mgmt chapter 7
True
(t/f) Feedback influences self-efficacy.
True
Interpersonal justice refers to an individual's perception of the degree to which he or she is treated with dignity, concern, and respect.
jointly set goals Explanation: C) Many elements in MBO programs match propositions of goal-setting theory. The only area of possible disagreement between MBO and goal-setting theory is participation: MBO strongly advocates it, whereas goal-setting theory demonstrates that managers' assigned goals are usually just as effective.
Unlike in the case of goal-setting theory, MBO strongly advocates ________.
True. Explanation: According to McClelland's theory of needs, when jobs have a high degree of personal responsibility and feedback and an intermediate degree of risk, high achievers are strongly motivated.
(t/f) According to McClelland's theory of needs, when jobs have a high degree of personal responsibility and feedback and an intermediate degree of risk, high achievers are strongly motivated.
Answer: TRUE Explanation: Individuals might grow so engaged in their work roles that family responsibilities become an unwelcome intrusion. An overly high level of engagement can lead to a loss of perspective and, ultimately, burnout. Further research exploring how engagement relates to these negative outcomes may help clarify whether some highly engaged employees might be getting "too much of a good thing."
(t/f) An overly high level of engagement can lead to a loss of perspective and, ultimately, burnout.
True
(t/f) Expectancy theory predicts employees will exert a high level of effort if they perceive a strong relationship between effort and performance, performance and rewards, and rewards and satisfaction of personal goals.
False. Explanation: The two-factor theory proposes that the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. McClelland's theory of needs proposes that achievement, power, and affiliation are three important needs that help explain motivation.
(t/f) McClelland's theory of needs proposes that the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction.
True.
(t/f) People who pursue goals for intrinsic reasons are more likely to attain their goals and are happy even if they do not.
Answer: TRUE Explanation: Practicing managers and scholars have become interested in facilitating job engagement, believing factors deeper than liking a job or finding it interesting drives performance. Studies attempt to measure this deeper level of commitment.
(t/f) Practicing managers and scholars have become interested in facilitating job engagement, believing factors deeper than liking a job or finding it interesting drives performance.
reinforcer
A(n) ________ is any consequence immediately following a response that increases the probability that the behavior will be repeated.
motor reproduction process
According to social learning theory, which of the following processes demonstrates whether an individual is capable of performing the modeled activities?
True
(t/f) According to goal-setting theory, a specific goal will produce a higher level of output than a generalized goal.
False. Explanation: Under Theory X, managers believe that employees inherently dislike work and must therefore be directed or even coerced into performing it. In contrast, under Theory Y, managers assume employees can view work as being as natural as rest or play, and therefore the average person can learn to accept, and even seek, responsibility
(t/f) Under Theory Y, managers believe that employees inherently dislike work and must therefore be directed or even coerced into performing it.
False. Explanation: According to Herzberg, the opposite of "satisfaction" is "no satisfaction," and the opposite of "dissatisfaction" is "no dissatisfaction."
(t/f)According to Herzberg, the opposite of "satisfaction" is "dissatisfaction."
procedural Explanation: D) Procedural justice refers to the perceived fairness of the process used to determine the distribution of rewards.
Edith believes that the methods for determining salary hikes and bonuses in her company are extremely unfair. In this case, Edith perceives a lack of ________ justice.
the need for achievement
Erika wants to become the head of the HR department. Although the role comes with a generous salary hike and will put her in charge of several subordinates, she is mainly pursuing this position because she believes she can do the job better than anyone else and wants people to know this. According to McClelland's theory of needs, which of the following needs is Erika primarily driven by in this case?
enactive mastery Explanation: B) Enactive mastery involves gaining relevant experience with the task or job.
Which of the following sources of increasing self-efficacy involves gaining relevant experience with a particular task or job?
Extrinsic rewards tend to reduce intrinsic interest in a task.
Which of the following statements is true regarding the cognitive evaluation theory?
verbal persuasion
Which of the following ways of increasing self-efficacy is generally used by motivational speakers?
False. Explanation: According to Maslow, lower-order needs are satisfied externally while higher-order needs are satisfied internally
(t/f) According to Maslow, lower-order needs are satisfied internally while higher-order needs are satisfied externally.
recognition Explanation: B) Herzberg characterized conditions such as quality of supervision, pay, company policies, physical working conditions, relationships with others, and job security as hygiene factors. When they're adequate, people will not be dissatisfied; neither will they be satisfied. If we want to motivate people on their jobs, Herzberg suggested emphasizing factors associated with the work itself or with outcomes directly derived from it, such as promotional opportunities, personal growth opportunities, recognition, responsibility, and achievement.
