative reinforcement. E) procedural justice.

A) job enrichment.

Kobe, the manager at NetTrue Corp., took an employee off probation because of improved performance, illustrating A) negative reinforcement. B) punishment. C) extinction. D) glass ceiling. E) intrinsic reward.

A) negative reinforcement.

Pablo's work performance has greatly improved over the course of the past two months, so his boss decided to upgrade his status from that of a temporary employee to that of a permanent employee. This is an example of A) negative reinforcement. B) punishment. C) extinction. D) glass ceiling. E) intrinsic reward.

A) negative reinforcement.

Henry, a manager at Roberts Corp., recently illustrated ________ by promoting two employees because their performance had greatly improved. A) positive reinforcement B) aversive consequence C) the glass ceiling D) groupthink E) the halo effect

A) positive reinforcement

Rafa was given a surprise $500 bonus and his supervisor told him that if he continued to post numbers as he did that month, he would receive a bonus each month. Rafa was motivated to go all out and do his best every month. This shows the power of A) positive reinforcement. B) hygiene factors. C) the glass ceiling. D) intrinsic rewards. E) the halo effect.

A) positive reinforcement.

When positive reinforcement is employed, A) same behavior is likely to be repeated. B) desired behavior is less likely to be repeated. C) undesirable behavior is most likely to occur. D) negative behavior is likely to be repeated. E) employee retention is adversely affected.

A) same behavior is likely to be repeated.

Nikki reflected on last year's one goal that she established for her department—to achieve $1 million in profit. And she required all staff members to establish this same personal goal—and only this goal—for themselves. Looking back a year later, Nikki realized that her dogged pursuit of a "number" caused her department to fall a year behind in training and new business development. Nikki knows that this focus on one dimension of her business cannot be repeated. For the coming year, she must not establish a ________ goal. A) single productivity B) creativity C) new projects and business D) knowledge acquisition E) specific and challenging

A) single productivity

Stretch goals are the A) targets that are exceptionally demanding and novel. B) set of goals whose primary focus is to protect organizations from being sustainable. C) targets that merely exhort employees in general terms to improve performance and start doing their best. D) goals that conflict with people's personal values and interests. E) goals that are high enough to inspire better performance but at the same time are always unattainable.

A) targets that are exceptionally demanding and novel.

Nathan exclaimed, "Janet, I just heard that Veronica makes a salary that is three times greater than mine! But I have a house payment and child care expenses that she does not have!" Janet replied, "Nathan, your financial situation is not at all relevant to what our employer pays you. Your compensation reflects your value to the company. Veronica is the vice president of sales. Do you believe that she contributes three times more than you?" Nathan responded, "At least! We wouldn't have jobs without her! Oh, I see what you mean." Nathan came to understand why Veronica made more than he did because Janet reminded him to think in terms of A) the equity theory. B) intrinsic rewards. C) discrimination. D) quality of work life (QWL). E) hygiene factors.

A) the equity theory.

According to expectancy theory, instrumentality is A) the perceived likelihood that performance will be followed by a particular outcome. B) the value that expected outcomes hold for the person contemplating them. C) any consequence resulting from performance. D) the likelihood that a person would repeat an action after receiving negative reinforcement. E) the likelihood that a person would repeat an action after receiving positive reinforcement.

A) the perceived likelihood that performance will be followed by a particular outcome.

Constitutionalism refers to A) the rights of personal privacy, dissent, and due process. B) a work role that minimizes infringement on personal leisure and family needs. C) a social environment that fosters personal identity. D) the desire to have experiences that enable people to contribute toward the development of the society. E) the desire for experiences that contribute to personal and psychological development.

A) the rights of personal privacy, dissent, and due process.

________ is the link between performance and outcomes in expectancy theory. A) Valence B) Instrumentality C) Expectancy D) Equity E) Actualization

B) Instrumentality

________ is the perceived likelihood that performance will be followed by a particular outcome. A) Valence B) Instrumentality C) Expectancy D) Job enlargement E) Job enrichment

B) Instrumentality

Select the statement that is true regarding Maslow's need hierarchy. A) It is a complex and altogether accurate theory of motivation. B) It sensitizes managers to the importance of personal growth. C) It states that people are motivated to satisfy the higher needs before they try to satisfy the lower needs. D) It states that once a need is satisfied, it acts as a powerful motivator. E) It postulates that people have three basic sets of needs that can operate simultaneously.

