MGT: Chapter 11
To set goals for yourself, create ______.
a statement of purpose
Forces that energize, direct, and sustain a person's effort are referred to as _______.
motivation
When employees violate the law, ethical standards, important safety rules, or standards of interpersonal treatment, ______ is sometimes appropriate.
punishment
The job dimension that involves completion of a whole, identifiable piece of work is called ______.
task identity
Which of the following is NOT one of the needs McClelland said motivates people?
Affection
What core job dimensions are stated in the Hackman and Oldham model? (Choose every correct answer.)
Autonomy Skill variety Task significance Feedback Task identity
Goals should be which of the following?
Challenging and attainable
Stretch goals are targets that have which characteristics?
Demanding and novel
For motivation to be high, which of the following must also be high? (Choose every correct answer.)
Expectancy Instrumentality Valence
In which theory do managers set goals for employees?
Goal-setting
When a workforce is dissatisfied, it is more likely to exhibit which of the following characteristics? (Choose every correct answer.)
High absenteeism Poor mental health Bad customer service
Match the appropriate category of Herzberg's two-factor theory (on the left) with the examples (on the right).
Hygiene factors: pay Motivators: opportunity for personal growth
Which of the following are examples of extrinsic rewards? (Choose every correct answer.)
Large office Pay Benefits
According to _____, needs can be organized in a hierarchy, and people satisfy their needs in order from the bottom to the top of that hierarchy.
Maslow
Which of the following are characteristics of motivational goals? (Choose every correct answer.)
Meaningful Challenging Specific Acceptable
What refers to forces that energize, direct, and sustain a person's effort?
Motivation
What is job rotation?
Moving workers from one task to another to alleviate boredom.
______ involves eliminating or removing undesirable consequences when people perform organizationally functional behaviors.
Negative reinforcement
Juanita gives her employees the outcomes they desire when they perform organizationally functional behaviors. Juanita is using what?
Positive reinforcement
Setting a goal to learn, rather than a goal to achieve a specific performance level, is appropriate when ______.
employees lack ability or knowledge
Increasing expectancies, identifying positively valent outcomes, and making performance instrumental toward positive outcomes are all managerial implications of _________.
expectancy theory
A consequence that people receive for their actions is called a(n) ______.
outcome
Growth need strength is the degree to which individuals want ______.
personal and psychological development
Phil ensures that his employees get extra time off when their performance and productivity is exceptionally high. This is an example of positive _______.
reinforcement
Managers in Japan and Greece tend to be motivated most by ______ needs.
security
The five types of needs in Maslow's hierarchy are physiological, safety or security, social, ego or esteem, and ______.
self-actualization
The two types of stretch goals are ______.
vertical horizontal
______ is a human needs theory postulating that people have three basic sets of needs that can operate simultaneously.
Alderfer's ERG theory
What employee behaviors should NOT be rewarded, since they do not lead to high performance? (Check all that apply.)
Avoiding risk Quick fixes Mindless conformity
Emilia works in accounting and likes her job because she feels that her work is essential to the company's daily operations. Emilia is experiencing which psychological state?
Believing that she is doing something meaningful.
Which motivation theory identifies the kinds of needs that people want to satisfy?
Content theory
What theory suggests there are three universal needs (existence, relatedness, and growth) that constitute a hierarchy of needs and motivate behavior?
ERG
What are the psychological states that occur from a well-designed job? (Choose every correct answer.)
Employees feel personally responsible for how their work turns out. Employees believe that they are doing something meaningful. Employees learn how well they performed their jobs.
Which three of the following are needs that managers in the United States care most strongly about? (Choose every correct answer.)
Esteem Self-actualization Achievement
What concept refers to the perceived likelihood that effort will enable the attainment of performance goals?
Expectancy
What theory describes how a person's work efforts lead to a level of work performance?
Expectancy
Which theory suggests that effort leads to performance, which results in an outcome?
Expectancy
______ rewards are given to people by the organization.
Extrinsic
True or false: Independence and discretion in making decisions at work is called valence.
False
Which of the following are ways to offer feedback to employees on their performance? (Choose every correct answer.)
Giving regular, ongoing feedback Asking customers for feedback that can be passed along to employees Conducting performance reviews regularly
Which motivation theory states that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end?
Goal-setting theory
What happens when employees feel empowered? (Choose every correct answer.)
Groups of employees can experience a culture of empowerment that enhances work performance. They feel more confident that they have the ability to perform their jobs. They believe that they are influential contributors to the organization.
Which kind of performance goal can be dysfunctional and create competition among team members?
Individual
Equity theory states that people assess which key factors? (Choose every correct answer.)
