Management-3140: Final exam- Chapter 13

B. Physiological

According to Maslow's hierarchy of needs theory, which of the following forms the lowest level of needs? A. Social B. Physiological C. Ego D. Safety E. Self-actualization

false

Empowerment is the process of centralizing power at the top level of an organization.

B. low instrumentality.

Roberto is a hardworking employee who has never received a reward for his good work from his boss. As a result, Roberto never expects his good work to be rewarded. According to the expectancy theory, Roberto's lack of expectation of being rewarded reveals: A. low valence for the outcome. B. low instrumentality. C. high instrumentality. D. high valence for the outcome. E. high expectancy.

C. negative reinforcement.

Ron removes his employees early from probation if they perform well. This is the best example of: A. constitutionalism. B. a psychological contract. C. negative reinforcement. D. job enlargement. E. an intrinsic reward.

true

Increasing expectancies, identifying positively valent outcomes, and making performance instrumental toward positive outcomes are all managerial implications of the expectancy theory.

B. It is the value the expected outcome holds for the person contemplating it.

Which of the following best describes valence? A. It is the perceived likelihood that performance will be followed by a particular outcome. B. It is the value the expected outcome holds for the person contemplating it. C. It is the consequence resulting from performance. D. It is the perceived likelihood that employees' efforts will enable them to attain valuable goals. E. It is the degree to which employees base their goals on their personal values.

D. Constitutionalism

Which of the following categories of QWL refers to the rights of personal privacy, dissent, and due process? A. Social equity B. Employment-at-will C. Empowerment D. Constitutionalism E. Procedural justice

false

The "T" in SMART, an acronym used by Microsoft for goal setting, stands for traceable

C. growth need strength.

The degree to which individuals want personal and psychological development is known as: A. empowerment. B. career enrichment. C. growth need strength. D. self-actualization. E. positive reinforcement.

D. Self-actualization

Which of the following forms the highest level of needs in Maslow's need hierarchy? A. Social B. Physiological C. Ego D. Self-actualization E. Safety

A. Negative reinforcement

Which of the following implies a consequence that is positive for the person receiving it? A. Negative reinforcement B. Punishment C. Extinction D. Personalized power E. Termination

A. Maslow's need hierarchy

Which of the following is a conception of human needs organizing needs into a pyramid of five major types? A. Maslow's need hierarchy B. Alderfer's needs theory C. Herzberg's two-factor theory D. The Equity theory E. McClelland's needs theory

B. It involves restructuring a job to make it more rewarding and motivating.

Which of the following is true of job enrichment? A. It involves assigning new tasks involving the same level of responsibility. B. It involves restructuring a job to make it more rewarding and motivating. C. It involves shifting a person from one job to another to alleviate boredom. D. It involves a raise in the amount of compensation to motivate people. E. It involves doing one task at a time in order to improve efficiency.

C. satisfy the full range of employee needs.

The general goal of quality of work life programs is to: A. lower absenteeism. B. attract employees. C. satisfy the full range of employee needs. D. improve customer relationships. E. provide socialization opportunities.

false

The law of effect states that positive thoughts will result in positive behavioral outcomes

false

The need for affiliation is characterized by a strong orientation toward success and goal attainment.

B. instrumentality.

The performance-to-outcome link in the expectancy theory is called: A. valence. B. instrumentality. C. expectancy. D. equity. E. reinforcement.

D. Expectancy

_____ is people's perceived likelihood that their efforts will enable them to attain their performance goals. A. Instrumentality B. Valence C. Validation D. Expectancy E. Instinct

B. job enrichment.

Changing a task to make it inherently more rewarding, motivating, and satisfying is referred to as: A. job development. B. job enrichment. C. job rotation. D. task enlargement. E. job enlargement.

A. rotation.

Changing from one routine task to another to alleviate boredom is called job: A. rotation. B. enlargement. C. enrichment. D. development. E. integration.

C. decrease others' outcomes

Under equity theory, employees may attempt to _____ in their efforts to restore balance. A. reduce their outcomes B. increase their inputs C. decrease others' outcomes D. increase others' outcomes E. use procedural justice

false

Understanding why people do the things they do on the job is an easy task for managers.