B) It sensitizes managers to the importance of personal growth.

________ is the act of changing a task to make it inherently more rewarding, motivating, and satisfying for the people concerned. A) Task significance B) Job enrichment C) Task identity D) Job enlargement E) Halo effect

B) Job enrichment

Select the goal that is most likely to stimulate performance, according to the guidelines of goal-setting theory. A) Increase quality levels. B) Obtain sales levels that are 15 percent higher than last year. C) Sell defective items overseas. D) Develop a cure for AIDS. E) Employees should attend prayer sessions every day.

B) Obtain sales levels that are 15 percent higher than last year.

Rajiv's company was hemorrhaging money. It was also losing many valuable employees through layoffs and resignations. He tried, but failed, to motivate his best employee by discussing her next year's goals, appealing to her full potential as a professional. She told him she could not think about next year—she was worried about keeping her job this year. In accordance with Maslow's need hierarchy, why is Raj failing to motivate Judy? A) Judy seeks power more than affiliation or achievement. B) Raj is speaking to higher-level needs that Judy is not in a position to currently appreciate. C) Raj is using extinction as an approach to motivation. D) Raj is speaking to lower-level needs that Judy is not in a position to currently appreciate. E) Judy wants immediate satisfaction of goals related to realizing her full potential.

B) Raj is speaking to higher-level needs that Judy is not in a position to currently appreciate.

_______ goals can shift people away from mediocrity. A) Meaningful B) Stretch C) Challenging D) Acceptable E) Specific

B) Stretch

On receiving feedback, one should ideally A) act defensive. B) avoid negative emotions. C) openly show if they are hurt. D) ignore it. E) vent out negative emotions.

B) avoid negative emotions.

According to expectancy theory, valence A) is the perceived likelihood that performance will be followed by a particular outcome. B) can be positive or negative. C) results in a person's level of performance. D) is the perceived likelihood that employees' efforts will enable them to attain their performance goals. E) can link effort to performance.

B) can be positive or negative.

In contrast to reinforcement theory, expectancy theory A) describes the processes by which factors in the work environment affect people's behavior. B) considers some of the cognitive processes that go on in people's heads. C) focuses on tools such as punishments and extinctions. D) does not look at individual performance of employees. E) has a positive effect on employee retention.

B) considers some of the cognitive processes that go on in people's heads.

For motivation to be high, total valence of all outcomes must be A) low. B) high. C) neither high nor low. D) both high and low. E) mediocre.

B) high.

Clifford is the marketing manager in a small firm. In addition to his marketing-related duties, he is also in charge of recruitment. This is an example of A) social loafing. B) job enlargement. C) free riding. D) low instrumentality. E) negative reinforcement.

B) job enlargement.

Sean is demoralized and unmotivated. He tells his coworker, "I'm at a dead end in this job. Believe me, I would dearly love to get a raise or a promotion. But, no matter how well I do, I'll never get that kind of recognition." In the context of the expectancy theory, Sean illustrates A) low valence. B) low instrumentality. C) negative reinforcement. D) low equity. E) negative affiliation.

B) low instrumentality.

In the context of Maslow's need hierarchy, the need found at the bottom of the pyramid is the ________ need. A) social B) physiological C) psychological D) safety E) self-actualization

B) physiological

Kenny was pleased to reward his top sales professional, Deborah, with a hefty bonus for the third year in a row because of her increasingly large sales figures. She said, "Kenny, you keep providing ________ as a consequence of my sales, and I will keep posting excellent sales!" A) high need for affiliation B) positive reinforcement C) an intrinsic reward D) low need for affiliation E) hygiene factors

B) positive reinforcement

Damien, project manager for Telmax Construction, reprimanded his superintendent, "Todd, I'm going to have to write you up for not properly securing yourself on that elevated work site. I've written up others, and the crew will be watching to see what I will do." Todd replied, "C'mon, Damien! I've been up there dozens of times, and we're on a tight schedule. There's no time to fool with every safety procedure." In writing up Todd as he did other employees, Damien was implementing A) extinction. B) procedural justice. C) negative reinforcement. D) instrumentality. E) expectancy.

