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Q:
The integrated model for motivation as shown in the chapter reading features the following basic sequence.A) effort → performance → rewards → individual goalsB) effort → equity → goals → needsC) needs → factors → extrinsic factors → individual goalsD) needs → goals → individual effort → organizational goals
Q:
Which of the following theories of motivation is seen as the most comprehensive?A) JCM theoryB) expectancy theoryC) equity theoryD) goal-setting theory
Q:
Katie has just been asked to type up a report in two days using a software program she has never seen before. Katie wonders if she will be able to get her project accomplished on time and in the format wanted by her manager. This is an example of which variable in Vroom's expectancy theory?A) effort-performance linkageB) performance-reward linkageC) valence-reward linkageD) attractiveness
Q:
If salespeople in John's company meet their sales goals for the month, they are given an all-expense-paid trip to a Denver Broncos football game. Football is not one of John's favorite sports, and the Denver Broncos are definitely not John's favorite team. John's performance might be influenced by the ________ part of Vroom's expectancy theory.A) effort-performance linkageB) performance-reward linkageC) effort-reward linkageD) attractiveness
Q:
The key to expectancy theory is that an individual's goals ________.A) are not too highB) are not too high and not too lowC) match the goals of fellow workers and superiorsD) match the rewards provided by the organization
Q:
A key element of expectancy theory might be summarized by saying ________.A) most people are motivated by moneyB) everyone is always motivated by fear of failureC) everyone is motivated by the same thingD) different rewards motivate people in different ways
Q:
In expectancy theory, a person may have the ability to reach a certain goal but lack motivation because ________.A) the goal is too easyB) the goal is too hardC) the person's desire to reach the goal is too strongD) the person has no strong desire to reach the goal
Q:
The third variable in expectancy theory requires the worker to ask him- or herself which question?A) How likely am I to attain this outcome?B) What do I need to do to attain this outcome?C) How important is this outcome to me?D) How important is this outcome to the organization I work for?
Q:
The second variable in expectancy theory requires the worker to ask him- or herself: If I perform at a given level, how likely is it that I will ________?A) attain the reward or outcome I am looking forB) value a promotion if I get itC) be treated fairlyD) be noticed by my superiors
Q:
The first variable in expectancy theory involves how much effort a person must exert to ________.A) receive a given rewardB) attain a certain level of performanceC) finish the job in the shortest period of timeD) finish the job with the lowest possible standards
Q:
In equity theory, an under-rewarded individual is likely to ________.A) have high motivation to show his or her value to the organizationB) lack motivation because he or she does not receive enough reward for what he or she doesC) have just the right motivation to get the job doneD) have high motivation due to high self-esteem
Q:
In equity theory, procedural justice is concerned with which of the following?A) determining how fair the system isB) determining how honest one's boss isC) comparing output-to-input ratios among individualsD) comparing fairness between different organizations
Q:
In equity theory, distributive justice is concerned with which of the following?A) comparing one individual to an entire systemB) comparing output-to-input ratios among individualsC) comparing output-to-input ratios among large groupsD) comparing fairness between different cultures
Q:
Over-rewarded inequity exists when one's own outcomes-to-input ratio ________ that of the referent.A) is greater thanB) is less thanC) is equal toD) is greater than or equal to
Q:
Under-rewarded inequity exists when one's own outcomes-to-input ratio ________ that of the referent.A) is greater thanB) is less thanC) is equal toD) is greater than or equal to
Q:
In equity theory, an under-rewarded individual ________ the work he or she does.A) is paid too much forB) is paid too little forC) is paid fairly forD) does not complain about
Q:
Equity exists when one's own outcomes-to-input ratio ________ that of the referent.A) is greater thanB) is less thanC) is equal toD) is greater than or less than
Q:
Inequity exists when one's own outcomes-to-input ratio ________ that of the referent.A) is greater than but not less thanB) is less than but not greater thanC) is equal toD) is greater than or less than
Q:
In equity theory, a worker's "self" category refers to ________.A) the standards and expectations of other workersB) their comparisons to the highest paid worker they knowC) their comparisons to the lowest paid worker they knowD) the person's own inputs-outcomes ratios
Q:
A referent in equity theory refers to which of the following?A) a theoretical workerB) other people and systems onlyC) oneself onlyD) other people, systems, or oneself
Q:
Equity theory compares your own outcomes-to-input ratio to that of ________.A) your bossB) a referentC) the input-to-output ratio of another workerD) the input-to-output ratio of an idealized worker
Q:
Equity theory uses the ratio of output you get from your job to the amount of ________.A) input you put into your jobB) output a referent gets from a jobC) benefit you get from your jobD) compensation you get from your job
Q:
Equity theory recognizes that individuals are concerned with ________.A) making enough money to live onB) employers sharing profitsC) comparing their rewards to those of othersD) justice for all people who work
Q:
Equity theory is based primarily on ideas about which of the following?A) objectivityB) the importance of workC) fairnessD) automation
Q:
A theory that suggests that employees compare their inputs and outputs from a job to the ratio of relevant others is known as ________.A) action motivationB) goal settingC) reinforcement theoryD) equity theory
Q:
Job enrichment in the JCM seems to work best with people who have ________.A) a low growth needB) a high growth needC) no growth needD) a variable growth need
Q:
In the JCM, motivation and satisfaction increase when this is true.A) The employee feels good about herself.B) The employee cares about the task.C) The employee feels rewarded.D) The employee feels like she belongs.
