Q&A Hero

Q: According to McClelland, the need for _____ is the extent to which an individual desires to control or influence others. A. power B. affiliation C. belongingness D. self-awareness E. equity

Q: _____ drew attention to the important distinction between intrinsic motivation and extrinsic motivation. A. Maslow's hierarchy of needs B. Alderfer's ERG theory C. Herzberg's motivator-hygiene theory D. McClelland's theory of needs E. Equity theory

Q: According to Herzberg's motivator-hygiene theory, which of the following outcomes satisfies hygiene needs? A. Job security B. Responsibility C. Autonomy D. A sense of accomplishment E. Interesting work

Q: According to Herzberg's motivator-hygiene theory, which of the following outcomes helps to satisfy motivator needs? A. Job security B. Good relationships with coworkers C. Good pay D. A sense of accomplishment E. Effective supervision

Q: According to Herzberg's motivator-hygiene theory, _____ needs are related to the physical and psychological context in which the work is performed. A. motivator B. expectancy C. instrumental D. hygiene E. terminal

Q: According to Herzberg's motivator-hygiene theory, _____ needs are related to the nature of the work itself and how challenging it is. A. motivator B. expectancy C. instrumental D. hygiene E. terminal

Q: In what way do the theories of Maslow and Alderfer differ? A. Unlike Alderfer, Maslow believed that self-actualization forms the base of the needs-hierarchy. B. Unlike Maslow, Alderfer believed that a person can be motivated by needs from multiple levels at a time. C. Unlike Maslow, Alderfer believed that as lower-level needs become satisfied, people seek to satisfy higher-level needs. D. Unlike Alderfer, Maslow believed that when people experience need frustration, they focus upon satisfying higher-level needs. E. Unlike Maslow, Alderfer believed that physiological needs form the pinnacle of the needs-hierarchy.

Q: In what way do the theories of Maslow and Alderfer resemble each other? A. Both theories agree that self-actualization forms the base of the needs hierarchy. B. Both theories agree that a person can only be motivated by one need at a time. C. Both theories agree that as lower-level needs become satisfied, people seek to satisfy higher-level needs. D. Both theories agree that when people experience need frustration, they focus upon satisfying higher-level needs. E. Both theories agree that physiological needs form the pinnacle of the needs hierarchy.

Q: Which of the following is true of Alderfer's ERG theory? A. It states that when people experience need frustration, they focus upon a lower-level need. B. It states that a person can be motivated by only one need from any given level at a time. C. It states that needs which have already been satisfied are the strongest motivators. D. It states that the need for self-actualization is more important than the need for affiliation. E. It states that the need for personal growth is the lowest-level need.

Q: _____ collapsed the five categories of needs in Maslows hierarchy into three universal categories: existence, relatedness, and growth. A. David McClelland's three-needs theory B. Clayton Alderfer's ERG theory C. Herzberg's hygiene-motivator theory D. B. F. Skinner's operant conditioning E. Victor H. Vroom's expectancy theory

Q: According Maslow's hierarchy of needs, by giving his/her employees the opportunity to use their skills and abilities to the fullest extent possible, a manager satisfies their _____. A. physiological needs B. safety needs C. self-actualization needs D. operational needs E. terminal needs

Q: According Maslow's hierarchy of needs, as countries become wealthier and have higher standards of living, _____ needs are likely to be the prime motivators of behavior. A. physiological B. safety C. self-actualization D. operational E. experiential

Q: According to Maslow's hierarchy of needs, by providing adequate medical benefits and safe working conditions, managers satisfy their employees' _____. A. need for self-actualization B. need for safety C. need for affiliation D. need for recognition E. need for power

Q: Which of the following is true according to Maslow's hierarchy of needs? A. The highest-level needs must be met before trying to satisfy the lower-level needs. B. Once a need is satisfied, it ceases to be a source of motivation. C. The five basic needs can be satisfied in any order. D. A person can be motivated by needs at more than one level at the same time. E. If unable to satisfy needs at a certain level, people will focus more intently on satisfying the needs at the next highest level.