B) procedural justice.

A ________ refers to a set of perceptions of what employees think their employers owe them and vice versa. A) safe and healthy environment B) psychological contract C) social environment D) work role E) job description

B) psychological contract

David, marketing/sales manager for WTU Corporation, said to his employee, "Gordon, I will be out next week on client business. In my absence, I'd like you to serve as acting manager. On Monday, I'd like you to lead our weekly sales meeting. Also, please assign client contacts to the sales staff for the upcoming trade show. Lastly, decide upon final terms for our contract with Acme Power, and negotiate that contract to closure. I'm glad that I can count on you." In empowering Gordon, David has A) demonstrated extinction. B) shared power. C) monopolized power. D) personalized power. E) centralized power.

B) shared power.

Select the statement that is true of growth need strength. A) It is the degree to which people desire to have experiences that enable them to contribute toward the development of the society. B) Job enrichment would be more successful for people with low growth need strength. C) A person's growth need strength will help determine just how effective a job enrichment program might be. D) Employee growth need strength results in absenteeism. E) It is the intensity of peoples' desire to retire from their jobs.

C) A person's growth need strength will help determine just how effective a job enrichment program might be.

________ is a set of perceptions of what employees owe their employers and what their employers owe employees. A) Personal growth B) Constitutionalism C) A psychological contract D) Procedural justice E) A union contract

C) A psychological contract

________ is an example of punishment. A) Giving letters of commendation B) Taking an employee off probation C) Assigning an unappealing task D) Withholding an undesirable consequence E) Forgetting to say thanks for a favor

C) Assigning an unappealing task

________ involves the instances of withdrawing or failing to provide a reinforcing consequence. A) Negative reinforcement B) Positive reinforcement C) Extinction D) Groupthink E) Egocentrism

C) Extinction

________ are the rewards given to a person by the boss, the company, or some other person. A) Halo effects B) Personalized powers C) Extrinsic rewards D) Hygiene factors E) Procedural justices

C) Extrinsic rewards

________ is an example of extinction. A) Shouting at employees B) Allowing employees to get work done from home C) Forgetting to say thanks for a favor D) Giving letters of commendation E) Providing employees with a threat of punishment

C) Forgetting to say thanks for a favor

According to ________, characteristics of the workplace termed hygiene factors will not necessarily motivate workers. A) Maslow B) McClelland C) Herzberg D) Hackman and Oldham E) Dewey

C) Herzberg

Victor told his sales manager, "Our staff are dissatisfied, and they have not been displaying good citizenship since we lost the big SafeJob account." What did Victor mean regarding not displaying good citizenship? A) His employees are not exercising their constitutional rights. B) His employees are not performing the mundane work. C) His employees are not going the "extra mile" and helping others at work. D) His employees are not obeying the law. E) His employees are not involved in office gossip and "drama."

C) His employees are not going the "extra mile" and helping others at work.

The need for achievement is important for leaders and managers in all of the following countries EXCEPT A) the United States. B) Great Britain. C) Japan. D) Canada. E) none of these.

C) Japan.

________ is the act of giving people additional tasks at the same time to alleviate boredom. A) Job enrichment B) Task significance C) Job enlargement D) Task identity E) Social loafing

C) Job enlargement

Select the statement that is true according to Maslow's need hierarchy. A) One can never be fully satisfied. B) Higher-level needs are more important than lower-level needs. C) People are motivated to satisfy lower-level needs before higher-level needs. D) Once a need is satisfied, it becomes a powerful motivator. E) Unsatisfied needs will not motivate performance.

C) People are motivated to satisfy lower-level needs before higher-level needs.