A. procedural justice.

Using fair process in decision making and making sure others know that the process is as fair as possible is referred to as: A. procedural justice. B. arbitration. C. positive reinforcement. D. fair labor policy. E. negative reinforcement.

true

When they think it is warranted or when they believe others expect them to, managers use punishment.

B. Punishment

Which of the following behavioral modification methods does James utilize? A. Termination B. Punishment C. Negative reinforcement D. Positive reinforcement E. Arbitration

A. Low expectancy

Which of the following best describes Jeannie's perception? A. Low expectancy B. High instrumentality C. Negative valence D. High equity E. High empowerment

C. It is the degree to which individuals want personal and psychological development.

Which of the following best describes growth need strength? A. It is the degree to which individuals want to be liked by other people. B. It is the desire to manipulate and exploit others for personal gain. C. It is the degree to which individuals want personal and psychological development. D. It is the degree to which individuals want to control and influence people. E. It is the desire people have for experiences that allow for socialization and affiliation.

true

Organizational behavior modification focuses on influencing people's behavior.

true

People tend to accept and pursue goals willingly if they are involved in setting them

false

Growth need strength is a measure of a leader's desire for power and authority.

true

Growth needs in Alderfer's ERG theory are similar to self-actualization needs in Maslow's needs hierarchy.

B. positive reinforcement.

Henry personally sends e-mails to employees when they perform well commending their efforts. This is the best example of: A. a psychological contract. B. positive reinforcement. C. job enrichment. D. assessing and restoring equity. E. procedural injustice.

C. motivators.

According to Herzberg, the key to true job satisfaction lies in the: A. hygiene factors. B. extrinsic rewards. C. motivators. D. satisfiers. E. regulators.

false

Managers should reward employees for multitasking.

false

Maslow's hierarchy of needs include psychological, growth, cultural, existence, and self-realization.

false

Punishing an employee is warranted if he or she tries something new and it doesn't work out.

C. Motivation

37. _____ refers to the forces that energize, direct, and sustain a person's efforts. A. Benefaction B. Arbitration C. Motivation D. Validation E. Integration

A. hygiene factors.

According to Herzberg's two-factor theory, characteristics of the workplace, such as company policies, working conditions, pay, and supervision that can make people dissatisfied are referred to as: A. hygiene factors. B. motivators. C. intrinsic factors. D. positive reinforcers. E. negative reinforcers.

true

According to Herzberg, characteristics of the workplace termed as hygiene factors will not motivate workers.

B. reminds managers to focus on intrinsic as well as extrinsic rewards.

A contribution of Herzberg's two-factor theory is that it: A. distinguishes between the need for power versus achievement. B. reminds managers to focus on intrinsic as well as extrinsic rewards. C. illustrates that needs have to be satisfied in a specific order. D. proves that human wants are insatiable. E. suggests that job design is of little consequence to employee motivation.

C. describe the job itself.

According to Herzberg, motivators: A. refer to the characteristics of the workplace. B. include the policies of the company. C. describe the job itself. D. describe pay as a motivating factor for work. E. do not make people truly satisfied.

C. Maslow's needs theory has general applicability, whereas Alderfer's ERG theory aims at understanding people's needs at work.

A difference between Maslow's need hierarchy and Alderfer's ERG theory is that: A. Maslow's theory states several needs can be satisfied at the same time, whereas Alderfer's ERG theory follows a specific structure. B. Maslow's hierarchy has more scientific validity, whereas Alderfer's ERG theory does not. C. Maslow's needs theory has general applicability, whereas Alderfer's ERG theory aims at understanding people's needs at work. D. Alderfer's ERG theory focuses on five levels of needs, whereas Maslow's theory focuses only on three needs. E. Alderfer's ERG theory is more popular among American managers, whereas Maslow's theory is not.

C. the goal-setting theory.

A motivation theory stating that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end is: A. the equity theory. B. the path-goal theory. C. the goal-setting theory. D. the expectancy theory. E. Maxwell's goal theory.

