Exam 3 Ch 12

A high need for _____ is associated with successful attainment of top levels in the organizational hierarchy, according to McClelland. a. power b. achievement c. affiliation d. success e. expertise

A

According to expectancy theory, for an employee to be highly motivated, E-P expectancy and valence must be maximized. a. True b. False

A

At Rightway Industries, new hires spend a significant portion of their first week of training just walking around the factory, observing other workers and watching them get rewarded for doing their jobs well. This is an example of: a. vicarious learning. b. self-efficacy. c. self-reinforcement. d. delegation. e. experiential learning.

A

Behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated, as stated in the law of effect. a. True b. False

A

Employee engagement means that people enjoy their jobs and are satisfied with their work conditions, contribute enthusiastically to meeting team and organizational goals, and feel a sense of belonging and commitment to the organization. a. True b. False

A

Employee motivation affects productivity, and part of a manager's job is to channel motivation toward the accomplishment of organizational goals. a. True b. False

A

Goal acceptance, in goal-setting theory, means that employees have to "buy into" the goals and be committed to them. a. True b. False

A

Job rotation systematically moves employees from one job to another, thereby increasing the number of different tasks an employee performs without increasing the complexity of any one job. a. True b. False

A

Mangers who motivate employees by tapping into their self-doubts are using an intrinsic negative approach. a. True b. False

A

One weakness of the use of punishment in organizations is that it fails to indicate the correct behavior. a. True b. False

A

Organizations that empower employees often reward them based on the results shown in the company's bottom line. a. True b. False

A

Physiological needs are the most basic human physical needs, which are reflected in the workplace as needs for adequate heat, air, and base salary to ensure survival. a. True b. False

A

Skill variety, task identity, and task significance tend to influence the employee's psychological state of experienced meaningfulness of work. a. True b. False

A

The arousal, direction, and persistence of behavior refers to motivation. a. True b. False

A

The group of theories that explain how employees meet their needs and determine their success are called process theories. a. True b. False

A

The implication of the two-factor theory for managers is clear. Providing hygiene factors will eliminate employee dissatisfaction but will not motivate workers to high achievement levels. a. True b. False

A

Which of these is sometimes called negative reinforcement? a. Avoidance learning b. Punishment c. Positive reinforcement d. Extinction e. Neutral learning

A

Daisy tried to apply the job characteristics model to her workforce, but it only worked for some of her employees. Which of the following may be a reason why it did not work for everyone? a. Some of her employees are lazy. b. Some of her employees are low in growth-need strength. c. Some of her employees have a low need for power. d. All of her employees have high growth-needs. e. Some of her employees have low affiliation needs.

B

One of your fellow students is continually late to class. The professor has tried numerous verbal warnings and recently took points away from the student's grade. Based on the above, the professor's actions are consistent with which of the following reinforcement techniques? a. Negative reinforcement b. Punishment c. Positive reinforcement d. Avoidance learning e. Rewards enhancement

B

The _____ involves whether putting effort into a task will lead to high performance. a. P -> O expectancy b. E -> P expectancy c. O -> V expectancy d. A -> Z expectancy e. V -> P expectancy

B

Which of the following is NOT a need proposed by Maslow in his hierarchy of needs theory? a. Safety needs b. Compensation needs c. Physiological needs d. Esteem needs e. Self-actualization needs

B

Which of the following is the arousal, direction, and persistence of behavior? a. Commitment b. Motivation c. Satisfaction d. Rewarding behavior e. Behavior modification

B

Which term, in goal-setting theory, refers to the need to make goals highly ambitious but achievable? a. Goal specificity b. Goal difficulty c. Goal acceptance d. Feedback e. Goal motivation

B

Abbi works at Railroad Ties. Her bosses continually indicate that her motivational level is low. Abbi agrees, but is unwilling to work harder until the company changes the types of reward it offers its employees. Which of the following is low for Abbi? a. E -> P expectancy b. O -> P expectancy c. Valence d. Motivators e. O -> E indicators

C

According to Herzberg, _____ is an example of a hygiene factor. a. achievement b. recognition c. pay d. responsibility e. opportunity for growth

C

Frank is primarily driven by a need to establish close social relationships with other people. Alderfer would say he is motivated by: a. growth needs. b. existence needs. c. relatedness needs. d. self-actualization needs. e. physiological needs.

C

The delegation of power and authority to subordinates is referred to as: a. need for power. b. need for achievement. c. empowerment. d. passing the buck. e. need of affiliation.

C

Which of the following theories emphasize the needs that motivate people? a. Process b. Reinforcement c. Content d. Contingency e. Situational

C

Which of the following theories places an emphasis on behavior and its consequences? a. Two-factor theory b. Need hierarchy theory c. Reinforcement theory d. ERG theory e. Equity theory

C

Nelson is motivated by a strong need for recognition and is continually seeking credit for his contributions to the organization. According to Maslow, Nelson is motivated by which category of needs? a. Physiological b. Safety c. Belongingness d. Esteem e. Self-actualization

D

Samuel, a sales associate at an electronics store, learns that his base pay is higher than any other sales associate in the store. He justifies his higher salary to the idea that he must be a top sales associate, generating more revenue than anyone else. This example demonstrates which method for reducing perceived inequity? a. Working harder, not smarter b. Changing outcomes c. Changing work effort d. Changing perceptions e. Leaving the job

D

The job characteristic of feedback provides the worker with: a. employee growth-need strength. b. experienced meaningfulness of work. c. experienced responsibility. d. knowledge of actual results. e. demotivation.

D

Carla's subordinates view her as a great manager. Not only does she get the job done, but she organizes the workplace in such a way that employees experience a sense of meaningfulness, connection, and growth. This is an example of employee: a. pay-for-performance. b. delegation. c. empathy. d. apathy. e. engagement.

E

Sally enjoys her job as a teacher, not because of the pay or benefits, but because she feels good about shaping the minds of tomorrow's leaders. Sally is motivated by: a. power factors. b. leadership factors. c. hygiene factors. d. extrinsic rewards. e. intrinsic rewards.

E

Which of the following is NOT a common method for reducing a perceived inequity? a. Change inputs b. Change outcomes c. Distorts perception d. Leave the job e. Change equity

E