Management 301: Chapter 16 Questions

A person who is motivated by intrinsic rewards does all of the following except A) asks for a pay raise B) enjoys taking on more responsibility C) puts in extra time and effort because of a challenging problem on the job D) looks forward to the satisfaction of doing the job

A) asks for a pay raise

As a new manager, Doug likes to be able to tell people how to do their jobs and enjoys persuading others to do what he wants to do. Which of the following needs motivate Doug? A) Affiliation B) Power C) Achievement D) Status

B) Power Telling people how to do their jobs and persuading others to do what he wants to do are traits associated with being motivated by power needs.

Rodrigo enjoys being able to complete a difficult job successfully as well accomplishing tasks which require skill and effort. Which of the following needs motivate Rodrigo? A) Status B) Affiliation C) Achievement D) Power

C) Achievement Completing a difficult job successfully as well accomplishing tasks which require skill and effort are traits associated with being motivated by achievement needs.

A person who is motivated by extrinsic rewards does all of the following except A) works hard to receive a year-end bonus B) Hopes to get the "Employee of the Month" award C) works hard because the job is challenging D) tries to get a salary increase

C) works hard because the job is challenging

Jan enjoys being able to form new relationships and work in groups that get along with each other. Which of the following needs motivate Jan? A) Status B) Achievement C) Power D) Affiliation

D) Affiliation Enjoying the opportunity to form new relationships and work in groups where members get along with each other are traits associated with being motivated by affiliation needs.

A person who takes a continuing education course because it is interesting is ________ motivated. A) extrinsically B) socially C) financially D) intrinsically

D) intrinsically

_________________ is defined as an emotional and mental state in which employees enjoy their work, contribute enthusiastically to meeting goals, and feel a sense of belonging and commitment to the organization.

Engagement Engagement is defined as an emotional and mental state in which employees enjoy their work, contribute enthusiastically to meeting goals, and feel a sense of belonging and commitment to the organization.

According to goal-setting theory, easy goals are more motivating than hard ones. True False

False In terms of goal difficulty, hard goals are more motivating than easy ones. Easy goals provide little challenge for employees and don't require them to increase their output. Highly ambitious but achievable goals ask people to stretch their abilities and provide a basis for greater feelings of accomplishment and personal effectiveness.

_________________ is a reinforcement tool that is the imposition of unpleasant outcomes on an employee.

Punishment Punishment is the imposition of unpleasant outcomes on an employee. Punishment typically occurs following undesirable behavior.

Job design is the application of motivational theories to the structure of work for improving productivity and satisfaction. True False

True Job design is the application of motivational theories to the structure of work for improving productivity and satisfaction.

In the context of Clayton Alderfer's ERG theory, which of the following needs focus on the development of human potential and the desire for increased competence? a. Growth needs b. Safety needs c. Belongingness needs d. Physiological needs

a. Growth needs Clayton Alderfer's ERG theory identified three categories of needs: existence needs, relatedness needs, and growth needs. Growth needs are the needs that focus on the development of human potential and the desire for personal growth and increased competence.

In the context of the two-factor theory, which of the following is true of hygiene factors? a. They work only in the area of dissatisfaction. b. They make employees highly motivated to excel at their work. c. They include recognition, responsibility, and opportunity for growth. d. They focus only on high-level needs.

a. They work only in the area of dissatisfaction. Hygiene factors work only in the area of dissatisfaction. Unsafe working conditions or a noisy work environment will cause people to be dissatisfied, but their correction will not lead to a high level of motivation and satisfaction.

Which of the following is a difference between Maslow's hierarchy of needs theory and the ERG model? a. Unlike Maslow's theory, the ERG model suggests that individuals may move down as well as up the needs hierarchy, depending on their ability to satisfy needs. b. Unlike the ERG model, Maslow's theory is less rigid in terms of the movement of individuals. c. Unlike the ERG model, Maslow's theory proposes that movement up the hierarchy is more complex, reflecting a frustration-regression principle. d. Unlike Maslow's theory, the ERG model identifies five categories of needs.

a. Unlike Maslow's theory, the ERG model suggests that individuals may move down as well as up the needs hierarchy, depending on their ability to satisfy needs. The ERG model is less rigid than Maslow's needs hierarchy, suggesting that individuals may move down as well as up the hierarchy, depending on their ability to satisfy needs.