D. employees.

A psychological contract about the relationship between individuals and employing organizations resides in the minds of: A. employers. B. job applicants. C. customers. D. employees. E. competitors.

false

A psychological contract refers specifically to what employees think is a fair wage or salary for the work that is required.

false

A satisfied worker is always more productive than a dissatisfied one.

C. a psychological contract.

A set of perceptions of what employees owe their employers and what their employers owe them is known as: A. a personality contract. B. cognitive dissonance. C. a psychological contract. D. employee intelligence. E. procedural justice.

A. expectancy theory.

A theory proposing 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 is known as the: A. expectancy theory. B. ERG theory. C. path-goal theory. D. equity theory. E. hierarchy of needs theory.

C. equity theory.

A theory stating that people assess how fairly they have been treated according to the outcomes and inputs is referred to as the: A. path-goal theory. B. expectancy theory. C. equity theory. D. ERG theory. E. two-factor theory.

D. autonomy.

According to Hackman and Oldham's model of job design, the degree to which a job provides independence and discretion in making decisions refers to: A. valence. B. task identity. C. affiliation. D. autonomy. E. rationalization.

D. workplace characteristics like working conditions, pay, and supervision.

According to Herzberg's theory, hygiene factors are the: A. rewards that employees directly derive from performing the job itself. B. attributes of a job that makes it more rewarding and motivating. C. rewards a person derives from the company or boss. D. workplace characteristics like working conditions, pay, and supervision. E. components that link an employee's performance and work outcome.

D. hygiene factors and motivators.

According to Herzberg's theory, the two factors that affect people working on their jobs are categorized into: A. environmental and personal factors. B. social and psychological factors. C. intrinsic and extrinsic factors. D. hygiene factors and motivators. E. cognitive and behavioral factors.

C. people are motivated to satisfy the lower needs before the higher needs

According to Maslow's need hierarchy, ____. A. several different needs can be operating at once B. higher-level needs are more important than lower-level needs C. people are motivated to satisfy the lower needs before the higher needs D. once a need is satisfied, it becomes a powerful motivator E. social needs include status, recognition, and self-esteem

E. social

According to Maslow, _____ needs describe the need for friendship, affection, belonging, and love. A. self-actualization B. ego C. safety or security D. physiological E. social

D. Ego

According to Maslow, which of the following needs includes the need for achievement, freedom, and recognition? A. Physiological B. Self-actualization C. Safety D. Ego E. Social

D. important to most American managers.

According to McClelland's research, the need for achievement is: A. a desire to be liked by others. B. a desire to influence others. C. often perceived negatively. D. important to most American managers. E. a desire to control others.

A. achievement, affiliation, and power.

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.

E. personalized power.

According to McClelland, when the need for power is used as a negative force it is called: A. customized power. B. negative power. C. antisocial power. D. affective power. E. personalized power.

E. expectancy.

According to a theory regarding performance-related beliefs, the effort-to-performance link is called: A. instrumentality. B. valence. C. outcome. D. viability. E. expectancy.

true

According to equity theory, employees compare their outcomes and inputs to others' outcomes and inputs.

E. Punishment

According to organizational behavior modification, which of the following is a key consequence of behavior? A. Arbitration B. Empowerment C. Centralization D. Vigilance E. Punishment

true

According to the Hackman and Oldham model of job enrichment, people will perform better when they feel responsible, their job has meaning, and they know how well they are performing.

D. autonomy.

According to the Hackman and Oldham model, the best way to design an enriched job in which employees experience responsibility for the outcome of the work is to provide: A. task identity. B. affiliation. C. skill variety. D. autonomy. E. authority.

true

According to the expectancy theory, people develop important beliefs that link efforts, performances, and outcomes.

E. Effort, performance, outcome

According to the expectancy theory, which of the following is the correct order of events? A. Outcome, performance, effort B. Performance, effort, outcome C. Effort, outcome, performance D. Performance, outcome, effort E. Effort, performance, outcome

D. McClelland's needs theory.

Achievement, affiliation, personalized power, and socialized power are all components of: A. the ERG theory. B. the path-goal theory. C. Maslow's need hierarchy. D. McClelland's needs theory. E. Alderfer's needs theory.