Which of the following is a motivational factor according to Herzberg's two-factor theory?
People with a high need for power and a low need for affiliation often make the best managers. Explanation: E) Needs for affiliation and power tend to be closely related to managerial success. The best managers are high in their need for power and low in their need for affiliation. In fact, a high power motive may be a requirement for managerial effectiveness. LO: 7.2: Compare the early theories of motivation.
Which of the following statements is true according to McClelland's theory of needs?
expectancy theory
Which of the following theories discusses three relationships: effort-performance relationship, performance-reward relationship, and rewards-personal goals relationship?
because someone convinces you that you have the skills necessary to be successful Explanation: C) Verbal persuasion involves becoming more confident because someone convinces you that you have the skills necessary to be successful. Motivational speakers use this tactic a lot.
With reference to the four sources of self-efficacy as proposed by Albert Bandura, verbal persuasion involves becoming more confident ________.
safety Maslow separated the five needs into higher and lower orders. Physiological and safety needs were lower-order needs, and social, esteem, and self-actualization were higher-order needs.
According to Maslow's hierarchy of needs, which of the following is a lower-order need?
Answer: TRUE Explanation: Research suggests that half the organizations in Canada actively encourage employee volunteering. As a result, fully one-quarter of all the volunteer work in the country is done by employee volunteers. The study found that the availability of organizational support—use of work time, paid time to volunteer, facility space, organizational resources—was critical to employee CSR motivation.
(T/F)Organizations influence their employees to volunteer
another individual or group of individuals inside the employee's organization
According to the equity theory, there are four referent comparisons. The referent comparison known as other-inside refers to ________.
the aspects that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction.
According to the two-factor theory, ________.
rewards-personal goals
If a manager incorrectly assumes that all employees want the same thing, then according to the expectancy theory, it is most likely to result in a weak ________ relationship.
Without the extrinsic reward, the execution of the task relies on internal motivation. Explanation: D) By eliminating the extrinsic reward (the allowance), the explanation for Rachel's behavior (continuing to feed the cats) shifts from an external motivation to an internal motivation. Rachel must enjoy or feel some other internal desire to continue feeding the cats.
Rachel's parents used to pay her an allowance every week to feed the cats and to do a few other chores around the house. However, once her mother lost her job, her parents stopped giving her an allowance. Although Rachel quit making her bed every morning, she still continued to feed the cats. Which of the following best explains why Rachel continues to feed the cats?
competence and positive connections
Self-determination theory proposes that in addition to being driven by a need for autonomy, people seek ways to achieve ________.
True
Self-efficacy refers to an individual's belief that he or she is capable of performing a task.
an employee's experiences in a different position inside the employee's current organization
Self-inside, one of the four referent comparisons in the equity theory, refers to ________.
Galatea
The Pygmalion effect is also called the ________ effect
Answer: FALSE Explanation: The Pygmalion effect is a form of self-fulfilling prophecy in which believing something can make it true. It is often used to describe "that what one person expects of another can come to serve a self-fulfilling prophecy."
The Pygmalion effect is not a form of self-fulfilling prophecy in which believing something can make it true.
persistence Explanation: Motivation has a persistence dimension. This measures how long a person can maintain effort. Motivated individuals stay with a task long enough to achieve their goal.
The ________ dimension of motivation measures how long a person can maintain effort.
intensity Explanation: D) Intensity describes how hard a person tries. This is the element most of us focus on when we talk about motivation.
The ________ element of motivation describes how hard a person tries.
two-factor Explanation: E) Psychologist Frederick Herzberg proposed the two-factor theory—also called motivation-hygiene theory.
The ________ theory is also called motivation-hygiene theory.
self-efficacy
The ________ theory is also known as the social cognitive theory or the social learning theory.
self-actualization. According to Maslow, because Jonathan has satisfied all the previous needs in Maslow's hierarchy, he would be seeking self-actualization
The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals. Which of the following needs would most motivate Jonathan? A) social B) esteem C) physiological D) self-actualization E) safety
self-concordance Explanation: C) A recent outgrowth of self-determination theory is self-concordance, which considers how strongly people's reasons for pursuing goals are consistent with their interests and core values. If individuals pursue goals because of an intrinsic interest, they are more likely to attain their goals and are happy even if they do not.
