Deck 16: Motivation Theory and Practice

Question 1

McClelland believes that the need for personal power is essential to managerial leadership.

Answer 1

False

Question 2

According to the hierarchy of needs theory,the need to self-actualize can never be fully met.

Answer 2

True

Question 3

Abraham Maslow classifies physiological needs as lower-order needs in his human needs theory.

Answer 3

True

Question 4

Benevolents are people who have a desire to be over-rewarded.

Question 5

Managers can create positive instrumentalities by rewarding people on a performance-contingent basis.

Question 6

Extinction strategies are employed to strengthen or increase the frequency of desirable behavior.

Question 7

Under-reward inequity occurs when an individual perceives that his or her outcomes-to-inputs ratio is greater than that of his or her referent.

Question 8

Verbal persuasion is a way of enhancing self-efficacy by praising the efforts of a person performing a job.

Question 9

The lower-order needs in Maslow's hierarchy of needs theory are similar to growth needs in ERG theory.

Question 10

The equity theory states that people who are treated unfairly will be motivated to act in ways that reduce the perceived inequity.

Question 11

Expectancy theory predicts that high expectancy,instrumentality,and valence will result in zero motivation.

Question 12

According to Stacy Adams,to deal with negative inequity,people change their work inputs by putting less effort into their jobs.

Question 13

According to Herzberg,improving the hygiene factors can increase job satisfaction and motivation.

Question 14

Locke's goal-setting theory states that task goals can be motivating when they are set through participatory means.

Question 15

According to Frederick Herzberg,issues related to the work environment are satisfier factors.

Question 16

An intermittent reinforcement schedule works best to draw forth a desired behavior.

Question 17

According to the hierarchy of needs theory,the lower-order needs focus on desires for psychological development and growth.

Question 18

In McClelland's view,the successful executive is likely to possess a high need for social power that is greater than an otherwise strong need for affiliation.

Question 19

High need achievers prefer achievable but challenging goals and expect feedback on performance.

Question 20

Performance-outcome expectancy refers to a person's belief that successful performance will be followed by rewards and other work related outcomes.

Question 21

Creative and challenging work and job autonomy satisfy _____ needs.

A) physiological
B) esteem
C) self-actualization
D) social
E) safety

Question 22

According to Maslow's theory of human needs,_____ is a higher-order need.

A) existence
B) physical comfort
C) safety
D) social concern
E) esteem

Question 23

Which of the following is regarded as a lower-order need in Maslow's hierarchy?

A) Esteem
B) Freedom
C) Safety
D) Self-actualization
E) Identity

Question 24

In Maslow's hierarchy of needs,lower-order needs differ from higher-order needs as higher-order needs:

A) focus on desires for good-interpersonal relationships.
B) are addressed by things such as physical comfort on the job and reasonable work hours.
C) focus on desires for psychological development and growth.
D) are served by job security and adequate compensation and benefits.
E) focus on desires for physical and social well-being.

Question 25

Esteem needs are satisfied by _____.

A) promotion to higher status job
B) having a pleasant supervisor
C) adequate compensation and benefits
D) participation in decision making
E) safe working conditions

Question 26

_____ satisfies the self-actualization needs.

A) Praise and recognition from boss
B) Participation in decision making
C) Safe working conditions
D) Promotion to higher status job
E) Pleasant supervisor

Question 27

Which of the following satisfies social needs?

A) Adequate compensation and benefits
B) Physical comfort on the job
C) Safe working conditions
D) Pleasant supervisor
E) Promotion to higher status job

Question 28

Job enrichment works best when people have appropriate knowledge,skills,and abilities to perform the job.

Question 29

Flexible working hours help to reduce stress and also provide greater autonomy to employees.

Question 30

_____ satisfies esteem needs.

A) Physical comfort on the job
B) Praise and recognition from boss
C) Adequate compensation and benefits
D) Interaction with customers
E) Reasonable work hours

Question 31

The _____ states that a satisfied need is not a motivator of behavior.

