OAM

15. In equity theory, if perceived inputs and outcomes are not balanced, an individual will make adjustments to correct the imbalance. a. True b. False

a

17. According to the equity theory, if you pay an individual an hourly rate, overpaying this individual will result in greater output. a. True b. False

a

2. Factors that motivate depend on the individual and the situation the individual is in. a. True b. False

a

21. Research suggests that the level of commitment and financial incentives affect whether goals are achieved. a. True b. False

a

26. To increase employees' perception of procedural justice, managers should consider openly sharing information the process they follow when allocating rewards and work assignments. a. True b. False

a

29. Goal commitment and financial incentives affect whether goals are achieved. a. True b. False

a

31. When extrinsic rewards are given to someone for performing an interesting task, it causes intrinsic interest in the task itself to decline. a. True b. False

a

42. Within the framework of the equity theory, if an employee perceives iniquitous treatment and decides to exert less effort, what choice have they made? a. change their inputs b. change their outcomes c. adjust perceptions of self d. choose a different referent e. adjust perceptions of others

a

44. Tom is of the belief that the more effort that he puts into his job, the better he will perform. This is called expectancy. a. True b. False

a

45. Historically, equity theory focused on ________ justice. a. distributive b. procedural c. organizational d. interactional e. relative.

a

80. Jason faced an uproar recently after his employees received their annual pay increases. The employees complained that the company didn't follow a fair process in awarding the increases. This is an example of a. distributive justice. b. procedural justice. c. interactional justice.

b

12. James had dreamed of making lots of money since he was a child, and that has driven him to great success. James is motivated by a. intrinsic motivators. b. esteem motivators. c. extrinsic motivators. d. safety motivators.

c

2. Kane was a manager who believed most employees worked only for money. He assumed that they disliked work, and as a result a. he lets employees choose their own goals. b. he allows employees to use discretion. c. he imposes strict controls. d. he makes extensive use of delegating authority. e. he allows employees to make decisions.

c

37. When people perceive an imbalance in their outcome-input ratio relative to others a. an illegal situation is assumed. b. they expect to be promoted. c. tension is created. d. turnover is inevitable. e. goal setting needs to be renewed.

c

60. Don was in the habit of reprimanding employees when they arrived late for work. The second time an employee was late, he or she would be docked pay. Don is using which type of reinforcement? a. positive b. negative c. punishment d. extinction e. critical incident

c

70. When Brock was recently deciding between two job offers, his decision came down to which offer reflected the better health insurance, pension plan, and safe working conditions. According to Maslow, which need level is he focusing on in his decision? a. esteem b. physiological c. safety d. social

c

74. When dealing with his employees, Ted follows the practice of explicitly setting aside time to find out what kind of rewards each of his employees prefers and striving to offer these in the work environment He is likely following a. equity theory. b. goal-setting theory. c. expectancy theory. d. EKG theory. e. hygiene theory.

c

3. Lilly was a strong employee who was committed to the work objectives of her department and to the goals of her company. Which of the following would likely also be applicable to her? a. dislikes work b. needs to be controlled c. avoids responsibility d. exercises self-direction e. displays little ambition.

d

40. Jessica feels she received an appropriate salary increase this year, but does not believe that the company's methods for determining salary increases are fair. She believes there is a problem with the firm's a. interpersonal justice. b. distributive justice. c. equity practices. d. procedural justice. e. goal setting methods.

d

41. Within the framework of the equity theory, if an employee perceives iniquitous treatment and decides to work harder, what choice have they made? a. adjust perceptions of others b. choose a different referent c. adjust perceptions of self d. change their outcomes e. change their inputs

d

44. Equity theory demonstrates that, for most employees, motivation is influenced by a. relative rewards. b. input-output ratio. c. absolute rewards. d. relative and absolute rewards. e. job satisfaction.

d

46. ________ justice is the perceived fairness of process used to determine the distribution of rewards. a. Distributive b. Interactional c. Organizational d. Procedural e. Relative.

d

52. According to Cognitive Evaluation Theory, providing incentive pay a. causes co-workers to compete with each other for rewards. b. encourages employees to perform at a higher level to balance the i/o ratio. c. changes the employee's perceptions of self. d. decreases employees' overall levels of intrinsic motivation. e. helps employees meet their need for achievement.