The concept of ________ considers how strongly people's reasons for pursuing goals are consistent with their interests and core values.
behaviorism Explanation: D) The concept of operant conditioning was part of B. F. Skinner's broader concept of behaviorism, which argues that behavior follows stimuli in a relatively unthinking manner. Skinner's form of radical behaviorism rejects feelings, thoughts, and other states of mind as causes of behavior. In short, people learn to associate stimulus and response, but their conscious awareness of this association is irrelevant.
The concept of operant conditioning is a part of the broader concept of ________, which argues that behavior follows stimuli in a relatively unthinking manner.
Answer: FALSE Explanation: If we perceive our ratio to be equal to that of the relevant others with whom we compare ourselves, a state of equity exists: we perceive that our situation is fair and justice prevails. When we see the ratio as unequal and we feel under rewarded, we experience equity tension that creates anger. When we see ourselves as over rewarded, tension creates guilt.
Underpayment and overpayment, according to equity theory, tend to produce similar reactions to correct the inequities.
It does not recognize the effect of cognitive variables. Explanation: E) In its pure form, reinforcement theory ignores feelings, attitudes, expectations, and other cognitive variables known to affect behavior.
What is the limitation of reinforcement theory in explaining changes in behavior?
physiological. Maslow hypothesized that within every human being there exists a hierarchy of five needs. The lowest, most basic needs are physiological. They include hunger, thirst, shelter, sex, and other bodily needs.
Which level of Maslow's hierarchy of needs deals with satisfying one's hunger, thirst, and other bodily needs?
social
Which of following needs, as detailed by Maslow's hierarchy of needs, best corresponds to McClelland's need for affiliation?
self-actualization Self-actualization refers to the drive to become what we are capable of becoming. It includes growth, achieving our potential, and self-fulfillment
Which of the following needs in Maslow's hierarchy refers to the drive to become what one is capable of becoming?
Motivation.
________ is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.
Answer: TRUE Explanation: Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.
Motivation is defined as the processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal
equity Explanation: C) Equity theory states that individuals make comparisons to referent others (compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.) In this situation, because Karen is comparing income, it is likely that she will use equity theory.
Karen graduated from college four years ago and has been working at Betaphy Inc. ever since. She has consistently received good performance evaluations for the quality of her work. She recently found out that her company hired a fresh college graduate with no experience at a salary higher than hers. Which of the following theories will Karen most likely use to evaluate this situation?
job engagement
The investment of an employee's physical, cognitive, and emotional energies into job performance is called ________.
An employee works hard in order to be relocated to the Paris office but instead is transferred to Beijing. Explanation: E) According to expectancy theory, the rewards-personal goals relationship indicates the degree to which organizational rewards satisfy an individual's personal goals or needs and the attractiveness of those potential rewards for the individual. If an employee puts in extra effort to be relocated to the Paris office but instead is transferred to Beijing, then it indicates a weak rewards-personal goals relationship.
With reference to the expectancy theory, which of the following examples indicates a weak rewards-personal goals relationship?
Joe Explanation: A) Need for achievement (nAch) is the drive to excel, to achieve in relation to a set of standards. As Joe has a high need for achievement, he would enjoy a challenging assignment with a high degree of personal responsibility and feedback.
You manage a department of five employees. You have identified that Joe has a high need for achievement, Mary has a high need for power, and Tim has a high need for affiliation. Sarah scored high on the need for power and low on the need for affiliation. Doug scored low on both need for power and need for affiliation. Which of these five employees is most likely to be suitable for a new assignment that involves a high degree of personal responsibility and feedback? A) Joe B) Mary C) Tim D) Sarah E) Doug
tasks are independent rather than interdependent Explanation: E) Goal commitment is most likely to occur when goals are made public, when the individual has an internal locus of control, and when the goals are self-set rather than assigned. Goals themselves seem to affect performance more strongly when tasks are simple rather than complex, well learned rather than novel, and independent rather than interdependent. On interdependent tasks, group goals are preferable.
According to goal-setting theory, goals are more likely to have a stronger impact on performance when ________.
the individual believes performing at a particular level will lead to desired outcomes
According to the expectancy theory, the performance-reward relationship is the degree to which ________.
quality of supervision Explanation: B) According to the two-factor theory, conditions such as quality of supervision, pay, company policies, physical working conditions, relationships with others, and job security are considered hygiene factors or extrinsic factors.