A) expectancy theory
B) progression principle
C) self-efficacy theory
D) deficit principle
E) frustration-regression principle

Question 32

_____ satisfies lower-order physiological needs.

A) Adequate compensation and benefits
B) Physical comfort on the job
C) Safe working conditions
D) Friendly co-workers
E) Creative and challenging work

Question 33

The _____ states that a need does not become activated until the next-lower-level need is already satisfied.

A) expectancy theory
B) deficit principle
C) self-efficacy theory
D) frustration-regression principle
E) progression principle

Question 34

According to the ERG theory proposed by Clayton Alderfer,relatedness needs are desires for:

A) physiological and material well-being.
B) recognition, responsibility, and job autonomy.
C) psychological growth and development.
D) personal growth and development.
E) satisfying interpersonal relationships.

Question 35

Job rotation makes jobs vertically bigger by expanding the job depth.

Question 36

_____ needs are served by job security and adequate compensation and benefits.

A) Social
B) Safety
C) Self-actualization
D) Esteem
E) Physiological

Question 37

_____ needs described by Clayton Alderfer are essentially the same as the higher-order needs in Maslow's hierarchy.

A) Esteem
B) Relatedness
C) Growth
D) Existence
E) Social

Question 38

Punishment strategies can be effective when the managers focus on the undesirable behavior rather than the characteristics of the person.

Question 39

Employees receive two consecutive days off from work each week in a compressed workweek schedule.

Question 40

According to the ERG theory,_____ needs are desires for physiological well-being.

A) growth
B) safety
C) relatedness
D) existence
E) power

Question 41

The concept of _____ proposes that people have different preferences for equity and thus react differently to perceptions of inequity.

A) positive reinforcement
B) instrumentality
C) equity sensitivity
D) perceived inequities
E) negative reinforcement

Question 42

According to the acquired needs theory,people with a high need for _____ seek companionship,social approval,and satisfying interpersonal relationships.

A) autonomy
B) affiliation
C) accomplishment
D) achievement
E) power

Question 43

According to equity theory,_____ is an outcome.

A) quality of work
B) education
C) experience
D) special skills
E) job security

Question 44

Over-reward inequity occurs when an individual perceives that:

A) his outcomes-to-inputs ratio is lower than that of his referent.
B) the reward he has received for his work is not matching his inputs.
C) he is receiving less than he should in comparison to somebody else.
D) his outcomes-to-inputs ratio is greater than that of his referent.
E) the reward he has received for his efforts is fair.

Question 45

_____ theory suggests that being treated unfairly makes people uncomfortable and motivates them to eliminate the discomfort.

A) Acquired needs
B) Two-factor
C) Equity
D) Hierarchy of needs
E) ERG

Question 46

People who are less concerned about being under-rewarded are called _____.

A) referents
B) benevolents
C) influencers
D) sensitives
E) entitleds

Question 47

Benevolents differ from entitleds as benevolents _____.

A) create situations of positive inequity for themselves
B) have a strong preference for rewards to be distributed equitably
C) have a desire to be over-rewarded
D) more readily accept situations of negative inequity
E) are very concerned about being under-rewarded

Question 48

Acquired needs theory states that people with a high need for achievement:

A) seek satisfying interpersonal relationships.
B) prefer collective responsibility for results.
C) tend to like jobs that involve working with people.
D) take moderate risks in competitive situations.
E) behave in ways that have a clear impact on other people.

Question 49

According to McClelland's theory,_____ is the desire to do something better,to solve problems,or to master complex tasks.

A) need for power
B) need for autonomy
C) need for achievement
D) need for affiliation
E) need for participation

Question 50

Need for _____ is the desire to establish and maintain friendly and warm relations with other people.

A) accomplishment
B) achievement
C) power
D) autonomy
E) affiliation

Question 51

_____ are those who have a strong preference for rewards to be distributed equitably,so they react as the basic equity theory proposes.