d

53. Which theory considers the issue of whether intrinsic and extrinsic motivators are independent? a. expectancy b. reinforcement c. equity d. cognitive evaluation e. goal-setting

d

56. Assigning goals appears to generate greater goal commitment in a. all cultures around the globe. b. in low individualism cultures. c. in low power distance cultures. d. in high power distance cultures. e. in high individualism cultures.

d

33. Allowing employees to participate in goal setting, rather than have their boss arbitrarily assign a goal, has an additional effect: each person is more likely to ________ even a difficult goal. a. reject b. misunderstand c. begin resenting d. resist achieving e. accept

e

43. Extrinsic reward for a task may shift employees from a. high performance to higher performance. b. linking performance to appropriate rewards. c. perceiving the work task to be of less importance than others. d. linking employee recognition to organizational goals. e. intrinsic motivation to extrinsic motivation.

e

49. Sense of competence is a. the opportunity to delegate authority. b. the opportunity to pursue worthwhile tasks. c. the opportunity to compete with others. d. the opportunity to select what one will do and perform the way one thinks best. e. the feeling of accomplishment from doing a good job.

e

71. Don was a real "people person" so he was glad when his employer recently began to emphasize working in teams. Don enjoyed working with others as opposed to by himself. According to Maslow, which need level is motivating Don? a. esteem b. safety c. self-actualization d. physiological e. social

e

84. Tony was so concerned that his department's project be completed on time that he offered all of his employees a $100 bonus for each day that the project was completed ahead of schedule. This is an example of a. extinction. b. valence. c. variable reinforcement. d. positive reinforcement. e. extrinsic reward.

e

47. Kenneth Thomas identifies four key rewards that increase an individual's intrinsic motivation; they are a. sense of choice, sense of competence, sense of meaningfulness, sense of progress. b. sense of justice, sense of competence, sense of meaningfulness, sense of progress. c. sense of choice, sense of competence, sense of meaningfulness, sense of task. d. sense of choice, sense of competence, sense of meaningfulness, sense of justice. e. sense of choice, sense of judgment, sense of meaningfulness, sense of progress.

a

51. An employee motivated by intrinsic rewards, would most likely choose a. ongoing opportunities for education and training. b. a company car. c. incentive bonuses. d. increased salary. e. generous employee benefits.

a

54. Which of the following is suggested by cognitive evaluation theory? a. It would make sense to make an individual's pay non-contingent on performance. b. Employees are motivated by a hierarchy of needs. c. Extrinsic rewards increase intrinsic rewards. d. Needs are divided into higher-order and lower-order categories. e. It would make sense to make an individual's pay contingent on performance.

a

7. Unlike her co-workers, Jane was motivated by challenge, personal satisfaction, and by doing interesting work; most of her coworkers were just in it for the money. Jane was motivated by a. intrinsic motivators. b. safety motivators. c. social motivators. d. extrinsic motivators. e. esteem motivators

a

81. Carrie was unhappy with the pay increase that she recently received. She didn't think that the dollar value was fair relative to her performance, and she was even more upset that some of her coworkers received a greater increase than she did. This is an example of a. distributive justice. b. procedural justice. c. interactional justice. d. operant justice. e. equitable justice.

a

9. In expectancy theory, the strength of a person's expectancy depends on how strongly he believes he can achieve high performance in the task. a. True b. False

a

1. Motivation is a. a component of ability, personal traits and desire. b. an individual's intensity, direction and persistence. c. an effort toward creating goals. d. a constant intensity. e. an attitudinal trait.

b

20. Difficult goals, when accepted, result in lower performance than do easy goals. a. True b. False

b

22. In general, organizational citizenship behaviour is motivated more by extrinsic rewards, than intrinsic rewards. a. True b. False

b

23. Extrinsic rewards include challenging projects, autonomy, recognition, and opportunity for additional training. a. True b. False

b

30. Cognitive evaluation theory is concerned with whether individuals perceive that rewards are distributed in a fair and equitable manner. a. True b. False

b

32. Cognitive evaluation theory argues that extrinsic rewards increase intrinsic motivation. a. True b. False

b

34. The choice of intrinsic or extrinsic reward has little effect on employee behaviour. a. True b. False

b

37. Harry is motivated by salary increases, promotions and benefits packages. Thus, he is motivated by intrinsic rewards. a. True b. False

b

45. Xavier is considered to be a sensitive manager when it comes to the issues facing his employees on a personal level. This means that he scores high with them in terms of distributive justice. a. True b. False

b

78. Which of the following is a process theory of motivation? a. equity theory b. expectancy theory c. needs theory d. hygiene theory e. ERG theory.

b