Q: According to Maslow's hierarchy of needs, which of the following needs does a company satisfy when it organizes a picnic or holiday party for its employees? A. Physiological needs B. Safety needs C. Self-awareness needs D. Belongingness needs E. Self-actualization needs

Q: Which of the following forms the pinnacle of Maslow's hierarchy of needs? A. Safety needs B. Belongingness needs C. Physiological needs D. Social needs E. Self-actualization needs

Q: Which of the following forms the base of Maslow's hierarchy of needs? A. Esteem needs B. Belongingness needs C. Physiological needs D. Social needs E. Self-actualization needs

Q: _____ proposes that all people seek to satisfy five basic kinds of needs: physiological needs, safety needs, belongingness needs, esteem needs, and self-actualization needs. A. Victor H. Vroom's expectancy theory B. B. F. Skinner's operant conditioning theory C. Abraham Maslow's hierarchy of needs theory D. Frederick Herzberg's motivator-hygiene theory E. David McClelland's theory of needs

Q: Which of the following is true of valence, according to the expectancy theory? A. High motivation results from low valence and low instrumentality. B. Valence refers to how instrumental an employee is to the organization. C. High levels of valency and instrumentality result in low expectancy. D. Outcomes considered to have high valence are identical across all employees. E. Providing employees with highly valent outcomes can reduce turnover.

Q: A manager provides outcomes to his subordinates for good performance in the form of rewards that they value. According to the expectancy theory, the manager is working on: A. valence. B. instrumentality. C. determinism. D. self-actualization. E. positivism.

Q: According to the expectancy theory, the term _____ refers to how desirable each of the outcomes available from a job or organization is to a person. A. instrumentality B. self-actualization C. valence D. equity E. autonomy

Q: According to the expectancy theory, which of the following is true of instrumentality? A. Managers promote high levels of instrumentality when they link performance to desired outcomes. B. Managers promote instrumentality by ensuring that rewards are distributed to employees on the basis of their rank. C. Managers create low levels instrumentality when the distribution of outcomes available in an organization is performance-based. D. Managers create low levels of instrumentality when they link effort to performance. E. Managers promote low levels of instrumentality when they communicate to employees that high performance will lead to a pay raise in the future.

Q: Sandy announces at the morning staff meeting that any employee who increases sales by 15% will receive a 15% commission. According to the expectancy theory, Sandy is promoting _____. A. positivism B. instrumentality C. autonomy D. equity E. self-actualization

Q: According to the expectancy theory, _____ is a persons perception about the extent to which performance at a certain level results in the attainment of outcome. A. instrumentality B. determinism C. positivism D. valence E. ethnocentrism

Q: According to the expectancy theory, in what way can a manager boost the expectancy levels and motivation of employees? A. By setting them tasks for which they are overqualified B. By expressing confidence in their competence and capability C. By not putting them through intensive, routine training programs D. By lowering their levels of autonomy and responsibility as they gain experience E. By giving them advice frequently and monitoring their performance constantly

Q: Which of the following is true of the expectancy theory formulated by Victor H. Vroom? A. It states that people are motivated to put effort into their work only if they think that their effort will pay off in high performance. B. It states that once a need has been satisfied, it ceases to be a source of motivation. C. It states that people are most motivated when they perceive that their own outcome-input ratio is less than that of referents. D. It drew attention to the important distinction between intrinsic motivation and extrinsic motivation. E. It suggests that to stimulate high motivation and performance, goals must be specific and difficult.

Q: According to the expectancy theory, motivation is high when people: A. believe that high levels of effort lead to high performance and, ultimately, to the attainment of the desired goals. B. perceive that they can satisfy their need for affiliation and need for achievement with minimum effort. C. perceive that their own outcome-input ratio is less than that of referents. D. are set specific and challenging goals which help them focus their inputs in the right direction. E. learn to perform behaviors that lead to desired consequences and learn not to perform behaviors that lead to undesired consequences.