A) Influencers
B) Altruists
C) Sensitives
D) Benevolents
E) Entitleds

Question 52

_____ is a person's belief that working hard will result in high task performance.

A) Instrumentality
B) Expectancy
C) Resiliency
D) Equity
E) Efficacy

Question 53

According to the acquired needs theory,the need for _____ is the desire to control other people,to influence their behavior,or to be responsible for them.

A) power
B) achievement
C) participation
D) affiliation
E) accomplishment

Question 54

According to Frederick Herzberg's two-factor theory,a satisfier factor is found in the job content such as _____.

A) working conditions
B) advancement opportunities
C) organizational policies
D) interpersonal relations
E) compensation

Question 55

_____ are people who try to create situations of positive inequity for themselves and react very negatively to any situations of negative inequity that they experience.

A) Altruists
B) Sensitives
C) Affiliates
D) Benevolents
E) Entitleds

Question 56

According to McClelland,people with a high need for power:

A) put their competencies to work.
B) seek satisfying interpersonal relationships.
C) must be able to master complex tasks.
D) take moderate risks in competitive situations.
E) behave in ways that have a clear impact on other people.

Question 57

Which of the following is true about sensitives and entitleds?

A) Both are less concerned about being under-rewarded.
B) Both readily accept situations of negative inequity.
C) Both have a strong preference for rewards.
D) Both create situations of positive inequity for themselves.
E) Both have a strong preference for rewards to be distributed equitably.

Question 58

In Herzberg's two-factor theory,interpersonal relations are regarded as _____ factors.

A) satisfier
B) equity
C) valence
D) hygiene
E) compensation

Question 59

Which of the following states that an already satisfied need can become reactivated when a higher-level need is blocked?

A) Progression principle
B) Self-efficacy theory
C) Deficit principle
D) Frustration-regression principle
E) Expectancy theory

Question 60

_____ occur(s)whenever people feel that the rewards they receive for their work contributions are unfair in comparison to the rewards received by someone else.

A) Frustration-regression
B) Continuous reinforcements
C) Extinction
D) Perceived inequities
E) Negative reinforcement

Question 61

According to expectancy theory,if a person has high instrumentality,he will:

A) not value the rewards being offered.
B) lack the confidence that he will be promoted if he improves his performance.
C) believe that he can meet the performance expectations through hard work.
D) be able to link high performance and available rewards.
E) perceive himself to be under-rewarded for his efforts compared to other coworkers.

Question 62

According to Vroom's expectancy theory,managers can build positive expectancies by:

A) setting challenging goals and making people work hard to achieve those goals even though they lack the ability and resources to complete the tasks.
B) clarifying the rewards for high performance.
C) selecting workers with the right abilities for the jobs to be done and providing them with the best training and development.
D) increasing the communication with the subordinates to help identify important employee needs and benefits.
E) allotting rewards fairly on a performance-contingent basis.

Question 63

_____ is a way of enhancing self-efficacy of a person by telling the person that she or he can,or by encouraging the person to perform a task.

A) Emotional arousal
B) Vicarious modeling
C) Verbal persuasion
D) Enactive mastery
E) Moral disengagement

Question 64

According to Albert Bandura,if a person gains confidence through positive experience,it is referred to as _____.

A) emotional arousal
B) vicarious modeling
C) social persuasion
D) verbal persuasion
E) enactive mastery

Question 65

Justin notices that one of his employees has been coming late to work and his team members have been shielding him.Justin counsels the co-workers to stop shielding him and to not encourage him to be late to work.This type of reinforcement strategy is known as _____.

A) negative reinforcement
B) extinction
C) intermittent reinforcement
D) positive reinforcement
E) punishment

Question 66

_____ is a strategy of reinforcement that discourages behavior by making an unpleasant consequence contingent on its occurrence.

