Q&A Hero

Q: A collection of people with complementary skills who regularly interact to pursue common goals is called a(n) __________. a) formal crowd b) informal group c) team d) temporary committee

Q: Distinguish between perceived negative inequity and perceived positive inequity.

Q: What is Vroom's expectancy equation? Explain the importance of the multiplication signs in the equation.

Q: Explain the core characteristics model.

Q: Explain Alderfer's ERG theory.

Q: How might the tactics of operant conditioning be considered unethical?

Q: __________ is positive reinforcement of successive approximations to the desired behavior.

Q: According to Skinner's reinforcement theory, the control of behavior by manipulating its consequences is called __________.

Q: In order for workers to accept and commit to accomplishing goals, Locke recommends worker __________ in setting the goals.

Q: Locke's basic premise in goal-setting theory is that __________ goals are motivational only if the right goals are set in the right ways.

Q: According to the expectancy theory of motivation, the value that an individual assigns to work-related outcomes or possible rewards is called __________.

Q: According to the equity theory of motivation, it is the perceived __________ that motivate our behaviors.

Q: The degree to which a job requires a variety of different activities to carry out the work and involves the use of a number of different skills and talents of the individual is referred to as __________.

Q: Herzberg suggests that one way to improve job content is to build more opportunities for higher-order need satisfaction into jobs. This process is known as __________.

Q: The need for __________, as described by McClelland, is the desire to control, influence, or be responsible for other people.

Q: Alderfer's ERG theory collapses __________ five needs into three.

Q: Unfulfilled desires that stimulate people to behave in ways that will satisfy them are called __________.

Q: __________ accounts for the direction, level, and persistence of effort expended at work.

Q: The law of effect states that people will repeat behaviors that have pleasant outcomes and will avoid behaviors that have unpleasant outcomes.

Q: Negative reinforcement eliminates an undesirable behavior by making the removal of a pleasant consequence contingent on its occurrence.

Q: Skinner's operant conditioning is based on manipulating the consequences of individual behavior.

Q: To maximize valence, managers need to understand individual needs and try to tie work outcomes to important sources of need satisfaction.

Q: Vroom's expectancy theory offers an approach to understand motivation with an equation: Motivation = Expectancy Instrumentality Valence.

Q: Job design increases job content by adding work planning and evaluating duties normally performed by a supervisor.

Q: McClelland identified acquired needs as the need for power, achievement, and self-actualization.

Q: The core characteristics model approaches job design with a focus on eight "core" job characteristics.

Q: According to Herzberg's two-factor theory, salary is a satisfier factor.

Q: The hygiene factors in the Herzberg model seem most associated with Maslow's lower-order needs and Alderfer's existence and relatedness needs.

Q: Alderfer's growth needs correspond to the lower-order needs in Maslow's hierarchy.

Q: The ____________ delivers the reward only when desired behavior occurs. a) law of immediate reinforcement b) law of contingent reinforcement c) law of positive reinforcement d) law of negative reinforcement

Q: _______________ decreases the frequency of or eliminates an undesirable behavior by making the removal of a pleasant consequence contingent on its occurrence. a) Punishment b) Reinforcement c) Conditioning d) Extinction

Q: To have _______, people must believe in their abilities and believe that if they try hard to do something, they can perform it well. a) high expectancies b) high instrumentalities c) positive valences d) high valences

Q: To have _____________, people must perceive that their performance accomplishments will be followed by desired work outcomes. a) low instrumentalities b) high instrumentalities c) positive valences d) low valences

Q: People with a high need for power tend to: a) behave in ways that have a clear impact on other people and events. b) enjoy satisfying interpersonal relationships. c) suffer when they are in control. d) prefer jobs offering companionship.