B. punishment.

Administering an aversive consequence is referred to as: A. positive reinforcement. B. punishment. C. extinction. D. negative reinforcement. E. arbitration.

true

Alderfer's ERG theory includes existence, relatedness, and growth needs.

A. existence, relatedness, and growth.

Alderfer's ERG theory postulates three sets of needs: A. existence, relatedness, and growth. B. engagement, realism, and governance. C. employment, recognition, and gain sharing. D. empowerment, resourcefulness, and guidance. E. economic, realistic, and generic.

true

All behavior, except involuntary reflexes, is motivated

B. improves quality and service.

An empowered workforce: A. decreases employee accountability. B. improves quality and service. C. maintains socialized power at top levels. D. encourages personalized power at lower levels. E. decreases training needs.

false

An extrinsic reward is a reward a person derives directly from performing the job itself.

false

Applying a consequence that decreases the likelihood of the person repeating the behavior that led to it is referred to as extinction.

A. positive reinforcement.

Applying a desirable consequence to increase the likelihood that a behavior is repeated is known as: A. positive reinforcement. B. negative reinforcement. C. intrinsic support. D. extrinsic support. E. extinction.

B. negative

Ashton recently took an employee off probation because his performance had greatly improved. This is an example of a(n) _____ reinforcement. A. tertiary B. negative C. neutral D. primary E. positive

A. ego

By implementing a new incentive system for employees who perform well, Evers & Evers Inc. is satisfying the employees' ______ needs. A. ego B. self-actualization C. social D. security E. physiological

A. negative reinforcement.

Removing or withholding an undesirable consequence is called: A. negative reinforcement. B. primary reinforcement. C. extinction. D. punishment. E. arbitration.

true

Examples of positive reinforcers include compliments and pay raises.

B. extinction.

Failure to provide positive feedback for a job well done, resulting in lower motivation thereafter is an example of a(n): A. punishment. B. extinction. C. positive reinforcement. D. negative reinforcement. E. disempowerment.

C. negative valence.

From Scenario B, it can be inferred that Susan illustrates: A. high expectancy. B. high instrumentality. C. negative valence. D. low equity. E. high empowerment.

D. Extinction

Gabrielle, a sales manager, often sets impossible performance goals for her team members as a result of which they never succeed and their motivation suffers. Eventually, the team members' performance started to deteriorate. Which of the following key consequences of behavior does this scenario exemplify? A. Positive reinforcement B. Negative reinforcement C. Termination D. Extinction E. Empowerment

B. enlargement.

Giving an assembly worker an additional task to perform at the same time as her original one is known as job: A. rotation. B. enlargement. C. integration. D. development. E. enrichment.

A. positive reinforcement.

Giving an employee a pay raise is an example of a(n): A. positive reinforcement. B. informal reinforcement. C. intrinsic reinforcement. D. cognitive reinforcement. E. primary reinforcement.

C. job enlargement.

Giving people additional tasks at the same time to alleviate boredom is referred to as: A. job enrichment. B. task significance. C. job enlargement. D. task orientation. E. job development.

true

Goal-setting theory states that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end.

false

In job enrichment, workers are given additional tasks at the same time to alleviate boredom.

false

Individualized performance goals create cooperation and reduce competition.

false

Instrumentality is employees' perception of the likelihood that their efforts will enable them to attain their performance goals.

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

Instrumentality is the: A. perceived likelihood that performance will be followed by a particular outcome. B. value that the expected outcome holds for the person contemplating it. C. belief that performance will surely result in the perceived outcomes. D. perceived likelihood that employees' efforts will enable them to attain their performance goals. E. perceived likelihood that a person will repeat the behavior that led to positive reinforcement.