A) Positive reinforcement
B) Extinction
C) Punishment
D) Negative reinforcement
E) Vicarious modeling

Question 67

_____ is the control of behavior by manipulating its consequences.

A) Relative benchmarking
B) Verbal persuasion
C) Vicarious modeling
D) Operant conditioning
E) Concurrent control

Question 68

According to Vroom's theory of motivation,if a person believes that he or she can achieve the performance level necessary to get promoted,the person is said to have _____.

A) high benevolence
B) positive expectancy
C) positive instrumentality
D) high need for affiliation
E) positive valence

Question 69

Which of the following measures when employed will help managers to create positive instrumentalities among employees?

A) Providing employees with the best training and development
B) Linking the needs and desires of employees with the rewards that can be earned through high performance
C) Increasing communication with subordinates to help identify important employee needs and desires
D) Clarifying the possible rewards for high performance and allocating those rewards fairly on a performance-contingent basis
E) Selecting workers with the right abilities for the jobs to be done

Question 70

Which of the following sources helps to enhance self-efficacy through learning by observing others succeed at a task?

A) Social persuasion
B) Verbal persuasion
C) Emotional arousal
D) Vicarious modeling
E) Enactive mastery

Question 71

The _____ states that behavior that results in a positive outcome is likely to be repeated,and the behavior that results in a negative outcome is not likely to be repeated.

A) law of contingent reinforcement
B) progression principle
C) law of effect
D) deficit principle
E) law of immediate reinforcement

Question 72

Managers can effectively obtain the motivational benefits of goal setting by:

A) encouraging the employees to do their best instead of mentioning what is expected of them.
B) setting goals that are easily attainable so that the employees do not have the fear of failure in performing a task.
C) providing feedback on the performance related to the assigned goal and rewarding people on the accomplishment of those goals.
D) letting the employees decide the goals they want to accomplish rather than making them aware of management's expectations.
E) giving challenging goals to the employees and pressurizing them to meet the expectations.

Question 73

_____ strengthens behavior by making the avoidance of an undesirable consequence contingent on its occurrence.

A) Punishment
B) Negative reinforcement
C) Extinction
D) Job rotation
E) Vicarious modeling

Question 74

_____ is a person's belief that he or she is capable of performing a task.

A) Expectancy
B) Self-efficacy
C) Instrumentality
D) Credibility
E) Competency

Question 75

Martin encourages the employees who have not been meeting the expectations of the job by ignoring minor issues when they meet his expectations.This type of strategy used to strengthen the desirable behavior is called _____.

A) extinction
B) intermittent reinforcement
C) positive reinforcement
D) punishment
E) negative reinforcement

Question 76

Natalie encourages her employees by recognizing and immediately rewarding a good performance,so that it motivates the employee as well as others to consistently perform well.This type of strategy to increase the frequency of desirable behavior is known as _____.

A) vicarious modeling
B) job rotation
C) positive reinforcement
D) extinction
E) punishment

Question 77

_____ strengthens behavior by making a desirable consequence contingent on its occurrence.

A) Vicarious modeling
B) Extinction
C) Punishment
D) Job rotation
E) Positive reinforcement

Question 78

Which of the following is true about valence?

A) It is sometimes called performance-outcome expectancy.
B) It is the desire to establish good relations with co-workers.
C) It refers to a person's belief that working hard will result in a desired level of task performance being achieved.
D) It indicates that successful performance will be followed by rewards.
E) It is the value a person assigns to the possible rewards and other work-related outcomes.

Question 79

A person's belief that successful performance will be followed by rewards and other work-related outcomes is known as _____.

A) resiliency
B) competency
C) efficacy
D) instrumentality
E) valence

Question 80

_____ is a reinforcement strategy that discourages behavior by making the removal of a desirable consequence contingent on its occurrence.

A) Negative reinforcement
B) Vicarious modeling
C) Positive reinforcement
D) Extinction
E) Punishment