________ create a workplace that enhances employee well-being and satisfaction. A) Implicit contracts B) Psychological contracts C) Quality of work life (QWL) programs D) Motivation programs E) Union contracts

C) Quality of work life (QWL) programs

________ are positive consequences that motivate behavior. A) Biases B) Behavioral antecedents C) Reinforcers D) Effectors E) Sanctions

C) Reinforcers

After a rough week and against her better judgment, Pari tells Vihaan she is tired of arguing with him over trip reports. She makes an exception for him and, against policy, says he no longer needs to fill them out. A week later, another sales rep comes to her and asks to stop preparing reports, just like Vihaan. Why do you think Pari now has a managerial problem? A) She misused the expectancy theory with Vihaan. B) She misused the ERG theory with Vihaan. C) She failed to provide procedural justice. D) She administered punishment to Vihaan. E) She provided extrinsic rewards to Vihaan.

C) She failed to provide procedural justice.

Growth need strength is best defined as the A) desire people have to influence or control other people. B) degree to which people desire to have experiences that enable them to contribute toward the development of the society. C) degree to which people desire experiences that contribute to personal and psychological development. D) intensity of peoples' desire to retire from their jobs. E) desire that people have for extrinsic rewards.

C) degree to which people desire experiences that contribute to personal and psychological development.

According to McClelland's research, the need for achievement is A) equivalent to Maslow's safety needs. B) often perceived negatively. C) important to most American managers. D) equivalent to Maslow's social needs. E) the most complex theory of human motivation.

C) important to most American managers.

Organizational behavior modification primarily attempts to A) promote groupthink. B) increase instances of glass ceiling. C) improve performance. D) reinforce the benefits of free riding. E) promote egocentrism.

C) improve performance.

Advocates of QWL claim that it results in A) higher turnover and absenteeism. B) more grievances and lawsuits. C) improved organizational effectiveness and productivity. D) poorer mental and physical health. E) poorer relationships and customer service.

C) improved organizational effectiveness and productivity.

"Ted, I have some disturbing data," said, Amanda, Vice President of Human Resources. "Our company has suffered increases in turnover, absenteeism, lawsuits by employees and former employees, injury and illness claims, and customer complaints. About the only thing that hasn't increased is our productivity." Ted replied, "I have unfortunately come to recognize these workforce characteristics. They are a sign of A) self-determination." B) the equity theory." C) job dissatisfaction." D) constitutionalism." E) procedural justice."

C) job dissatisfaction."

According to Herzberg, the key to true job satisfaction and motivation to perform lies in A) hygiene factors. B) characteristics of the workplace. C) motivators. D) socialized power. E) personalized power.

C) motivators.

Bart told his fellow roofer, "I'm telling the boss at the end of the day that I'm quitting. This work is too physically demanding and dangerous for what they're paying me." In the context of the expectancy theory, Bart illustrates A) high expectancy. B) high instrumentality. C) negative valence. D) low equity. E) low affiliation.

C) negative valence.

The general goal of quality of work life (QWL) programs is to A) encourage free riding. B) lay off employees skillfully. C) satisfy the full range of employee needs. D) stop whistleblowing activities. E) promote social loafing.

C) satisfy the full range of employee needs.

Marc was one of Stephanie's lower-quartile performers, mainly due to punctuality. In Marc's annual performance review, he submitted his draft goals for the upcoming years. One of his goals was to "Improve my punctuality." Stephanie responded, "No, Marc. That goal is not acceptable. Your goal needs to be more ________ so that you and I can monitor and measure whether or not you are attaining your goal." A) subjective B) emotional C) specific and quantifiable D) general E) time bound

C) specific and quantifiable

________ is a consequence a person receives for his or her performance. A) Valence B) Instrumentality C) Expectancy D) Outcome E) Equity

D) Outcome

In the Hackman and Oldham model, ________ is the independence and discretion in making decisions. A) skill variety B) task identity C) feedback D) autonomy E) expectancy

D) autonomy

Unhappy with his performance review, Sid said, "C'mon boss. You're saying that I have been using the incorrect format when documenting instances of production waste in my weekly operations reports all year long, and that this finding has resulted in a below-average performance review and a below-average salary increase. That's not fair...this is a surprise to me. If you would have provided regular, ongoing feedback, I would have A) had time to prepare a defense." B) had time to transfer production waste to another department." C) had time to prepare a justification for a larger salary increase." D) corrected problems immediately." E) had time to anticipate a negative performance review."

