OB CH. 5
According to Adams's theory of inequity, which of the following is a strategy for restoring equity?
*Alter a person's inputs* (Adams's theory provides seven basic strategies for restoring equity: alter a person's outcomes, alter a person's inputs, alter the comparison other's outcomes, alter the comparison other's inputs, change who is used as a comparison other, rationalize the inequity, and leave the organizational situation)
Joe has a keen interest in his present job, but he does not get along with his boss, Martin. Martin never appreciates Joe's achievements and gives him unreasonable targets to meet. This has made Joe unhappy with his job. According to Herzberg's Theory, which of the following is a reason for Joe's job dissatisfaction?
*Hygiene factors* (Hygiene factors are a reason for Joe's dissatisfaction. Herzberg's hygiene factors include company policy and administration, technical supervision, interpersonal relations with one's supervisor, working conditions, salary, and status)
Which of the following best describes eustress?
*It is a positive response to challenges that generates energy and motivates an individual to achieve* (Stress is the energy we experience when confronted with a challenging or difficult situation. Such situations can produce distress, a negative response such as frustration or fear, which leads to unhealthy and unproductive results, or eustress, a positive response to challenges that generates energy and motivates an individual to achieve.)
Which of the following statements is true of equity theory?
*It is concerned with the social processes that influence motivation and behavior.* (Equity theory is a social exchange process approach to motivation that focuses on the interaction between an individual and the environment. In contrast to needs theories based on internal motivation, equity theory is concerned with the social processes that influence motivation and behavior.)
According to Herzberg, which of the following is a difference between motivation factors and hygiene factors?
*Motivation factors relate to job satisfaction, whereas hygiene factors relate to job dissatisfaction* (Work conditions related to satisfaction of the need for psychological growth were labeled motivation factors. Work conditions related to dissatisfaction caused by discomfort or pain were labeled hygiene factors. Motivation factors relate to job satisfaction, and hygiene factors relate to job dissatisfaction.)
Drake, a technical support executive at Zenk Corp., has good managerial skills and a keen interest in organizing team strategies. This earns him a promotion to a senior position where he manages a team of 40 people. According to Maslow's need hierarchy theory, which of the following needs is fulfilled for Drake?
*Self-actualization needs* (According to Maslow's need hierarchy theory, self-actualization needs are fulfilled for Drake. Needs for status and self-actualization can be filled by opportunities to work with higher-ups or to work on projects that particularly suit the individual's skills and interests.)
In the context of Herzberg's two-factor theory, which of the following is true of hygiene factors?
*They are important to a certain level but unimportant beyond that threshold.* (Hygiene factors are important to a certain level but unimportant beyond that threshold. They are completely distinct from the motivation factors and are unrelated to the drive to achieve and do excellent work.)
In the context of expectancy theory of motivation, which of the following is true of evaluation systems?
*They are meant to enhance a person's belief that effort will improve performance and therefore lead to better pay.* (Managers can use expectancy theory to design motivation programs. Sometimes called performance planning or evaluation systems, these motivation programs are meant to enhance a person's belief that effort will improve performance and therefore lead to better pay.)
In the context of Amitai Etzioni's categories of exchange relationships, which of the following statements is true of alienated relationships?
*They have high negative intensity.* (Amitai Etzioni developed three categories of exchange relationships that people have with organizations: committed, calculated, and alienated involvements. Committed relations have high positive intensity, calculated relationships have low positive or low negative intensity, and alienated relationships have high negative intensity.)
According to McClelland, which of the following is true of people with a high need for achievement?
*They set goals that are moderately difficult yet achievable.* (McClelland found that people with a high need for achievement perform better than those lacking such a need. They set goals that are moderately difficult yet achievable.)
Expectancy theory attributes motivational problems to:
*disbelief in a relationship between effort and performance.* (Expectancy theory attributes motivational problems to three basic causes: disbelief in a relationship between effort and performance, disbelief in a relationship between performance and rewards, and lack of desire for the rewards offered. If the motivational problem stems from a person's belief that effort will not improve performance, the solution lies in altering this belief.)
McGregor's Theory X assumptions are appropriate for:
*employees motivated by lower-order needs.* (McGregor's Theory X assumptions are appropriate for employees motivated by lower-order needs. Theory Y assumptions apply to employees motivated by higher-order needs.)
Adams's theory of inequity suggests that people are motivated when they:
*find themselves in situations of unfairness.* (Adams's theory of inequity suggests that people are motivated when they find themselves in situations of inequity, or unfairness. Inequity occurs when a person receives more or less than she believes she deserves based on her effort and/or contribution.)
The idea of encouraging eustress is to focus on an individual's:
*interpretation of or response to events.* (Instead of focusing on an individual's needs or the rewards or punishment meted out in the work environment, the idea of encouraging eustress is to focus on the individual's interpretation of or response to events. An assumption underlying eustress is that although things happen that are out of our control, we can control our response to a situation.)
According to McClelland, high achievers:
*often hope and plan for success.* (High achievers often hope and plan for success; may be quite content to work alone or with other people, whichever is more appropriate to their task; and like being very good at what they do so and, accordingly, tend to develop expertise and competence in their chosen endeavors)
Clayton Alderfer's regression hypothesis suggests that:
*people are frustrated by their inability to meet needs at the next higher needs in the hierarchy; hence, they regress to the next lower category of needs.* (ERG theory supplemented Maslow's original progression hypothesis with a regression hypothesis. Alderfer's regression hypothesis suggests that when people are frustrated by their inability to meet needs at the next higher level in the hierarchy, they regress to the next lower category of needs and intensify their desire to gratify those needs.)
In the context of Maslow's need hierarchy, the progression hypothesis suggests that:
*people progress up the hierarchy as they successively gratify each level of need.* (One distinguishing feature of Maslow's need hierarchy is the progression hypothesis, which suggests that as one level of need is met, a person progresses to the next higher level of need as a source of motivation. Hence, people progress up the hierarchy as they successively gratify each level of need)
Frederick Taylor, the founder of scientific management, examined labor efficiency and effectiveness. His goal was to change:
*the relationship between management and labor from one of conflict to one of cooperation.* (Frederick Taylor, the founder of scientific management, also examined labor efficiency and effectiveness. His goal was to change the relationship between management and labor from one of conflict to one of cooperation. Taylor believed the basis of the conflict was the division of the profits. Instead of continuing this conflict, labor and management should work together to enlarge total profits.)
Adam Smith formulated the invisible hand and the free market to explain the motivation for individual behaviors. The invisible hand refers to:
*the unseen forces of a free market system that shape the most efficient use of people, money, and resources for productive ends.* (Smith laid the cornerstone for the free enterprise system of economics when he formulated the so-called invisible hand and the free market to explain the motivation for individual behavior. The "invisible hand" refers to the unseen forces of a free market system that shape the most efficient use of people, money, and resources for productive ends.)
Managers can make the most of Maslow's need hierarchy for success in their teams by:
*recognizing that each individual has a unique set of needs and therefore gearing incentives to meet various needs.* (Managers can make the most of Maslow's need hierarchy for success in their teams by recognizing that each individual has a unique set of needs and therefore gearing incentives to meet various needs. Needs for status and self-actualization can be filled by opportunities to work with higher-ups or to work on projects that particularly suit the individual's skills and interests.)