Management Final 12
_____ is the degree to which the worker has freedom, discretion, and self-determination in planning and carrying out tasks.
Autonomy
Which of these is sometimes called negative reinforcement?
Avoidance learning
_____ is the removal of an unpleasant consequence following a desired behavior.
Avoidance learning
Which of the following is NOT a common method for reducing a perceived inequity?
Change equity
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?
Changing perceptions
Which of the following is NOT a need proposed by Maslow in his hierarchy of needs theory?
Compensation needs
Which of the following theories emphasize the needs that motivate people?
Content
_____ theories emphasize the needs that motivate people.
Content
The _____ involves whether putting effort into a task will lead to high performance.
E -> P expectancy
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?
Esteem
_____ rewards are given by another person, typically a manager, and include promotions and pay increases.
Extrinsic
Behavioral science research has shown that people typically respond more strongly to a potential gain, such as a financial reward, than to a potential loss, such as a financial penalty
False
External and relatedness are the first two groups of needs in Aldefer's ERG theory.
False
Extrinsic reward refers to the satisfaction a person receives in the process of performing a particular action.
False
Gain sharing rewards employees with part ownership of the organization based on achieving performance goals.
False
Job enlargement is a job design that incorporates achievement, recognition, and other high-level motivators into the work.
False
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.
False
The job characteristic of autonomy influences the worker's experiencing meaningfulness of work.
False
Two ways to classify rewards are extrinsic and monetary.
False
_____ is a motivational compensation program that allows workers to set their own hours.
Flextime
Which term, in goal-setting theory, refers to the need to make goals highly ambitious but achievable?
Goal difficulty
_____ is the application of motivational theories to the structure of work for improving productivity and satisfaction.
Job design
The idea that people are strongly motivated by a potential loss, such as a financial penalty, is known as _____.
Loss aversion
Which of the following is the arousal, direction, and persistence of behavior?
Motivation
_____ refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action.
Motivation
_____ are the most basic human physical needs, including food, water, and oxygen.
Physiological needs
_____ theories explain how workers select behavioral actions to meet their needs and determine whether their choices were successful.
Process
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?
Punishment
Which of the following theories places an emphasis on behavior and its consequences?
Reinforcement theory
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?
Some of her employees are low in growth-need strength.
According to expectancy theory, for an employee to be highly motivated, E-P expectancy and valence must be maximized.
True
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.
True
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.
True
Employee motivation affects productivity, and part of a manager's job is to channel motivation toward the accomplishment of organizational goals.
True
Goal acceptance, in goal-setting theory, means that employees have to "buy into" the goals and be committed to them.
True
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.
True
Mangers who motivate employees by tapping into their self-doubts are using an intrinsic negative approach.
True
One weakness of the use of punishment in organizations is that it fails to indicate the correct behavior.
True
Organizations that empower employees often reward them based on the results shown in the company's bottom line.
True
Skill variety, task identity, and task significance tend to influence the employee's psychological state of experienced meaningfulness of work.
True
The arousal, direction, and persistence of behavior refers to moti
True
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.
True
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?
Valence
_____ is the value of outcomes, or attraction for outcomes, for the individual.
Valence
_____ is defined as the altering of jobs to increase both the quality of employees' work experience and their productivity.
Work redesign
The delegation of power and authority to subordinates is referred to as:
empowerment
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:
engagement.
A state of _____ exists whenever the ratio of one person's outcomes to inputs equals the ratio of another's outcomes to inputs.
equity
Physiological needs
frustration-regression principle
Factors that involve the presence or absence of job dissatisfiers, such as working conditions or pay, are known as _____.
hygiene factors
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:
intrinsic reward
The job characteristic of feedback provides the worker with:
knowledge of actual results.
The assumption that positively reinforced behavior tends to be repeated is the basis for the _____.
law of effect
The _____ is the idea that the single most important factor that can boost motivation during a workday is making progress toward meaningful goals.
making progress principle
According to Herzberg, _____ is an example of a hygiene factor.
pay
A high need for _____ is associated with successful attainment of top levels in the organizational hierarchy, according to McClelland.
power
Frank is primarily driven by a need to establish close social relationships with other people. Alderfer would say he is motivated by:
relatedness needs
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:
vicarious learning.