D. extinction

James has failed to appreciate his employees when they perform well, which has resulted in poor performances. This is an example of ____. A. termination B. elimination C. negative reinforcement D. extinction E. arbitration

D. extrinsic reward

Jessica gives a raise to those who perform well. This is an example of a(n) ____. A. internal reinforcer B. negative reinforcement C. hygiene factor D. extrinsic reward E. psychological contract

true

Low need for affiliation and moderate to high need for power are associated with managerial success.

B. remain in the organization.

Massive Waves is a surfboard manufacturer that has designed its job positions to ensure that people are attracted to the organization, show up every day, and work hard while they are there. Yet most employees stay no longer than five years. In this case, the company should focus more on motivating their employees to: A. work as a team. B. remain in the organization. C. compete with others. D. perform their work adequately. E. exhibit good citizenship.

true

Motivation refers to forces that energize, direct, and sustain a person's efforts

false

Motivation will be high if any one of the following is high: expectancy, instrumentalities, or total valence of all outcomes.

false

Negative reinforcement is the actual delivery of an aversive consequence.

C. reinforcers.

Positive consequences that motivate behavior are referred to as: A. benefactors. B. regulators. C. reinforcers. D. effectors. E. sanctions.

true

Procedural justice refers to using a fair process in decision making and helping others know that the process was as fair as possible.

D. quality of work life programs.

Programs designed to create a workplace that enhances employee well-being are referred to as: A. reinforcement programs. B. work-life balance programs. C. job enrichment programs. D. quality of work life programs. E. affirmative action programs.

A. effect

Scenario A. Henry the CEO of JackHammer Corp. believes that any act that leads to positive consequences will most likely be repeated. Henry personally sends e-mails to his employees when they perform well commending their efforts. Ron, the CEO of Jeckles Inc. takes his employees off probation early when they perform to his expectations. James, the sales manager of Jenson Corp. often shouts at his employees when they perform poorly. He also fails to appreciate employees when they perform well, which often results in poor performances. From Scenario A, it can be inferred that Henry believes in the law of ____. A. effect B. return C. demand D. equity E. relativity

B. low instrumentality.

Scenario B. The CEO of Harrys Corp. receives the following feedback from his employees. Carlos, one of the employees, consistently says that he doesn't believe he will ever succeed. He regularly says to his colleagues, "No matter how well I do in this job, I'll never get a raise or promotion." Susan, another employee, does not care about any of the rewards that the organization offers. Therefore, she says, "It just isn't worth it to me to work that hard!" Jeannie, another employee, feels that she is no longer able to keep up in her job, so there is little use in trying. From Scenario B, it can be inferred that Carlos illustrates: A. high expectancy. B. low instrumentality. C. negative valence. D. low equity. E. high empowerment.

A. physiological

Scenario C. Evers & Evers Inc. provides free lunch to its employees every day. The work environment is friendly allowing everyone to get to know each other. The company also holds a get together on the first Saturday of every month. After a year of following these practices, the employees are satisfied. It then implements a new incentive scheme to reward employees who perform well. The company implements all this to keep its employees motivated. By providing free lunch to its employees every day, Evers & Evers Inc. is satisfying the employees' _____ needs. A. physiological B. self-actualization C. ego D. security E. social

B. achievement

Scenario D. Jessica, a team lead, realizes that her team is composed of people with varying interests. Jordan has a strong desire to influence others and encourage them to improve and enhance organizational goals. James wishes to be liked by others in the organization. Tiffany has the tendency to control others and often tries to manipulate and exploit them. Henry is obsessed with accomplishing his goals and strives to succeed. Jessica often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Jessica assigns them undesirable tasks According to McClelland's theory, Henry has a need for ____. A. socialized power B. achievement C. self-actualization D. personalized power E. affiliation

B. affiliation

Scenario D. Jessica, a team lead, realizes that her team is composed of people with varying interests. Jordan has a strong desire to influence others and encourage them to improve and enhance organizational goals. James wishes to be liked by others in the organization. Tiffany has the tendency to control others and often tries to manipulate and exploit them. Henry is obsessed with accomplishing his goals and strives to succeed. Jessica often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Jessica assigns them undesirable tasks. According to McClelland's theory, James has a need for ____. A. personalized power B. affiliation C. existence D. self-actualization E. socialized power