D) corrected problems immediately."

The law of ________ states that behavior that is followed by positive consequences will likely be repeated. A) consequences B) repetition C) large numbers D) effect E) demand

D) effect

In Maslow's need hierarchy, ________ includes the need for recognition and self-esteem. A) physiological B) self-actualization C) safety D) ego E) social

D) ego

Mike has noticed that Tonya's employee turnover rate is twice the firm's average, and he has heard several reports of poor morale in Tonya's division. As he discusses these problems with Tonya, he learns about her key employees' performance goals. He determines that these goals are a key reason for the problems. Mike advises Tonya, "Your key employees' performance goals are a 'textbook case' of extinction because they are ________ and, therefore, very demotivating." A) specific and quantifiable B) acceptable to the key employees C) time-specific D) impossible to achieve E) attainable

D) impossible to achieve

Benny loves his job. It offers him the opportunity to meet lots of people, to work outdoors, and to do things his own way. Benny often jokes that he would be glad to do his job even if he is not given any pay. This sense of fulfillment is an example of A) extinction. B) halo effect. C) egocentrism. D) intrinsic reward. E) personalized power.

D) intrinsic reward.

A low need for affiliation and a moderate to high need for power are associated with A) nonmanagerial success. B) self-satisfaction. C) job satisfaction. D) managerial success. E) employee evaluation.

D) managerial success.

Carmen knows that she will not have bonus dollars to reward her high-performing management team this year due to a shortfall in company profits. Furthermore, a companywide hiring and promotion freeze will prohibit her from hiring entry-level workers to allow existing staff to be promoted to higher levels. In response, she has arranged for her management team to attend the annual corporate planning meeting, affording them a unique opportunity to interact with and gain recognition by company executives. She has instituted this nonmonetary reward because A) according to Herzberg, motivated workers do not need extrinsic rewards, for example, hygiene factors. B) she wanted her staff to perceive that good performance will be rewarded with a bonus, for example, instrumentality. C) according to McClelland, managers need no motivation. D) nonmonetary rewards can motivate when pay and promotions are scarce. E) according to Herzberg, motivated workers do not need intrinsic rewards, for example, motivators.

D) nonmonetary rewards can motivate when pay and promotions are scarce.

Goals should be ________ to be motivating. A) unattainable B) subjective C) easy to achieve D) quantifiable E) open-ended

D) quantifiable

In Maslow's need hierarchy, ________ need refers to a need for friendship, affection, belonging, and love. A) self-actualization B) safety C) physiological D) social E) security

D) social

Jonas, a marketing professional who reports to you, believes that he is capable of meeting his $1 million sales goal this year (expectancy). And he would truly value the $10,000 bonus (valence) that he might earn as a result. In the past, your company has failed to pay out promised rewards. Therefore, in accordance with the expectancy theory, he is concerned—and hence demotivated—that A) his sales goal will be increased next year as a result of this year's success (instrumentality). B) he will run into problems later in the year, resulting in a sales shortfall (instrumentality). C) he will significantly exceed his sales goal (instrumentality). D) the company will not follow through on its commitment to provide a bonus (instrumentality). E) his bonus will not be sufficient to meet his financial commitments (instrumentality).

D) the company will not follow through on its commitment to provide a bonus (instrumentality).

"I truly believe that our quality of work life (QWL) program is vital to our success," said Emil Thorpe, CEO of Thorpe Products. "It improves our effectiveness and productivity, where productivity means much more than each employee's quantity of work output. Productivity also includes A) turnover, punctuality, creativity, and quality of work." B) office space, absenteeism, creativity, and quality of work." C) turnover, absenteeism, creativity, and unity of command. D) turnover, absenteeism, creativity, and quality of work." E) turnover, punctuality, civil rights, and quality of work."

