Ch 5 ob test

_____ are events preceding the behavior. A. Antecedents B. Consequences C. Emotions D. Modifications E. Communications

A. Antecedents

_____ coaching is the approach to feedback in which an employee's potential is maximized by focusing on his or her strengths rather than weaknesses. A. Appreciative B. Mentor C. Job D. Required E. Desired

A. Appreciative

According to expectancy theory, which of the following would be a way to increase an employee's E-to-P expectancy? A. Assure the employee that he or she has the necessary competencies. B. Measure job performance accurately. C. Provide examples of where good performance has resulted in higher rewards. D. Distribute rewards that employees value. E. Minimize the presence of countervailing outcomes.

A. Assure the employee that he or she has the necessary competencies.

Which of these is one of the factors in the expectancy theory model? A. E-to-P expectancy B. E-to-O expectancy C. V-to-E expectancy D. P-to-E expectancy E. O-to-P expectancy

A. E-to-P expectancy

_____ theory states that everyone has the drive to acquire, bond, learn, and defend. A. Four-drive B. Learned needs C. Needs hierarchy D. Individual differences E. Contingency anchor

A. Four-drive

_____ are the motivational forces of emotions channeled toward particular goals to correct deficiencies or imbalances. A. Needs B. Thoughts C. Beliefs D. Values E. Strategies

A. Needs

According to four-drive theory, the drive to __________________ is the foundation of competition and the basis of our need for esteem. A. acquire B. bond C. comprehend D. defend E. respect

A. acquire

The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontations is referred to as the need for A. affiliation. B. power. C. achievement. D. safety. E. existence

A. affiliation.

According to the four-drive theory, which of the following drives is the foundation of competition and the basis of our need for esteem? A. drive to acquire B. drive to dominate C. drive to defend D. drive to bond E. drive to learn

A. drive to acquire

Expectancy theory helps us to predict an individual's A. effort. B. need for achievement. C. distributive justice. D. job satisfaction. E. rewards.

A. effort.

One of the main implications of four-drive theory is that A. employers should offer employees enough opportunity to keep each drive in balance. B. employees should be given specific goals with plenty of feedback. C. employers should give all employees the same employee benefits. D. employers should select people with the best qualifications for the job. E. needs-based theories have no relevance for managing people in organizational settings.

A. employers should offer employees enough opportunity to keep each drive in balance.

Goal setting is most effective when A. goals are measured in quantitative, qualitative, and cost terms. B. the goals do not stretch the employee's abilities and motivation. C. the goal statements are general rather than specific. D. the intensity of employee effort is minimal. E. it does not compel people to increase the persistence of their work effort

A. goals are measured in quantitative, qualitative, and cost terms.

Achievement in successful entrepreneurs tends to be A. high. B. low. C. neither high or low. D. both low and high. E. nonexistent

A. high.

Which of the following is a way to increase employee motivation by improving the P-to-O expectancies? A. measuring employee performance accurately and distributing more valued rewards B. convincing employees that they will be able to accomplish the task C. selecting employees with the required skills, knowledge, and motivation to perform jobs D. providing sufficient time and resources to employees to perform the task E. treating everyone equally by giving all of them the same reward

A. measuring employee performance accurately and distributing more valued rewards

Which of the following needs is the strongest according to Maslow's needs hierarchy theory? A. need for food B. need to socialize C. need for self-actualization D. need to be secure E. need for love

A. need for food

To learn about their progress toward goal accomplishment, employees usually prefer A. nonsocial feedback sources. B. multisource feedback. C. customer surveys. D. nonverbal communication. E. positive feedback.

A. nonsocial feedback sources.

The optimal difficulty level of a goal A. occurs when the goal is challenging but not impossible. B. is the most challenging goal that the company can possibly imagine. C. occurs only when employees set their own goal. D. is the point at which the employees exert minimal effort to achieve a certain outcome. E. occurs when the employees work using alternate work arrangements.

A. occurs when the goal is challenging but not impossible.

Employees who receive a fixed amount of pay each week and who feel under-rewarded are most likely to A. reduce their work effort. B. increase their work effort. C. change their comparison other. D. encourage the comparison other to increase his or her work effort. E. use a different measure other than comparison other.

A. reduce their work effort.

Goal setting tends to be more effective when goals are A. specific rather than general. B. general rather than specific. C. open-ended. D. more difficult. E. time bound.