Q: Which of the following managers displays prosocially motivated behavior? A. Derek, who works hard because of the incentives he receives each quarter B. Jolie, who works hard because she knows that by doing so, she will be promoted C. Luca, who works hard because of the recognition his achievements bring him D. Diane, who works hard because she knows that if she doesn't do so, she will be fired E. Brett, who works hard because he knows that what he does improves the welfare of many people

Q: Which of the following is true of prosocially motivated behavior? A. It is performed to avoid censure or punishment. B. It is performed for social recognition and respect. C. The source of motivation lies with the desire to conform to the norms of society. D. The source of motivation lies with the fear of punishment. E. It seeks to improve the well-being of other people.

Q: Which of the following managers is extrinsically motivated? A. Manuela, who works hard because of the sense of satisfaction that doing so gives her B. Patrick, who works hard because his job is interesting and enjoyable C. Kate, who works hard because her job gives her an opportunity to fulfill her potential D. Marco, who works hard because he wants to see his organization achieve its goals E. Jolie, who works hard because she knows that doing so will bring her a promotion

Q: Which of the following managers is driven by intrinsic motivation? A. Manuela, who works hard because of the sense of satisfaction that doing so gives her B. Derek, who works hard because of the incentives he receives each quarter C. Jolie, who works hard because she knows that by doing so, she will be promoted D. Luca, who works hard because of the recognition his achievements bring him E. Diane, who works hard because she knows that if she doesn't do so, she will be fired

Q: Which of the following is true of extrinsic motivation? A. The source of motivation is the consequences of the behavior, not the behavior itself. B. The source of motivation lies with executing the tasks with maximum efficiency and efficacy. C. The motivation is fueled by a person's need for achievement and self-actualization. D. The motivation is fueled by a person's desire to ensure the welfare of other people. E. The source of motivation lies with the sense of satisfaction that performing well brings.

Q: The source of _____ motivation lies with the acquisition of material or social rewards. A. extrinsic B. operational C. intrinsic D. ethnocentric E. experiential

Q: The source of _____ motivation lies with actually performing the behavior, and motivation comes from doing the work itself. A. extrinsic B. ethnocentric C. xenocentric D. intrinsic E. operational

Q: Which of the following is true of Michael, a manager of stellar performance, who is driven by intrinsic motivation? A. The source of his motivation lies with the bonus paycheck he receives with each accomplishment. B. The source of his motivation lies with performing his role well and achieving organizational goals. C. He is motivated by the societal recognition and fame his achievements bring him. D. The source of his motivation lies with the censure that failure would bring him. E. He is motivated by the promotion his performance will necessitate.

Q: Fletcher met all the goals his manager set him, despite being faced with several obstacles. He won the Employee of the Year award for his diligence. Fletcher is: A. high on defeatism. B. low on achievement. C. low on motivation. D. low on effort. E. high on persistence.

Q: _____ is central to management because it explains what drives or will drive people to achieve organizational goals. A. Determinism B. Motivation C. Ethnocentrism D. Structuralism E. Positivism

Q: The Scanlon plan motivates employees to propose and implement cost-cutting strategies because a percentage of the cost savings achieved during a specified time is distributed to the employees. A. True B. False

Q: Under profit sharing, managers receive a share of their employees' profits. A. True B. False

Q: Using equity pay, another individual-based merit pay plan, managers base pay on a percentage of sales. A. True B. False

Q: A compensation plan that bases pay on performance is called a merit pay plan. A. True B. False

Q: Advances in information technology have dramatically complicated the administration of piece-rate pay. A. True B. False

Q: Using piece-rate pay, an individual-based merit plan, managers base employees pay on the number of units each employee produces. A. True B. False

Q: From a motivation standpoint, stock options are used not so much to motivate employees to work in the future for the good of the company but to reward them for past performance. A. True B. False

Q: Vicarious learning is also known as observational learning. A. True B. False

Q: Vicarious learning occurs when a person becomes motivated to perform a behavior by watching another person performing the behavior and being positively reinforced for doing so. A. True B. False

Q: Organizational behavior modification works best for behaviors that are specific, objective, and countable. A. True B. False

Q: Whenever possible, managers should try to use negative reinforcement. A. True B. False

Q: Identifying the right behavior for positive reinforcement is a straightforward and easy task. A. True B. False

Q: By linking positive reinforcers to the performance of functional behaviors, managers motivate people to perform the desired behaviors. A. True B. False