Q: According to Skinner, __________ discourages a behavior by making the removal of a desirable consequence contingent on its occurrence. a) negative reinforcement b) punishment c) positive reinforcement d) extinction

Q: According to Skinner, __________ discourages a behavior by making an unpleasant consequence contingent on its occurrence. a) negative reinforcement b) punishment c) positive reinforcement d) extinction

Q: According to Skinner, __________ strengthens a behavior by making the avoidance of an undesirable consequence contingent on its occurrence. a) negative reinforcement b) punishment c) positive reinforcement d) extinction

Q: According to Skinner, __________ strengthens a behavior by making a desirable consequence contingent on its occurrence. a) negative reinforcement b) punishment c) positive reinforcement d) extinction

Q: B.F. Skinner's concept of __________ is the control of behavior by manipulating its consequences. a) expectancy b) equity c) acquired needs d) operant conditioning

Q: Thorndike's __________ states that behavior followed by pleasant consequences is likely to be repeated, while behavior followed by unpleasant consequences is not. a) law of effect b) law of equity c) goal-setting theory d) expectancy theory

Q: Research shows that goal-setting has downsides when: a) managers and leaders set unrealistically high goals. b) managers reward every goal accomplishment. c) individuals are given feedback with respect to goal accomplishment. d) individuals are expected to meet realistic goals over and over again.

Q: Locke's goal-setting theory suggests that __________ goals can be motivating if they are the right goals and they are set in the right way. a) easy b) equity c) valence d) task

Q: According to Vroom's expectancy theory, in order to have high and positive valences, people must: a) believe in their abilities. b) value the outcomes associated with high performance. c) perceive rewards as being equitable. d) perceive that their performance accomplishments will be followed by desired work outcomes.

Q: __________ is a person's belief that they are capable of performing a task. a) Self-esteem b) Self-efficacy c) Self-realization d) Self-acceptance

Q: According to Vroom's expectancy theory, in order to maximize expectancy, a manager should do all of the following EXCEPT: a) assume that people will work hard to get promoted. b) select people with the right abilities for the jobs to be done. c) provide workers with the best training and development. d) support workers with resources.

Q: In Vroom's expectancy equation, which of the following terms represents the value a person assigns to work-related outcomes? a) Expectancy b) Valence c) Instrumentality d) Achievement

Q: In Vroom's expectancy theory, __________ is a person's belief that various outcomes will occur as a result of task performance. a) expectancy b) valence c) instrumentality d) achievement

Q: In Vroom's expectancy equation, the term expectancy represents: a) the value a person assigns to work-related outcomes. b) a person's belief that working hard will result in high task performance. c) the amount of monetary gain a person expects out of specific task performance. d) a person's belief that various outcomes will occur as a result of task performance.

Q: Vroom offers an approach to understand motivation with the following equation: Motivation = Expectancy Instrumentality _________. a) Outcome b) Results c) Valence d) Goals

Q: In the context of the core characteristics model, __________ is the degree to which work activities required by a job result in the individual obtaining direct and clear information on his or her performance. a) autonomy b) job feedback c) job satisfaction d) skill variety

Q: Which of the following job characteristics is described as the degree to which a job gives individual freedom, independence, and discretion in scheduling work and in choosing procedures for carrying it out? a) Autonomy b) Task significance c) Task identity d) Skill variety

Q: The degree to which a job requires completion of a "whole" and identifiable piece of work, one that involves doing a job from beginning to end with a visible outcome is called __________. a) autonomy b) task significance c) task identity d) skill variety

Q: The degree to which a job has substantial impact on the lives or work of other people elsewhere in an organization or in the external environment is called __________. a) autonomy b) task significance c) task identity d) skill variety

Q: The process of increasing job content by adding work planning and evaluating duties normally performed by a supervisor is called __________. a) job content b) job design c) job enrichment d) job identity

Q: The process of allocating specific work tasks to individuals and groups is called __________. a) job content b) job design c) job enrichment d) job enlargement

Q: Johan, an employee at Petro Refining Center, was found smoking in the refinery. His manager imposed a wage cut on him for violating major safety rules. The wage cut in this scenario best exemplifies __________. a) valence b) extinction c) a punishment d) a reward