According to the two-factor theory proposed by Herzberg, which of the following is considered a hygiene factor?
Answer: FALSE Explanation: Workers around the world prefer rewards based on performance and skills over rewards based on seniority.
Workers around the world prefer rewards based on seniority over rewards based on performance and skills.
Self-efficacy
________ refers to an individual's belief that he or she is capable of performing a task.
learn to accept responsibility Explanation: C) According to Theory Y, managers assume employees can view work as being as natural as rest or play, and therefore the average person can learn to accept, and even seek, responsibility.
According to Douglas McGregor's Theory Y, a manager assumes that employees ________.
performance-reward Explanation: A) The performance-reward relationship explains the degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome.
Oscar is looking for a new job. He used to be the company's top sales representative and was eagerly expecting to be promoted. However, one of the regional manager's friends was promoted to district manager instead. According to the expectancy theory, Oscar's dissatisfaction with his current job stems from a breakdown in the ________ relationship.
another individual or group of individuals outside the employee's organization
Other-outside is a referent comparison that refers to ________.
environmentally caused Explanation: B) Reinforcement theory takes a behavioristic approach, arguing that reinforcement conditions behavior. Reinforcement theorists see behavior as environmentally caused.
The proponents of reinforcement theory view behavior as ________.
enactive mastery Explanation: D) According to Bandura, the most important source of increasing self-efficacy is enactive mastery, that is, gaining relevant experience with the task or job. If you've been able to do the job successfully in the past, then you're more confident you'll be able to do it in the future.
According to Albert Bandura, the most important source of increasing self-efficacy is ________.
hygiene factors Explanation: E) Herzberg suggested that the opposite of "satisfaction" is "no satisfaction," and the opposite of "dissatisfaction" is "no dissatisfaction." Removing dissatisfying characteristics from a job does not necessarily make the job satisfying. When hygiene factors are adequate, people will not be dissatisfied; neither will they be satisfied
According to Herzberg, when ________ are adequate, people won't be dissatisfied, but they will also not be satisfied.
Maslow's hierarchy of needs hypothesized that within every human being there exists a hierarchy of five needs. a) The physiological needs include hunger, thirst, shelter, sex, and other bodily needs. b) Safety includes security and protection from physical and emotional harm. c) Social includes affection, belongingness, acceptance, and friendship. d) Esteem includes internal factors such as self-respect, autonomy, and achievement and external factors such as status, recognition, and attention. e) Self-actualization is the drive to become what one is capable of becoming and it includes growth, achieving one's potential, and self-fulfillment. As each of these needs becomes substantially satisfied, the next need becomes dominant. So, according to Maslow, if you want to motivate someone, you need to understand what level of the hierarchy that person is currently on and focus on satisfying those needs at or above that level.
Briefly explain Maslow's hierarchy of needs theory
Answer: FALSE Explanation: The only area of possible disagreement between MBO and goal-setting theory is participation: MBO strongly advocates it, whereas goal-setting theory demonstrates that managers' assigned goals are usually just as effective.
Goal-setting theory strongly advocates participation in decision making, whereas MBO demonstrates that managers' assigned goals are usually just as effective.
Answer: FALSE Explanation: Goal-setting is a cognitive approach, proposing that an individual's purposes direct his or her action. Reinforcement theory, in contrast, takes a behavioristic view, arguing that reinforcement conditions behavior. The two theories are clearly at odds philosophically.
Goal-setting theory takes a behavioristic approach, whereas reinforcement theory takes a cognitive approach.
retention processes Explanation: C) Four processes determine a model's influence on an individual: attentional processes, retention processes, motor reproduction processes, and reinforcement processes. The child is paying attention, reproducing the behavior, and receiving reinforcement. The learning process is breaking down at the retention process in which the individual is supposed to remember the model's action after the model is no longer readily available. The child seems to immediately forget when his father leaves.
George is trying to teach his two-year old son to gently caress their cat. George softly strokes the animal and every time his son does the same, he rewards him with kind words like "good job!" The child is very attentive during the process and claps his hands when his father praises him. However, as soon as George leaves, the boy lunges for the cat and grabs it by the tail. Which process of social-learning theory is failing?
She is going to give students an extra mark each time that they contribute. Explanation: E) Helen is most likely going to use operant conditioning in which she gives participating students additional marks. With this practice she is motivating the students by conditioning them to expect a reward each time they demonstrate a specific behavior (speaking up in class).