A. specific rather than general.

According to _______________ theory, the drives to acquire, bond, and learn are proactive. A. the four-drive B. the learned needs C. the needs hierarchy D. the individual differences E. contingency anchor

A. the four-drive

According to _________________ theory, social norms, past experience, and personal values translate emotional signals into goal-directed effort. A. the four-drive B. the learned needs C. the needs hierarchy D. the individual differences E. the contingency anchor

A. the four-drive

To increase goal performance, employees should participate in the goal-setting process A. when employees see the relevance in their jobs. B. whenever supervisors have any control over setting goals. C. when employees lack knowledge of what would improve goal quality. D. when they believe that the supervisors are not capable enough to set the goals. E. when there are only a few employees in the organization.

A. when employees see the relevance in their jobs.

A need for achievement is when people A.want to accomplish challenging goals and unambiguous feedback. B.want to accomplish challenging goals and unambiguous feedback. C.want to accomplish challenging goals and unambiguous feedback. D.want to accomplish challenging goals and unambiguous feedback. E.want to accomplish less challenging goals and unambiguous feedback.

A.want to accomplish challenging goals and unambiguous feedback.

A way to increase an employee's _____expectancy regarding a specific task is to increase the person's self-confidence through counseling and coaching. A. P-to-E B. E-to-P C. P-to-O D. E-to-O E. O-to-P

B. E-to-P

According to expectancy theory, providing counseling and coaching to an employee who lacks self-confidence is most likely to increase the employee's _______ expectancy. A. V-to-O B. E-to-P C. P-to-E D. O-to-P E. P-to-O

B. E-to-P

In expectancy theory, _____ expectancies are influenced by the individual's belief that he or she can successfully complete the task. A. P-to E B. E-to-P C. P-to-O D. E-to-O E. O-to-P

B. E-to-P

_____theory explains how people develop perceptions of fairness in the distribution and exchange of resources. A. Equity B. Needs hierarchy C. Engagement D. Social cognitive E. Expectancy

B. Needs hierarchy

The best reinforcement schedule for motivating employees is A. a continuous reinforcement schedule. B. a variable ratio schedule. C. a fixed schedule. D. extinction. E. avoidance of consequence.

B. a variable ratio schedule.

People with a high need for ________________ tend to be more effective in jobs that require them to mediate conflicts. A. power B. affiliation C. achievement D. leading E. recognition

B. affiliation

The core elements of Organizational Behavior Modification are depicted by the A-B-C model, in which A, B, and C stand for A. attitude, bearing, conviction. B. antecedents, behavior, consequences. C. action, because, conformity. D. able, baker, charlie. E. step one, step two, step three.

B. antecedents, behavior, consequences.

The most effective reinforcement schedule for learning new tasks is A. a variable ratio schedule. B. continuous reinforcement. C. an intermittent schedule. D.negative reinforcement. E. punishment

B. continuous reinforcement.

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization? A. expectancy theory B. equity theory C. needs-based theory D. need theory E. goal-setting theory

B. equity theory

People with a high need for affiliation tend to be ______________ effective in jobs that allocate scarce resources among employees. A. more B. less C. equally D. somewhat E. moderately

B. less

According to expectancy theory, a skill-development training program would A. have no effect on employee motivation. B. mainly increase the effort-to-performance expectancy. C. mainly increase the performance-to-outcome expectancy. D. mainly increase the valence of pay increases and other organizational outcomes. E. mainly alter the comparison other.

B. mainly increase the effort-to-performance expectancy.

Feedback can be _____ when employees perform jobs with short rather than long cycle time. A. less frequent B. more frequent C. non-existent D. inconsequential E. desired

B. more frequent

Which of these theories states that we are motivated by several needs, but the strongest source is the lowest unsatisfied need? A. four-drive theory B. needs hierarchy theory C. equity theory D. distributive justice theory E. learned needs theory

B. needs hierarchy theory

The typical employee is _________ with the organization. A. very engaged B. not very engaged C. aligned D. disenfranchised E. challenged by

B. not very engaged

A learned need in which people want to control the environment, including people and material resources, to benefit either themselves or others is referred to as the need for A. affiliation. B. power. C. achievement. D. safety.

B. power.

Four-drive theory recommends that organizations should A. encourage employees to fulfill one drive at a time. B. provide sufficient rewards, learning opportunities, and social interaction at the same time. C. only hire people with a strong drive to defend. D. create a work environment that routinely triggers the employee's drive to defend. E. encourage the desire for aesthetic beauty and the desire to know.

B. provide sufficient rewards, learning opportunities, and social interaction at the same time.

According to ______________ theory, companies should not hire leaders with a strong need for personalized power. A. the four-drive B. the learned needs C. the needs hierarchy D. the individual differences E. contingency anchor

B. the learned needs

A person's hierarchy of needs is influenced by his or her A. experiences. B. values. C. intellect. D. family. E. education.