Q: According to the operant conditioning theory, by linking the performance of specific behaviors to the attainment of specific outcomes, managers can motivate organization members to perform in ways that help an organization achieve its goals. A. True B. False

Q: Learning theory focuses on the linkage between performance and outcomes in the motivation equation. A. True B. False

Q: Both easy and moderate goals have less motivational power than difficult goals. A. True B. False

Q: Goal-setting theory suggests that to stimulate high motivation and performance, goals must be generic and easy. A. True B. False

Q: The equity theory focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and explaining why goals have these effects. A. True B. False

Q: Motivation is highest when as many people as possible in an organization perceive that they are being equitably treated. A. True B. False

Q: Overpayment inequity exists when a person perceives that his or her own outcome-input ratio is less than that of a referent. A. True B. False

Q: Equity exists when a person perceives his or her own outcome-input ratio to be equal to a referent's outcome-input ratio. A. True B. False

Q: According to McClelland, the need for affiliation includes the extent to which an individual is concerned about having the people around him or her get along with each other. Author: I could imagine a student saying this is false because the need for affiliation is not just being concerned with how others get along. Thus, my revision. A. True B. False

Q: According to Herzberg, satisfying hygiene needs is a more efficient way to ensure high levels of job satisfaction than satisfying motivator needs. A. True B. False

Q: According to Alderfers ERG theory, as lower-level needs become satisfied, a person seeks to satisfy higher-level needs. A. True B. False

Q: According to Maslow's hierarchy of needs theory, the highest level of unmet needs in the hierarchy is the prime motivator of behavior. A. True B. False

Q: According to Maslow's hierarchy of needs theory, higher level needs must be satisfied before lower level needs. A. True B. False

Q: Providing employees with highly valent outcomes has the potential to reduce turnover. A. True B. False

Q: According to the expectancy theory, the term instrumentality refers to how desirable each of the outcomes available from a job or organization is to a person. A. True B. False

Q: According to the expectancy theory, employees are motivated to perform at a high level only if they think high performance will lead to outcomes such as pay, job security, interesting job assignments, bonuses, or a feeling of accomplishment. A. True B. False

Q: According to the expectancy theory, members of an organization are motivated to put forth a high level of effort only if they think that doing so leads to high performance. A. True B. False

Q: According to the expectancy theory, an employee's perception about the extent to which his effort will result in a given level of performance is known as expectancy. A. True B. False

Q: A person who is extrinsically motivated cannot be prosocially motivated at the same time. A. True B. False

Q: People can be both intrinsically and extrinsically motivated at the same time. A. True B. False

Q: Drew works by the company's code of conduct only because he knows that not doing so will get him fired. Drew's motivation is intrinsic. A. True B. False

Q: Extrinsically motivated behavior is that which is performed out of a desire to work for the welfare of society. A. True B. False

Q: Steve is a broker of a large financial company and is motivated by his sales commission. Steve is therefore intrinsically motivated. A. True B. False

Q: Intrinsically motivated behavior is behavior that is performed to acquire material or social rewards or to avoid punishment. A. True B. False

Q: Jobs that are interesting and challenging are more likely to lead to intrinsic motivation than jobs that are boring or do not use a persons skills and abilities. A. True B. False

Q: Managers who derive a sense of accomplishment and achievement from helping the organization achieve its goals and gain competitive advantages are extrinsically motivated. A. True B. False

Q: The source of extrinsic motivation lies with actually performing the behavior and not with its consequences. A. True B. False

Q: The tasks, duties, and responsibilities that make up a job are known as the _____. A. job description B. job evaluation C. statement of goals D. job specification E. performance feedback

Q: A(n) _____ details the knowledge, skills, and abilities needed to perform the job. A. job description B. subjective appraisal C. Position Analysis Questionnaire (PAQ) D. job specification E. objective appraisal

Q: The process of identifying the tasks, duties, and responsibilities that make up a job and the knowledge, skills, and abilities needed to perform the job is collectively known as _____. A. a job evaluation B. a job application C. a job definition D. a job appraisal E. a job analysis