Helen, a high school teacher, wants her students to actively participate more in class. She has decided to use reinforcement theory to get the required results. Which of the following methods is she most likely to use?
She will strictly control all the details of any project she is managing. Explanation: C) According to Theory X, managers believe employees inherently dislike work and must therefore be directed or even coerced into performing it. Per Theory X, a manager would not trust employees and would feel inclined to control all aspects of their work.
If Alberta is categorized as a Theory X manager, which of the following behaviors is she most likely to exhibit?
security If we consider Maslow's needs hierarchy in the context of Japan, Greece, and Mexico, where uncertainty-avoidance characteristics are strong, security needs would be on top of the hierarchy.
If we consider Maslow's hierarchy of needs in the context of Japan, Greece, and Mexico, where uncertainty-avoidance characteristics are strong, then ________ needs would be on top of the hierarchy.
outcome-input ratio Explanation: D) Equity theory states that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities. Employees perceive what they get from a job situation (salary levels, raises, recognition) in relationship to what they put into it (effort, experience, education, competence) and then compare their outcome-input ratio with that of relevant others.
In equity theory, individuals assess the ________.
performance-reward Explanation: C) The performance-reward relationship is the degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome. Employees sometimes, rightly or wrongly, perceive the boss doesn't like them. As a result, they expect a poor appraisal, regardless of effort.
Logan is an employee who processes health insurance forms. Initially he was criticized by his supervisor for sloppy work, but thereafter he improved considerably. Now he consistently processes his forms without errors and even does more than his fair share of work. However, Logan's supervisor has not responded to the extra effort he has put in, giving him no praise or monetary benefits. This leads Logan to believe that his supervisor is biased against him. According to the expectancy theory, in this situation, there is a problem in the ________ relationship.
tangible, verifiable, and measurable Explanation: A) Management by objectives (MBO) emphasizes participatively set goals that are tangible, verifiable, and measurable.
MBO emphasizes goals that are ________.
distributive Explanation: D) Equity theory focuses on distributive justice, the employee's perceived fairness of the amount and allocation of rewards among individuals.
Jackie thinks that she is paid a lot less than other employees in her division and feels extremely resentful. She starts taking long breaks and generally wastes time. Her actions resulted from a perceived lack of ________ justice.
He will increase his productivity and/or the overall quality of his work. Explanation: C) When people see themselves as overrewarded, it creates guilt. According to equity theory, in order to reinstate a sense of equity, Jim will change his inputs (exert more if overpaid). He will increase his productivity and/or the overall quality of his work.
Jim is a salaried employee whose job is to develop content for online Web sites. He discovers that he is paid substantially more than his colleagues even though their jobs and levels of performance are very similar. According to the equity theory, what impact is this discovery most likely to have on his behavior and performance?
personal performance objectives Explanation: A) As lower-unit managers jointly participate in setting their own goals, MBO works from the bottom up as well as from the top down. The result is a hierarchy that links objectives at one level to those at the next. And for the individual employee, MBO provides specific personal performance objectives.
MBO provides individual employees with ________.
rewards-personal goals
Mark is an excellent technical writer. He has never missed a deadline and all his projects are of superior quality. He now wants to telecommute two days a week, so that he can spend more time with his family. He feels that he has proven his reliability. However, his boss is unable to comply with his request and gives him a substantial raise instead. According to the expectancy theory, Mark's disappointment demonstrates a breakdown in the ________ relationship.
achievement, power, and affiliation Explanation: B) McClelland's theory of needs states that the need for achievement (nAch), the need for power (nPow), and the need for affiliation (nAff) help explain motivation.
McClelland's theory is based on which of the following needs?
D) She takes long breaks from work and shirks her responsibilities. Explanation: D) Based on equity theory, employees who perceive inequity can change their inputs, i.e., exert less effort if they are underpaid, or exert more effort if they are overpaid. If Megan takes long breaks from work and shirks her responsibilities, then this would mean that she is trying to gain a sense of equity by reducing her inputs. If she asks her boss for a raise by citing her years of experience with the company, then this would mean that she is trying to gain a sense of equity by changing her outcomes. If she constantly interrupts her colleague and refuses to let her get any work done, then this would mean that she is trying to reduce her colleague's inputs. If she claims that extrinsic rewards make work seem like a chore and less enjoyable, then this would imply that she is distorting her perception of herself. The argument is neither strengthened nor weakened by the fact that she accepts additional responsibilities but fails to carry them out effectively.