B. values.

With respect to procedural justice, the "value-expressive" function that "voice" provides refers to the A. feeling employees get when they feel valued at work. B. way employees feel after voicing their opinions. C. cathartic benefits of shouting at each other. D. sense of pride employees derive when they are eloquent during presentations. E. stand-off situation that arises as a consequence of the collective voice of the employees.

B. way employees feel after voicing their opinions

_____ potentially improves employee performance by increasing motivation and clarifying role perceptions. A. Positive reinforcement B. Negative reinforcement C. Goal setting D. Coaching E. Punishment

C. Goal setting

. _____ feedback is information about an employee's performance, collected from a full circle of people, including subordinates, peers, supervisors, and customers. A. Positive B. Negative C. Multisource D. Third-party E. Required

C. Multisource

_____feedback tends to provide more complete and accurate information than feedback from a supervisor alone. A. Positive B. Negative C. Multisource D. Third-party E. Required

C. Multisource

A way to increase a person's _____ expectancy is to measure his or her job performance more accurately and distribute more valued rewards to those with higher job performance. A. P-to-E B. E-to-P C. P-to-O D. E-to-O E. O-to-P

C. P-to-O

In expectancy theory, the _____________ expectancy is the perceived probability that a specific behavior or performance level will lead to a particular outcome. A. P-to-E B. E-to-P C. P-to-O D. E-to-O E. O-to-P

C. P-to-O

According to expectancy theory, an outcome that opposes our values has A. a high E-to-P expectancy. B. an inappropriate comparison other. C. a negative outcome valence. D. a low P-to-O expectancy. E. a low need for socialized power.

C. a negative outcome valence.

In expectancy theory, "valence" refers to the A. amount of effort a person puts toward a known goal. B. individual's perceived probability of performing the task at a particular level. C. anticipated satisfaction or dissatisfaction that an individual feels toward an outcome. D. individual's perceived probability that his or her performance will lead to specific outcomes. E. feelings that result from a comparison of the individual's outcome/input ratio with the outcome/input ratio of a comparison other

C. anticipated satisfaction or dissatisfaction that an individual feels toward an outcome.

Maslow's theory has been studied by many people, who all came to the same conclusion, which is that people A. progress through the hierarchy as Maslow's theory predicts. B. do not align with the hierarchy as Maslow's theory predicts. C. do not progress through the hierarchy as Maslow's theory predicts. D. do not believe in the hierarchy as Maslow's theory predicts. E. typically contradict what the hierarchy of Maslow's theory predicts.

C. do not progress through the hierarchy as Maslow's theory predicts.

Which drive in the four-drive theory is reactive rather than proactive? A. drive to acquire B. drive to learn C. drive to defend D. drive to bond E. drive for power

C. drive to defend

The main implication of the four-drive theory of motivation is that A. employers should offer employees a choice of rewards and continuously initiate change in the workplace. B. employees should be given generic goals with plenty of feedback. C. employers should motivate employees to achieve challenging goals and give them egalitarian rewards. D. employers should select people with the best qualifications for the job. E. drives/needs-based theories have no relevance for managing people in organizational settings..

C. employers should motivate employees to achieve challenging goals and give them egalitarian rewards.

Outcome/input ratio and comparison other are elements of A. innate drives theory. B. Maslow's needs hierarchy. C. equity theory. D. expectancy theory. E. goal setting theory.

C. equity theory.

The distributive justice rule employs the concept of A. motivation. B. individual needs. C. equity. D. goal setting. E. performance feedback.

C. equity.

According to learned needs theory, people with a __________________ desire power as a means to help others. A. high personalized need for power B. low personalized need for power C. high socialized need for power D. low socialized need for power E. none of the above

C. high socialized need for power

Goal setting influences employee behavior and performance mainly by improving A. situational contingencies and learned abilities. B. aptitudes and learned abilities. C. motivation and role perceptions. D. role perceptions and learned abilities. E. self-confidence and aptitudes.

C. motivation and role perceptions.

According to the needs hierarchy theory, the concept of ____________ suggests that people are naturally motivated to reach their potential. A. safety B. esteem C. self-actualization D. physiological E. belonging

C. self-actualization

Employee engagement is often described in terms of A. self-esteem. B. self-concept. C. self-efficacy. D. self-enhancement. E. self-verification.