C. socialized power

Scenario D. Jessica, a team lead, realizes that her team is composed of people with varying interests. Jordan has a strong desire to influence others and encourage them to improve and enhance organizational goals. James wishes to be liked by others in the organization. Tiffany has the tendency to control others and often tries to manipulate and exploit them. Henry is obsessed with accomplishing his goals and strives to succeed. Jessica often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Jessica assigns them undesirable tasks. According to McClelland's theory, Jordan shows a need for ____. A. security B. affiliation C. socialized power D. personalized power E. self-actualization

D. personalized power

Scenario D. Jessica, a team lead, realizes that her team is composed of people with varying interests. Jordan has a strong desire to influence others and encourage them to improve and enhance organizational goals. James wishes to be liked by others in the organization. Tiffany has the tendency to control others and often tries to manipulate and exploit them. Henry is obsessed with accomplishing his goals and strives to succeed. Jessica often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Jessica assigns them undesirable tasks.According to McClelland's theory, Tiffany has a need for ____. A. existence B. affiliation C. socialized power D. personalized power E. positive reinforcement

true

Stretch goals are targets that are exceptionally demanding, sometimes even thought to be impossible.

E. stretch goals.

Targets that are particularly demanding and can generate a major shift away from mediocrity and toward tremendous achievement are known as: A. challenge goals. B. mountaintop goals. C. reach goals. D. summit goals. E. stretch goals.

C. intrinsic

The reward a worker derives directly from performing the job itself is referred to as a(n) _____ reward. A. extrinsic B. high-level C. intrinsic D. low-level E. external

A. extrinsic

The rewards given to a person by the boss, the company, or some other person are known as _____ rewards. A. extrinsic B. high-level C. intrinsic D. low-level E. internal

true

Though not universally important, the needs for achievement, growth, and self-actualization are profoundly important in the United States, Canada, and Great Britain.

D. It involves removing or withholding an undesirable consequence.

Which of the following is true of negative reinforcement? A. It involves administering an aversive consequence. B. It refers to withdrawing or failing to provide a reinforcing consequence. C. It refers to the tendency to conclude that despite the effort the outcome would be bad. D. It involves removing or withholding an undesirable consequence. E. It refers to the lack of interest in the outcome of performance.

D. The law of effect

Which of the following laws states that behavior that is followed by positive consequences will likely be repeated? A. The law of consequences B. The law of repetition C. The law of demand D. The law of effect E. The law of definite proportion

B. Social

Which of the following needs is Evers & Evers Inc. satisfying by providing a friendly work environment where everybody gets to know each other? A. Physiological B. Social C. Safety and security D. Self-actualization E. Ego

E. Experienced meaningfulness of the work

Which of the following psychological states does the Hackman and Oldham model link with the core job dimensions of skill variety, task identity, and task significance? A. Knowledge of the actual results of the work activity B. Experienced responsibility for the outcome of work C. Experiencing high satisfaction with the work D. Learning about how well the job was performed E. Experienced meaningfulness of the work

A. Inequity causes dissatisfaction.

Which of the following statements is supported by the equity theory? A. Inequity causes dissatisfaction. B. Equity will result in an effort to restore balance. C. If the ratios of outcomes/inputs are equivalent, people will be dissatisfied. D. Assessments of equity are usually made objectively. E. Equity causes people to be dissatisfied with their treatment.

D. It holds that people satisfy their needs in a specific order.

Which of the following statements is true regarding Maslow's need hierarchy? A. It states that several different needs tend to be operating at once. B. It states that higher needs need to be satisfied before lower needs. C. It is a complex and an accurate theory of human motivation. D. It holds that people satisfy their needs in a specific order. E. It holds that once a need is satisfied, it becomes a powerful motivator.

D. extinction.

Withdrawing or failing to provide a reinforcing consequence is referred to as: A. negative reinforcement. B. positive reinforcement. C. arbitration. D. extinction. E. affiliation.