Megan graduated from college three years ago and has been working at Sterba Inc. ever since. A conscientious employee, she has consistently received good performance evaluations. She recently found out that a younger colleague, who was just recruited to her team, is drawing a higher salary than she is for doing the same type of work. Based on the equity theory, which of the following, if true, would strengthen the argument that Megan is trying to gain a sense of equity by changing her inputs? A) She asks her boss for a raise, citing her years of experience with the company. B) She claims that extrinsic rewards make work seem like a chore and less enjoyable. C) She accepts additional responsibilities but fails to carry them out effectively. D) She takes long breaks from work and shirks her responsibilities. E) She constantly interrupts her colleague, refusing to let her get any work done.
B) She believes that she is less capable than her colleague. Explanation: B) Based on equity theory, employees who perceive inequity can distort their perceptions of themselves—"I used to think I worked at a moderate pace, but now I realize I work a lot harder than everyone else." If Megan believes that she is less capable than her colleague, then this would imply that she has distorted her perception of herself. If she thinks that her colleague is paid more because she is an Ivy League graduate, then she is distorting her perception of her colleague. This would also be true if she assumes that her colleague received a higher package due to changes in industry standards. If Megan believes that her salary is not commensurate with her skills and experience, then this neither strengthens nor weakens the argument—it only implies that she is experiencing a sense of inequity. If she believes that she is doing a lot better career-wise compared to the people with whom she graduated, then this would mean she is choosing a different referent.
Megan graduated from college three years ago and has been working at Sterba Inc. ever since. A conscientious employee, she has consistently received good performance evaluations. She recently found out that a younger colleague, who was just recruited to her team, is drawing a higher salary than she is for doing the same type of work. Based on the equity theory, which of the following, if true, would strengthen the argument that Megan is trying to gain a sense of equity by distorting her perception of herself? A) She thinks that her colleague is paid more because she is an Ivy League graduate. B) She believes that she is less capable than her colleague. C) She assumes that her colleague received a higher package due to changes in industry standards. D) She believes that her salary is not commensurate with her skills and experience. E) She believes that she is doing a lot better career-wise compared to the people with whom she graduated.
C) Lisa starts working longer hours after learning that her co-workers earn less than she does for the same work. Explanation: C) Based on equity theory, employees who perceive inequity can change their inputs, i.e., exert less effort if they are underpaid, or exert more effort if they are overpaid. In the scenario, Megan is underpaid compared to her younger colleague and hence changes her inputs by slacking off at work. This situation is best mirrored by Lisa, who works longer hours (changes inputs) after realizing that she is overpaid compared to her colleagues. Dawn's behavior does not relate to the concept of equity. Greg's behavior represents a distorted perception of self. In Myrtle's situation, she is attempting to change outcomes and not her inputs. Beth chooses to deal with the perceived inequity by leaving the field.
Megan graduated from college three years ago and has been working at Sterba Inc. ever since. A conscientious employee, she has consistently received good performance evaluations. She recently found out that a younger colleague, who was just recruited to her team, is drawing a higher salary than she is for doing the same type of work. Following this discovery, Megan starts coming to work late and her productivity begins to suffer. Which of the following is most similar to the scenario mentioned above based on the equity theory? A) Dawn starts coming to work early and stays late once she learns that the mid-term review is around the corner. B) Greg believes he works harder than any of the other members in his department as they often leave the office before him. C) Lisa starts working longer hours after learning that her co-workers earn less than she does for the same work. D) Myrtle produces a higher number of units to compensate for the lower quality of her output. E) Beth submits her resignation after she was passed over for promotion for the second time.
vicarious modeling Explanation: D) One of the sources of self-efficacy is vicarious modeling—becoming more confident because you see someone else doing the task.
One of the sources of self-efficacy is ________, becoming more confident because you see someone else doing the task.
Pygmalion effect Explanation: B) The best way for a manager to use verbal persuasion is through the Pygmalion effect, or the Galatea effect. The Pygmalion effect is a form of self-fulfilling prophecy in which believing something can make it true
The best way for a manager to use verbal persuasion is through the ________, a form of self-fulfilling prophecy in which believing something can make it true.
physiological. Joanna first needs to satisfy her basic physiological needs, which include hunger, thirst, shelter, sex, and other bodily needs.
