OB chapter 5

To enhance a worker's expectancy, a manager could

set smart goals

Interactional justice is defined as the perceived fairness of

the quality of interpersonal treatment received

Randall wants to put more variety into his assistant's job by combining specialized tasks of about the same level of difficulty. This is

top-down

According to _________, the typical perspective held by managers is that employees dislike work, must be monitored, and can be motivated only with rewards and punishment ("carrots and sticks").

Theory X

At Cornet Company, employees and teams had higher performance, greater job satisfaction, and increased organizational commitment when their managers showed ________ behaviors

Theory Y

In _________ job design, managers change employees' tasks with the intent of increasing motivation and productivity.

Top down

Manuel wanted friendly and close interpersonal relationships with his colleagues. According to McClelland'sneed theory, this desire is known as a need for

affiliation

Otto wants to develop a program to increase employee productivity. He suggests doubling each employee's production quota and providing a 2 percent bonus for meeting these expectations. According to expectancy theory, what result can Otto expect?

Employee efforts will probably decrease

Peter offers his manager some suggestions for a new holiday display. His manager shrugs his shoulders and tells Peter that the display is all set. Then Sarah approaches the manager with an idea for the display, and the manager tells her that it's a great idea. ______ theory is the model of motivation that explains how Peter is striving for fairness and justice

Equity

Don believes that if he works hard and attends every class, he will get an A in his OB course. This belief is called a(n)

Expectancy theory

__________ theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes.

Expectancy theory

Gerry, one of your subordinates, seems to care so much about being liked that he rarely states strong opinions in meetings of your department. Based on this, Gerry probably has a

Has a strong need for affiliation

_____________ results when an individual gains satisfaction and self-praise from an assignment.

Intrinsic motivation

Marcy left a large Fortune 500 company to go to a small start-up technology firm. Earlier in her career, Marcy wanted a high salary and corporate position, but now she wants something different. She wants to be part of something that will grow and she enjoys the flexibility a small firm offers. In addition, she is involved in decision making, so she almost feels like it's her own company. These differing needs represent steps in

Maslow's Need Hierarchy

"How much do I value the rewards I receive?" This question addresses

Our Valance

Mari has been out of work for eight months and is worried about providing for her family. She takes a job at a fast-food restaurant, even though the position is a step down from her previous job. According to Maslow's theory, Mari is motivated by ____ needs.

Physiological

In Maslow's needs hierarchy theory, _______ is the lowest level and __________ is the highest level.

Physiological, self actualization

________ theory focuses on the needs that drive intrinsic motivation, which is longer lasting and has a more positive impact on task performance than extrinsic motivation

Self-determination theory

_________ theory assumes that competency, autonomy, and relatedness influence our behavior and well-being.

Self-determination theory

An expectancy of zero means that the person

does not feel confident in his or her ability to do the job.

A low valence means that the person

does not value the outcomes.

The idea behind the job characteristics model is that

employee motivation

The need for prestige and reputation is part of the need for

esteem

The goal of the job characteristics model is to

increase intrinsic motivation in jobs.

__________ is defined as the physical and cognitive changes individuals make in the task or relational boundaries of their work.

job crafting