Q:
Autonomy is important in the JCM because it gives the worker ________.A) time to finish the jobB) help from fellow employeesC) flexibility in dealing with managersD) a sense of personal responsibility
Q:
The JCM contends that these dimensions are required for a high level of motivation among workers.A) high pay, autonomy, feedbackB) meaningful work, autonomy, feedbackC) meaningful work, autonomy, independenceD) autonomy, feedback, good management
Q:
The JCM contends that ________ are required in meaningful work.A) skill variety, task identity, and task significanceB) skill variety, autonomy, and feedbackC) task identity, autonomy, and feedbackD) task significance, autonomy, and feedback
Q:
The JCM contends that meaningful work is ________.A) high payingB) always difficultC) considered important and valuable by the workerD) considered unimportant to managers
Q:
The job characteristics model (JCM) maintains that ________ is critical to motivating workers.A) how workers are treatedB) how jobs are designedC) equal treatment for allD) setting goals
Q:
Goal-setting tends to do well in ________, where its basic ideas align well with general cultural values.A) North AmericaB) South AmericaC) India and ChinaD) the Middle East
Q:
In which kinds of cultures does goal-setting theory work best?A) high power distance, high uncertainty avoidanceB) low power distance, high uncertainty avoidanceC) high power distance, low uncertainty avoidanceD) low power distance, low uncertainty avoidance
Q:
In goal-setting theory, which of the following is the best kind of feedback?A) feedback from a superiorB) feedback from a peerC) self-generated feedbackD) group feedback
Q:
Setting goals definitely seems to ________.A) increase performance and motivationB) increase motivation but not performanceC) decrease performance but increase motivationD) decrease motivation and performance
Q:
Which is the best summary of goal-setting theory?A) Goals make no difference in performance.B) Specific goals increase performance.C) Always make your goals very difficult to reach.D) Easy goals make for happier employees.
Q:
McClelland thinks that having a high nAch guarantees that a person will be a good manager.
Q:
McClelland proposed that people with a high nAch simply want to do things better than other people.
Q:
In Herzberg's view, removing a hygiene factor makes a person less dissatisfied with his or her job.
Q:
In Herzberg's view, removing a factor of dissatisfaction makes a person more satisfied with his or her job.
Q:
Using fear as a motivator is a Theory X management style.
Q:
McGregor holds the opinion that managers are less successful when they adopt a Theory Y view of human nature.
Q:
In McGregor's theory of motivation, managers with a Theory Y view of life think people need to be given the freedom to make their own choices.
Q:
According to McGregor, managers should employ a Theory X style of management.
Q:
Maslow's empirical studies provided substantial proof of the validity of his hierarchical model.
Q:
Maslow states that people can no longer be motivated by a given need if it is largely taken care of.
Q:
In Maslow's view, the key to understanding motivation is to understand where in the hierarchy of needs a person is located.
Q:
In Maslow's system, a person takes care of social needs before worrying about personal safety.
Q:
Maslow contends that lower-order needs are satisfied internally and higher-order needs are satisfied externally.
Q:
Maslow argued that each level in the needs hierarchy must be substantially satisfied before the next becomes dominant.
Q:
Maslow's hierarchy of needs proposes that all needs are sought after to an equal degree at all times.
Q:
Three managers work at the Pabco Company. Aaron really "cracks the whip" on his employees and firmly believes in strict controls and punishment for those employees who do not perform to company expectations.
Zach has very few controls and believes that as long as people know what their objectives are, they will exercise self-control and self-direction.
Susan has been trying to improve working conditions and manager-employee relations to increase the level of productivity in her department. Zach was using which type of Herzberg factors to increase productivity levels?
A) motivators
B) hygiene
C) social
D) esteem
Q:
Three managers work at the Pabco Company. Aaron really "cracks the whip" on his employees and firmly believes in strict controls and punishment for those employees who do not perform to company expectations.
Zach has very few controls and believes that as long as people know what their objectives are, they will exercise self-control and self-direction.
Susan has been trying to improve working conditions and manager-employee relations to increase the level of productivity in her department. Susan was trying to use what type of Herzberg factors to increase productivity?
A) motivators
B) hygiene
C) social
D) esteem
Q:
Three managers work at the Pabco Company. Aaron really "cracks the whip" on his employees and firmly believes in strict controls and punishment for those employees who do not perform to company expectations.
Zach has very few controls and believes that as long as people know what their objectives are, they will exercise self-control and self-direction.
Susan has been trying to improve working conditions and manager-employee relations to increase the level of productivity in her department. Zach is what type of manager?