C. self-efficacy.

When employees want to improve their _____, they seek out positive feedback from social sources. A. productivity B. timeliness C. self-image D. sense of accomplishment E. status

C. self-image

Which of the following components are enhanced by individualizing rewards? A. performance expectancies B. E-to-O expectancies C. valences of outcomes D. E-to-P expectancies E. V-to-E outcomes

C. valences of outcomes

________ is an individual's perceived probability that a particular level of effort will result in a particular level of performance. A. E-to-P valence B. EP-to-PO outcome C. E-to-V expectancy D. E-to-P expectancy E. EV-to-PE outcome

D. E-to-P expectancy

Which of the following is a major criticism of Maslow's needs hierarchy theory? A. The safety and physiological needs do not arise due to human drives. B. The need for love and esteem do not apply for many of the individuals. C. Physiological needs of a person are often considered a weaker need than the other needs. D. People do not progress through the hierarchy as the theory predicts. E. The theory gives more importance to the satisfied needs than the unsatisfied needs.

D. People do not progress through the hierarchy as the theory predicts.

Which of the following does the expectancy theory explain about employees? A. They have different needs at different times. B. They can use personal expectations to reduce work-related stress. C. They can motivate themselves through power. D. They base their work effort on the performance level they expect. E. They compare their inputs and outcomes to other people.

D. They base their work effort on the performance level they expect.

People with a high need for affiliation tend to A. rely on persuasive communication. B. be more effective at allocating scarce resources. C. choose tasks with a moderate degree of risk. D. actively support others. E. be highly motivated by money.

D. actively support others.

According to four-drive theory, organizations maximize motivation by focusing employees on opportunities to fulfill _____ of the four drives. A. only one B. two C. three D. all four E. none

D. all four

What are some of the drivers of employee engagement discussed in the text? A. goal setting, self-esteem, self-efficacy B. organizational comprehension, sufficient resources, the company vision C. organizational justice, punishment, rewards D. an appealing company vision, employee involvement, employee development opportunities E. affiliation, achievement, power

D. an appealing company vision, employee involvement, employee development opportunities

The _____ of human beings are also called primary needs. A. beliefs B. values C. attitudes D. drives E. thoughts

D. drives

ABC Corp. brought in a performance-based reward system that accurately identified employees who performed better than others. This practice improves employee motivation by A. increasing employee needs. B. reducing feelings of inequity. C. improving E-to-P expectancies. D. improving P-to-O expectancies. E. increasing outcome valence

D. improving P-to-O expectancies.

According to equity theory A. all employees of an organization have the same needs over their working lives. B. money should never be used to motivate employees. C. employees should set their own goals and performance standards. D. the selection of comparison other varies from one person to the next. E. improving job security and working conditions will improve job satisfaction and, consequently, employee motivation.

D. the selection of comparison other varies from one person to the next.

In four-drive theory, the drive ______ is most closely associated with the need for relative status and recognition. A. to bond B. for fairness C. to defend D. to acquire E. for feedback

D. to acquire

Which of the following statements is true about the innate drives of people? A. Drives refer to the secondary needs of individuals. B. Emotions that energize individuals to act on their environment produce drives. C. Drives include only the basic physiological essentials of individuals. D. Drives are the secondary sources of employee motivation. E. Drives are innate and universal to human beings.

E. Drives are innate and universal to human beings.

Which of the following statements portrays the essence of appreciative coaching? A. Managers should provide frequent corrective feedback to employees. B. Organizations should concentrate on maintaining a participative management style. C. Employees should openly discuss their problems with their managers. D. An organization should strike a balance between punishments and rewards. E. Managers should concentrate on the strengths of employees rather than their weaknesses

E. Managers should concentrate on the strengths of employees rather than their weaknesses

Which of the following statements is consistent with the observations of Maslow? A. Motivation research must look at each need and drive apart from others. B. A specific human behavior is typically initiated by a solitary need or drive. C. Higher-order needs are not influenced by personal and social influences. D. Maslow refocused attention on need gratification instead of need deprivation. E. Maslow suggested that people are naturally motivated to reach their potential.

E. Maslow suggested that people are naturally motivated to reach their potential.

Which of the following statements was considered by the needs hierarchy theory? A. Everyone is naturally motivated to reach their full potential. B. Higher-order needs are influenced by personal and social influences. C. Basic needs are more essential to individuals than their socialization needs. D. People's physiological needs are stronger than their esteem needs. E. Needs are strongly influenced by each individual's self-concept.

E. Needs are strongly influenced by each individual's self-concept.

Which of the following statements is true about situations involving equity judgments? A. People avoid having a comparison other. B. People tend to be tolerant of situations where they are under-rewarded. C. People have a low E-to-P expectancy. D. People feel more comfortable in situations where they receive proportionately more than others. E. People believe that their outcome/input ratio should be similar to the outcome/input ratio of the comparison other.