The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals. Which of the following needs would most likely motivate Joanna? A) social B) esteem C) physiological D) self-actualization E) safety
Social. According to Maslow, because Josephine is single and has little social interaction, she would strive to satisfy her social needs, which include affection, belongingness, acceptance, and friendship
The church you go to every Sunday is made up of people who have very different lifestyles and are at different stages in their life. Joanna is a 23-year-old single parent who works for minimum wage and shifts from motel to motel for accommodation. Josephine is a single, 45-year-old woman who earns a decent salary and has few interests and friends outside her office. Jonathan is 60 years old, extremely wealthy, has a loving family, and enjoys his work. You have decided to apply Maslow's hierarchy of needs to determine what motivates each of these individuals. Which of the following needs would most likely motivate Josephine? A) social B) esteem C) physiological D) self-actualization E) safety
given immediately following the desired behavior Explanation: D) People will most likely engage in desired behaviors if they are positively reinforced for doing so. Rewards are most effective if they immediately follow the desired response; and that behavior that is not rewarded, or is punished, is less likely to be repeated.
To get the best results while using reinforcement theory, rewards should be ________.
Answer: The researcher who developed self-efficacy theory, Albert Bandura, proposed four ways self-efficacy can be increased: 1. Enactive mastery 2. Vicarious modeling 3. Verbal persuasion 4. Arousal According to Bandura, the most important source of increasing self-efficacy is enactive mastery—that is, gaining relevant experience with the task or job. The second source is vicarious modeling—or becoming more confident because you see someone else doing the task. The third source is verbal persuasion—becoming more confident because someone convinces you that you have the skills necessary to be successful. Finally, Bandura argued that arousal increases self-efficacy. Arousal leads to an energized state, which drives a person to complete a task. The person gets "psyched up" and performs better.
What are the four ways of increasing self-efficacy as proposed by Albert Bandura?
People do better when they get feedback on how well they are progressing toward their goals. Explanation: D) People do better when they get feedback on how well they are progressing toward their goals because it helps identify discrepancies between what they have done and what they want to do. Self-generated feedback—with which employees are able to monitor their own progress—is more powerful than externally generated feedback.
Which of the following statements is true regarding goal-setting theory?
self-determination theory
Which of the following theories proposes that people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation?
two-factor theory Frederick Herzberg postulated the two-factor theory and proposed a dual continuum: The opposite of "satisfaction" is "no satisfaction," and the opposite of "dissatisfaction" is "no dissatisfaction."
Which of the following theories proposes the idea of a dual continuum?
procedural justice
Which of the following types of justice relates most strongly to job satisfaction, employee trust, withdrawal from the organization, job performance, and citizenship behaviors?
Interpersonal justice or injustice is intimately tied to the conveyer of the information. Explanation: A) Interpersonal justice describes an individual's perception of the degree to which she is treated with dignity, concern, and respect. When people are treated in an unjust manner (at least in their own eyes), they retaliate (for example, badmouthing a supervisor). Because people intimately connect interactional justice or injustice to the conveyer of the information, we would expect perceptions of injustice to be more closely related to the supervisor.
Why do people who perceive themselves as victims of interactional injustice often blame their immediate supervisor rather than the organization at large?
There is little evidence that needs are structured or operate in the way it describes. Research does not validate Maslow's theory. Maslow provided no empirical substantiation, and several studies that sought to validate it found no support for it. There is little evidence that need structures are organized as Maslow proposed, that unsatisfied needs motivate, or that a satisfied need activates movement to a new need level.
Why is Maslow's theory criticized?
Sarah Explanation: D) The best managers are high in their need for power and low in their need for affiliation. Sarah has a high need for power and a low need for affiliation.
You manage a department of five employees. You have identified that Joe has a high need for achievement, Mary has a high need for power, and Tim has a high need for affiliation. Sarah scored high on the need for power and low on the need for affiliation. Doug scored low on both need for power and need for affiliation. Which of these five employees is most suitable for handling your responsibilities when you are on a vacation? A) Joe B) Mary C) Tim D) Sarah E) Doug
Operant conditioning theory Explanation: D) Operant conditioning theory argues that people learn to behave to get something they want or to avoid something they don't want. Unlike reflexive or unlearned behavior, operant behavior is influenced by the reinforcement or lack of reinforcement brought about by its consequences.
________ argues that people learn to behave to get something they want or to avoid something they don't want.