A) Theory X-oriented
B) Theory Y-oriented
C) dictatorial
D) autocratic
Q:
McClelland's need that has received the most attention and research is the ________.
A) need for achievement
B) need for power
C) need for recognition
D) need for affiliation
Q:
Successful managers tend to be better at ________.
A) doing their own work than helping others
B) identifying their own goals than identifying goals of subordinates
C) helping others achieve goals than achieving their own goals
D) accomplishing goals than identifying goals
Q:
Successful managers tend to have this more than any other trait.
A) low nPow
B) high nPow
C) high nAch
D) high nAff
Q:
Why are individuals with a high nAch not the most successful managers?
A) They are concerned more about effectiveness than efficiency.
B) They are more focused on organizational goals than their own desires for promotion.
C) They focus too much on their own goals than the goals of others.
D) They can easily be distracted by trying to build a better mousetrap.
Q:
You would expect a successful inventor of a new type of heart valve to have a high ________.
A) nAff
B) nPow
C) nAch
D) nFun
Q:
Which of the following suggests that humans have an innate desire for friendly and close interpersonal relationships?
A) need for achievement
B) need for power
C) need for fulfillment
D) need for affiliation
Q:
Which three needs are recognized in McClelland's three-needs theory?
A) achievement, power, security
B) achievement, power, affiliation
C) power, comfort, stimulation
D) security, self-interest, affiliation
Q:
Which of the following was directly influenced by Herzberg's two-factor theory?
A) Maslow's hierarchy of needs
B) the job characteristics model
C) McClelland's three-needs theory
D) expectancy theory
Q:
Which of the following is true of the three early theories of motivation?
A) Herzberg focuses on job satisfaction.
B) McGregor does not address motivation.
C) Maslow focuses on job satisfaction.
D) Herzberg focuses on needs.
Q:
Which of the following is true of the three early theories of motivation?
A) Maslow focuses on job satisfaction.
B) McGregor focuses on the basic needs of the individual.
C) Both McGregor and Herzberg focus on human nature.
D) McGregor focuses on positive and negative assumptions about human nature.
Q:
Herzberg has had the greatest influence on which of the following?
A) employee pay scales
B) work conditions
C) how managers design jobs
D) labor-management relations
Q:
Which of the following holds that intrinsic factors are related to job satisfaction and extrinsic factors are related to job dissatisfaction?
A) Maslow's hierarchy of needs
B) McGregor's Theory X and Theory Y
C) Vroom's expectancy theory
D) Herzberg's motivation-hygiene theory
Q:
According to Herzberg, in order to provide employees with job satisfaction, managers should concentrate on ________.
A) salary and status
B) working conditions
C) achievement and recognition
D) security
Q:
According to Herzberg, hygiene factors ________.
A) help people avoid infections
B) control motivation but not satisfaction
C) control dissatisfaction but not satisfaction
D) control motivation and satisfaction
Q:
According to Herzberg, what controls satisfaction and motivation?
A) intrinsic factors
B) extrinsic factors
C) both intrinsic and extrinsic factors
D) extrinsic and security factors
Q:
According to Herzberg, when an extremely dissatisfied employee gets an improved salary and working conditions, he or she ________.
A) becomes more motivated and more satisfied
B) becomes less motivated and less satisfied
C) becomes more dissatisfied, and his or her motivation increases
D) becomes less dissatisfied, and his or her motivation is unaffected
Q:
According to Herzberg, the opposite of the state of being satisfied is ________.
A) the opposite of dissatisfied
B) not satisfied
C) an extrinsic factor
D) the opposite of intrinsic
Q:
According to Herzberg, favorable hygiene factors can cause an employee to feel ________.
A) satisfied
B) not dissatisfied
C) dissatisfied
D) indifferent
Q:
According to Herzberg, which of the following is considered a motivator?
A) pay
B) working conditions
C) hygiene factors
D) responsibility
Q:
According to Herzberg's Motivation-Hygiene theory, ________ are associated with job satisfaction.
A) rewards
B) punishments
C) hygiene factors
D) motivators
Q:
According to Herzberg, which kinds of characteristics are most closely associated with job dissatisfaction?
A) intrinsic things that come from within themselves
B) extrinsic things that come from the outside
C) lack of advancement
D) the goals of the job
Q:
Workers with a Theory Y point of view would be likely to ________.
A) just want to collect a paycheck
B) love their job more than the money they make
C) avoid work unless rewards were high
D) avoid responsibility for their actions
Q:
Workers with a Theory X point of view would be most likely to respond to ________.
A) kindness
B) a hands-off approach
C) fear of losing their job
D) freedom to modify their job
Q:
A manager with a Theory Y view of human nature would be likely ________.
A) not to try to inspire his or her workers
B) to try to challenge his or her workers
C) to try to intimidate his or her workers
D) to monitor his or her workers closely
Q:
A manager with a Theory X view of human nature would ________.
A) be unlikely to allow workers to work independently
B) be likely to let workers coordinate their work
C) allow workers to monitor themselves
D) trust his or her workers