D) turnover, absenteeism, creativity, and quality of work."

Herzberg's ________ theory describes hygiene and motivators as factors affecting people's work motivation and satisfaction. A) equity B) expectancy C) path-goal D) two-factor E) hierarchy of needs

D) two-factor

Delilah's previous manager every year developed and given her a list of performance goals for the upcoming year, and then proceeded to criticize her for not fully achieving her previous year's goals—goals that he had developed and given to her. And, in fact, Delilah was not always motivated to achieve all of the goals that her previous manager had prescribed for her. But Delilah's new manager was a breath of fresh air. Delilah told her roommate, "My new manager lets me participate in goal-setting for my work and, as a result, A) I am able to find ingenious ways to set easy goals and convince my manager that they are difficult." B) I find ways to meet goals simply to receive a reward." C) we develop goals that do not necessarily contribute to the company's success." D) we tend to generate goals that I accept and pursue willingly." E) we set goals that are so challenging as to be unattainable."

D) we tend to generate goals that I accept and pursue willingly."

________ is the highest level need in Maslow's hierarchy. A) Social B) Physiological C) Psychological D) Safety E) Self-actualization

E) Self-actualization

Vertical stretch goals are A) subjective and not objective. B) the targets that merely exhort employees in general terms to improve performance. C) the goals that conflict with people's personal values and interests. D) the set of goals whose primary focus is to protect organizations from being sustainable. E) aligned with current activities, including productivity and financial results.

E) aligned with current activities, including productivity and financial results.

In the context of Alderfer's ERG theory, existence needs A) typically involve relationships with other people. B) are typically satisfied through the process of mutually sharing thoughts and feelings. C) typically motivate people to productively change themselves. D) typically motivate people to creatively change their environment. E) are typically physiological desires.

E) are typically physiological desires.

Expectancy theory includes the following events, in order: A) outcome valence, performance, and effort B) performance, effort, and outcome valence C) effort, outcome valence, and performance D) performance, outcome valence, and effort E) effort, performance, and outcome valence

E) effort, performance, and outcome valence

For a goal to be motivating, it A) has to be provisional. B) has to be subjective. C) has to be easy to achieve. D) should not be quantifiable. E) has to be acceptable to employees.

E) has to be acceptable to employees.

Horizontal stretch goals A) are subjective and not objective. B) merely exhort employees in general terms to improve performance. C) are goals that conflict with people's personal values and interests. D) are goals whose primary focus is to protect organizations from being sustainable. E) involve people's professional development.

E) involve people's professional development.

In his second year of managing the accounting department, Drew set a goal for his team to slightly improve its "days billing" from last year's mediocre 36 days to 35.5 days. Midway through the year, Drew is disappointed that the "days billing" has actually worsened, to 37 days. Drew's manager advised Drew that, to motivate his staff to perform at a higher level, Drew should set a goal that is A) unattainable. B) subjective. C) provisional. D) not quantifiable. E) more challenging.

E) more challenging.

Julius said to his employee, "Jack, I don't know what else I can do for you. You have a job, a paycheck, competitive benefits, a suitable office space, and reasonable people with whom to work." Jack replied, "I'm sorry, Julius, but those things don't motivate me." According to Herzberg's two-factor theory, what is Jack looking for? A) extrinsic rewards B) improved working conditions C) a higher salary D) different company policies E) opportunities for personal growth and recognition

E) opportunities for personal growth and recognition

According to McClelland, ________ power is used as a negative force. A) aggressive B) abusive C) antisocial D) hostile E) personalized

E) personalized

________ is the act of administering an aversive consequence. A) Groupthink B) Punishment C) Positive reinforcement D) Negative reinforcement E) Free riding

Punishment

Blake racked up three safety violations in one month and was taken off the construction crew and put in the office, meaning he was no longer eligible for overtime. He pled with his boss, saying he needed the money for rent. Citing that Blake's financial situation was not a concern of the company, he was put in the office until he could demonstrate that safety was a priority. This illustrates A) growth need strength. B) punishment. C) negative reinforcement. D) extinction. E) equity theory.

punishment