E. People believe that their outcome/input ratio should be similar to the outcome/input ratio of the comparison other.

_____ states that much learning and motivation occurs by observing and modeling others, as well as by anticipating the consequences of our behavior. A. Equity theory B. Expectancy theory C. Four-drive theory D. Reinforcement theory E. Social cognitive theory

E. Social cognitive theory

Which of the following theories of motivation is based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes? A. equity theory B. ERG theory C. goal-setting theory D. four-drive theory E. expectancy theory

E. expectancy theory

Self-concept, social norms, and past experiences help us to A. have a fixed level of drive-based emotions. B. fully regulate our decisions and behaviors. C. minimize cognitive dissonances. D. make unemotional decisions based on reason and logic. E. have stronger or weaker needs by amplifying or suppressing emotions.

E. have stronger or weaker needs by amplifying or suppressing emotions.

When people are assigned to jobs for which they are qualified and they receive coaching to improve their self-confidence, employee motivation improves by A. reducing feelings of inequity. B. increasing outcome valences. C. satisfying existence needs. D. increasing P-to-O expectancies. E. increasing E-to-P expectancies.

E. increasing E-to-P expectancies.

Which of the following is applied by supervisors when they stop criticizing employees whose substandard performance has improved? A. future probability B. extinction C. positive reinforcement D. punishment E. negative reinforcement

E. negative reinforcement

Which of the following is not a main source of multisource (360-degree) feedback? A. subordinates B. peers C. supervisors D. customers E. other agencies

E. other agencies

Which of the following does Maslow's needs hierarchy theory include? A. domination B. frustration-regression C. desire to know D. aesthetic beauty E. self-actualization

E. self-actualization

Which of the following is the highest level need in Maslow's hierarchy of needs? A. esteem B. safety C. power D. belongingness E. self-actualization

E. self-actualization

Effective feedback A. is generic in nature and applies to all employees. B. is provided only through social sources. C. should not be very frequent because frequency reduces its value. D. can occur only when employees have weak self-efficacy. E. should always come from a credible source.

E. should always come from a credible source.

According to expectancy theory, giving more valued rewards to employees with higher job performance mainly increases motivation by A. strengthening the E-to-P expectancies of employees. B. introducing a negative valence in the organization. C. weakening the E-to-P expectancies of employees. D. strengthening both the E-to-P and P-to-O expectancies of employees. E. strengthening the P-to-O expectancies of employees.

E. strengthening the P-to-O expectancies of employees.

According to equity theory, the equity principle operates when we believe everyone in the group should receive the same outcomes.

False

Feedback to employees is most effective when it is frequent, credible, and general.

False

Maslow's needs hierarchy theory states that people are motivated by only one need at a time.

False - According to Maslow, we are motivated simultaneously by several primary needs, but the strongest source is the lowest unsatisfied need at the time.

The concept of employee engagement is related to motivation, but not to role clarity.

False - Employee engagement is also described in terms of self-efficacy—the belief that you have the ability, role clarity, and resources to get the job done.

People with a high need for achievement tend to avoid risks and prefer working in teams.

False - People with a strong need for achievement (nAch) want to accomplish reasonably challenging goals through their own effort. They prefer working alone rather than in teams, and they choose tasks with a moderate degree of risk.

Self-concept and past experiences regulate a person's motivated decisions and behavior, but social norms have little to no influence on them

False - Self-concept, social norms, and past experiences also regulate a person's motivated decisions and behavior.

According to expectancy theory, employee motivation will remain high when the P-to-O expectancy falls to zero.

False - The P-to-O expectancy is the perceived probability that a specific behavior or performance level will lead to a particular outcome. Hence reduced P-to-O expectancy would lead to reduced motivation.

Antecedents are events preceding the behavior, informing employees that a particular action will produce specific consequences.

True

Drives are innate, are universal, and are the "prime movers" of behavior because they generate emotions, which put people in a state of readiness to act on their environment.

True

Employee engagement is on the minds of many business leaders these days because it seems to be a strong predictor of employee and work unit performance.

True

In the context of motivation, drives are also called primary needs.

True

Motivation is closely related to the concept of employee engagement.

True

Participation in goal formation tends to increase performance when employees lack commitment to assigned goals.

True

Self-reinforcement is when people reward and punish themselves for exceeding or falling short of their self-set standards of excellence.

True

The expectancy theory of motivation states that people naturally direct their effort toward behaviors they believe are most likely to lead to desired outcomes.

True