_____ refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. a. Engagement b. Motivation c. Cognition d. Enrichment

b. Motivation Motivation refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action.

_____ is based on the relationship among an individual's effort, the individual's performance, and the desirability of outcomes associated with high performance. a. Social learning theory b. Reinforcement theory c. Expectancy theory d. Goal-setting theory

c. Expectancy theory Expectancy theory is based on the relationship among an individual's effort, the individual's performance, and the desirability of outcomes associated with high performance.

Wanda, an employee at Presert Inc., has not achieved her sales targets in the past three fiscal quarters. Hence, unlike her peers, she has not got a pay hike; moreover, her superior has withheld her annual bonus. Which of the following reinforcement tools has Wanda's superior used in this scenario? a. Punishment b. Negative reinforcement c. Extinction d. Avoidance learning

c. Extinction Wanda's superior used the reinforcement tool of extinction. Extinction is the withholding of a positive reward. Whereas with punishment, the supervisor imposes an unpleasant outcome such as a reprimand, extinction involves withholding praise or other positive outcomes.

According to the job characteristics model, which of the following is a core job dimension? a. Behavior modification b. Skill variety c. Vicarious learning d. Positive reinforcement

c. Vicarious learning Skill variety is a core job dimension. It refers to the number of diverse activities that compose a job and the number of skills used to perform it.

Which of the following theories focuses on individuals' perceptions of how fairly they are treated compared with others? a. Expectancy theory b. Reinforcement theory c. Goal-setting theory d. Equity theory

d. Equity theory Equity theory focuses on individuals' perceptions of how fairly they are treated compared with others. Developed by J. Stacy Adams, equity theory proposes that people are motivated to seek social equity in the rewards they receive for performance.

Which of the following motivation methods should an organization consider if it wants to go bossless? a. It should hide information concerning motivational factors. b. It should rely on extrinsic rewards. c. It should use functional or command teams. d. It should reward teams instead of individuals.

d. It should reward teams instead of individuals. Rewarding teams is an important factor that an organization should consider if it wants to go bossless. In a bossless environment, achievement is usually tied to the team, so individual work means nothing until it fits into a larger project that requires the assistance of peers.

In the context of Maslow's theory, which of the following individuals has satisfied her safety needs at her workplace? a. Sally, a lawyer at Matroper Corp., who has been given the opportunity to become a partner at the firm b. Renee, an assistant manager at Osmosis Spa, who has been promoted to the managerial position due to her dedication to work c. Dora, who has received a warm welcome from her team members after returning from a three-month sabbatical d. Sara, who has been hired for a permanent position in a startup firm after being unemployed for over six months

d. Sara, who has been hired for a permanent position in a startup firm after being unemployed for over six months Sara, who has been hired for a permanent position in a startup firm after being unemployed for over six months, has satisfied her safety needs at her workplace. Safety needs include a safe and secure physical and emotional environment and freedom from threats. In the workplace, safety needs reflect the needs for safe jobs, fringe benefits, and job security.

_____ is the biggest factor in determining whether people feel motivated and engaged at work. a. Company performance b. The number of working hours c. Attrition rate d. The behavior of managers

d. The behavior of managers The behavior of managers is the biggest factor in determining whether people feel motivated and engaged at work. Managers promote engagement when they listen to employees, genuinely care about their concerns, and help them develop positive relationships with colleagues.

Which of the following statements is true of empowered employees? a. They do not rely on motivational compensation programs. b. They require continuous supervision of managers. c. They do not need financial and operational information about the company. d. They are rewarded based on company performance.

d. They are rewarded based on company performance. Empowered employees are rewarded based on company performance. Organizations that empower workers often reward them based on the results shown in the company's bottom line.