Q: According to McClelland's acquired needs theory, the need for __________ is the desire to establish and maintain good relations with people. a) power b) achievement c) recognition d) affiliation

Q: According to McClelland's acquired needs theory, the need for __________ is the desire to control, influence, or be responsible for other people. a) power b) achievement c) recognition d) affiliation

Q: According to McClelland's acquired needs theory, the need for __________ is the desire to do something better, to solve problems, or to master complex tasks. a) power b) achievement c) recognition d) affiliation

Q: The three needs in McClelland's acquired needs theory are the need for achievement, _______, and affiliation. a) esteem b) safety c) self-actualization d) power

Q: __________ is the practice of designing jobs rich in content that offers opportunities for higher-order need satisfaction. a) Job hunting b) Job design c) Job manipulation d) Job enrichment

Q: All of the following are satisfier factors EXCEPT: a) recognition. b) salary. c) personal growth. d) achievement.

Q: According to Herzberg, __________ influence job dissatisfaction. a) motivating factors b) intrinsic factors c) satisfier factors d) hygiene factors

Q: According to Herzberg, __________ that are part of job content are a sense of achievement, recognition, responsibility, advancement, or personal growth. a) extrinsic factors b) satisfier factors c) physiological factors d) hygiene factors

Q: According to Herzberg, __________ that are part of job context are working conditions, organizational policies, and salary. a) satisfier factors b) intrinsic factors c) physiological factors d) hygiene factors

Q: Which of the following are the two factors in Herzberg's two-factor theory? a) Satisfier factor and achievement factor b) Achievement factor and hygiene factor c) Hygiene factor and satisfier factor d) Recognition factor and satisfier factor

Q: According to the _____________ of Alderfer's ERG theory, an already-satisfied lower-level need can become reactivated when a higher-level need cannot be satisfied. a) deficit principle b) frustration-regression principle c) progression principle d) existence principle

Q: According to Alderfer's ERG theory, __________ are desires for satisfying interpersonal relationships. a) social needs b) existence needs c) relatedness needs d) self-actualization needs

Q: According to Alderfer's ERG theory, __________ are desires for physiological and material well-being. a) growth needs b) existence needs c) psychological needs d) self-actualization needs

Q: The higher-order needs in Maslow's hierarchy of needs include self-actualization and __________. a) esteem needs b) physiological needs c) shelter needs d) social needs

Q: The lower-order needs of Maslow's hierarchy of needs include physiological, safety, and __________. a) esteem needs b) self-actualization needs c) psychological needs d) social needs

Q: Which of the following is the lowest level of need in Maslow's hierarchy of needs? a) Esteem needs b) Physiological needs c) Social needs d) Safety needs

Q: Which of the following is the highest level of need in Maslow's hierarchy of needs? a) Esteem needs b) Self-actualization needs c) Social needs d) Safety needs

Q: The __________ of the Alderfer's ERG theory is essentially the higher-order needs in Maslow's hierarchy. a) growth needs b) existence needs c) relationship needs d) physiological needs

Q: Maslow's progression principle continues to move up to the level of __________. a) esteem needs b) safety needs c) self-actualization needs d) social needs

Q: In Maslow's hierarchy of needs theory, the __________ states that people try to satisfy lower-level needs first and then move step-by-step up the hierarchy. a) progression principle b) existence principle c) frustration-regression principle d) deficit principle

Q: In the context of Maslow's hierarchy of needs theory, which of the following states that a satisfied need is not a motivator of behavior? a) Progression principle b) Existence principle c) Frustration-regression principle d) Deficit principle

Q: A __________ is an unfulfilled physiological or psychological desire. a) motivator b) satisfier c) hygiene factor d) need

Q: Which of the following terms describes the forces within a person that account for the level, direction, and persistence of effort expended at work? a) Needs b) Satisfier factors c) Motivation d) Hygiene factors

Q: The degree to which someone is able to adjust his or her behavior in response to external factors is called __________. a) self-awareness b) reliability c) locus of control d) self-monitoring