Inputs Outcomes
Which theory organizes human needs into five major types in ascending order?
Maslow's need hierarchy
A personal statement of purpose should include which of the following? (Choose every correct answer.)
Near-term objectives An inspiring distant vision A mid-distant goal
The five needs of Maslow's hierarchy include which of the following? (Choose every correct answer.)
Physiological Self-actualization Social
The law of effect states that behavior will be repeated if it is followed by which kind of consequences?
Positive
What are the key consequences that encourage or discourage one's behavior? (Choose every correct answer.)
Positive reinforcement Extinction Punishment Negative reinforcement
Which three of the needs identified by McClelland are critical in motivating people? (Choose every correct answer.)
Power Affiliation Achievement
Mo Chou completed her latest work assignment early. If Mo Chou's boss would like her to repeat this behavior, what is the appropriate action according to the law of effect?
Praise for her efforts
What set of perceptions do employees use to decide what they owe their employers and what their employers owe them?
Psychological contract
What type of program aims at satisfying the full range of employee needs?
Quality of work life
______ programs create a workplace that enhances employee well-being and satisfaction.
Quality of work life
Which of the following is an option for people who wish to restore equity when feeling inequitably treated?
Reducing their inputs
Which of the following are options for restoring equity when people feel they are inequitably treated? (Choose every correct answer.)
Reducing their inputs Decreasing others' outcomes Increasing their outcomes
Which one of the following is NOT a need in Maslow's hierarchy?
Self-reliance
To motivate high performance among employees, what should be rewarded? (Choose every correct answer.)
Smart work instead of busy work Loyalty instead of turnover Risk taking instead of risk avoiding
Which of the following are characteristic of a dissatisfied workforce? (Choose every correct answer.)
Strikes More injuries High turnover
Which conditions will make employees less motivated? (Choose every correct answer.)
They believe that they can perform but that the outcome will not be forthcoming. They believe that they can't perform well enough to achieve the positive outcomes. They believe that they can perform but do not value the outcome.
Which of the following is an example of offering feedback to employees?
Weekly meetings to discuss each employee's goals and progress.
If a person believes that his or her outcome-to-input ratio is lower than that of someone else, the person typically will ______.
attempt to restore a balance
The job dimension that involves independence and discretion in making decisions is called ______.
autonomy
How a person's needs are or are not met at work will affect the person's ______.
behavior on the job
Sharing power with employees, and thus making them feel more confident and influential on the job, is called ______.
empowerment
People's perceived likelihood that an effort will enable them to attain their performance goals is called ______.
expectancy
Equity theory describes people's assessments of how ______.
fairly they are treated
The five core job dimensions stated in the Hackman and Oldham model are skill variety, task identity, task significance, autonomy, and ______.
feedback
The job dimension _______ of is simply information about job performance.
feedback
The job dimension that involves employees receiving information about job performance is called ______.
feedback
If an individual believes his or her outcome-to-input ratio is equivalent to someone else's ratio, the individual typically will ______.
feel satisfied
The expectancy theory states that increasing expectancies, making performance instrumental toward positive outcomes, and ______ are crucial to motivate employees.
identifying positively valent outcomes
Punishment is sometimes appropriate when employees ______.
ignore important safety rules violate ethical standards violate standards of interpersonal treatment
Performance results in some kind of consequence, which is referred to as a(n) ______.
outcome
According to Maslow's hierarchy of needs, the most basic need that people strive to satisfy is ______.
physiological
People are more likely to support decisions and decision makers when they perceive ______.
procedural fairness
Using a fair process in decision making and making sure others know that the process was as fair as possible is called ______.
procedural justice
Growth need strength is the degree to which individuals want ______ development. (Choose every correct answer.)
psychological personal
A set of perceptions regarding what employees owe their employers and what the employers owe them is called a(n) ______.
psychological contract
The four key consequences that encourage or discourage one's behavior are positive reinforcement, negative reinforcement, extinction, and ______.
punishment
When Susan's employees do not perform well, she does not hesitate to offer criticism. However, she eliminates undesired outcomes, such as criticism, when her employees perform at a high level. Susan is using negative ______ to help motivate her employees.
reinforcement
When Susan's employees do not perform well, she does not hesitate to offer criticism. However, she eliminates undesired outcomes, such as criticism, when her employees perform at a high level. Susan is using negative _______ to help motivate her employees.
reinforcement
With job ______, workers who spend all their time in one routine task can instead move from one task to another.
rotation
When workers can see that they have completed a whole, identifiable piece of work, they feel empowered because they are experiencing ______.
task identity
Herzberg's ______ theory describes categories that affect people at work.
two-factor
