Question 1

According to the ERG theory:
A) motivation is not just putting things in place to encourage behavior, it also is concerned with removing things that could discourage desired behaviors.
B) a person's behavior is motivated primarily by the lowest unsatisfied need at that moment in time.
C) an employee's behavior is motivated simultaneously by more than one need level.
D) relatedness needs are initially the most important and people are motivated to satisfy them first.

Accepted Answer

According to ERG theory, an employee's behavior is motivated simultaneously by more than one need level. The theory suggests that individuals may work to fulfill their existence, relatedness, and growth needs simultaneously, rather than sequentially. Therefore, choice C is the most suitable answer.

Question 2

Like Entitleds, Equity Sensitives generally do not scheme to get out of work and get by with minimal input.

Accepted Answer

Equity Sensitives strive for fairness in input and output ratios and are not characterized by scheming to get out of work with minimal input; that behavior is more closely associated with Entitleds. Equity Sensitives prefer equitable exchanges and are likely to contribute more fairly to their work.

Question 3

Which of the following statements about Maslow's theory is true?
A) It predicts that even if a person is unable to satisfy a higher need, he/she will be motivated by the possibility of fulfilling it until it is satisfied.
B) It allows for more complex models of compensation to be developed, which resulted in the recognition that a mixture of needs must be addressed.
C) It states that gratification of one need level does not necessarily lead to increased motivation coming from the need to satisfy the next item in the hierarchy.
D) It argues that an employee's behavior is motivated simultaneously by more than one need level.

Accepted Answer

Maslow's theory states that once a lower level need is satisfied, it no longer serves as a motivator. However, the possibility of fulfilling a higher need can serve as a motivator even if the person is unable to satisfy it at the moment. This is known as the "deficit principle."

Question 4

At the top of Maslow's hierarchy of needs is:
A) physiological needs.
B) belongingness.
C) self-actualization.
D) self-esteem.

Accepted Answer

Self-actualization is at the top of Maslow's hierarchy of needs, indicating that it is the highest and most complex level of human motivation. This level of need includes the desire for personal growth, achieving one's full potential, and fulfilling one's purpose in life. It is characterized by creativity, independent thinking, and a willingness to take on new challenges. This level of need is only achievable after physiological, safety, love/belonging, and esteem needs are met, making it the ultimate goal of human motivation.

Question 5

In Herzberg's _____ theory, there are positive influencers, such as job involvement, that are intrinsic to a job and that can push employees to higher levels of performance.
A) motivation-hygiene
B) ERG
C) hierarchy of needs
D) thematic aptitude test

Accepted Answer

Herzberg's theory is the motivation-hygiene theory, also known as the two-factor theory. According to this theory, there are two sets of factors that can influence employee satisfaction and motivation: hygiene factors, which are extrinsic to the job (such as salary, working conditions, and company policies), and motivators, which are intrinsic to the job (such as job involvement, recognition, and opportunities for growth and achievement). The motivators are positive influencers that can push employees to higher levels of performance.

Question 6

In Herzberg's formulation, which of the following is an intrinsic motivator?
A) Security
B) Status
C) Interpersonal relationships
D) The work itself

Accepted Answer

According to Herzberg's Two-Factor theory, intrinsic motivators are related to the job itself and include factors such as achievement, recognition, responsibility, and the work itself. Options A, B, and C are extrinsic motivators related to external factors outside of the job itself.

Question 7

Entitleds might prefer equal outcome/input ratios, but do not mind if others receive more than they do for the same inputs as long as they feel fairly treated.

Accepted Answer

Entitled individuals prioritize equal outcomes/input ratios and would not feel fairly treated if others received more than they did for the same inputs.

Question 8

When employees set their own goals, rather than having the company set goals for them, goals tend to be set somewhat higher.

Accepted Answer

When employees have more autonomy in setting their own goals, they tend to set more ambitious goals that align with their personal values and interests. This sense of ownership can lead to greater motivation and effort towards achieving those goals.

Question 9

Distributive justice asserts that inequality is acceptable if employees have fair access to resources and opportunities such that they recognize any inequality to be the result of their own effort and not because of favoritism by management.

Accepted Answer

Distributive justice emphasizes on the fairness of the distribution of resources and opportunities among employees, ensuring that those who have worked harder or have more skills receive a greater reward. It aims to create a work environment where individuals feel that their contributions and outcomes are recognized and valued based on their effort and not on arbitrary factors such as favoritism or discrimination.

Question 10

Which of the following occurs when people try to determine cause and effect in their lives and make assumptions about what actions led to this situation?
A) Inferential analysis error
B) Cognitive bias error
C) Correspondent inferences error
D) Attribution error

Accepted Answer

Attribution error occurs when people try to determine cause and effect in their lives and make assumptions about what actions led to this situation.

Question 11

_____ needs include a person's physiological and physically-related safety needs, such as the need for food, shelter and safe working conditions.
A) Interaction
B) Relatedness
C) Growth
D) Existence

Accepted Answer

These needs fall under the category of "Existence" in Maslow's Hierarchy of Needs, which comprises the most fundamental physiological and safety needs of an individual. The other options (Interaction, Relatedness, and Growth) pertain to higher-level needs in the hierarchy that become relevant only after the basic needs are met.

Question 12

Valence:
A) is the perceived probability that a specific behavior level will lead to specific outcomes.
B) refers to one's anticipated satisfaction or dissatisfaction about an outcome.
C) is defined as a probability and ranges from 0.0 to 1.0.
D) occurs when people try to determine cause and effect in their lives and make assumptions about what actions led to this situation.

Accepted Answer

Valence refers to the anticipated satisfaction or dissatisfaction about an outcome, rather than the perceived probability or determination of cause and effect. Range is not necessarily limited to 0.0-1.0.

Question 13

_____ theory is a process-motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes.
A) Motivator-hygiene
B) Equity
C) Learned-needs
D) Expectancy

Accepted Answer

The theory described in the question is Expectancy theory. Motivator-hygiene theory is a hygiene-motivation theory, Equity theory is based on comparative inputs and outcomes, and Learned-needs theory focuses on three innate psychological needs: the need for achievement, the need for power, and the need for affiliation.

Question 14

If an employee who is feeling inequity cannot seem to alter the outcome/input ratio, he/she might justify the inequity by replacing the referent with someone having a more comparable outcome/input ratio.

Accepted Answer

This is an example of cognitive restructuring, also known as changing the referent. By finding a different referent with a more similar ratio, the employee can justify the inequity and reduce feelings of unfairness.

Question 15

Which of the following statements about the expectancy theory is false?
A) The effort-to-performance expectancy is an individual's perception that his/her effort will result in a particular level of performance.
B) The perceived probability in the performance-to-outcome expectancy is developed from previous experience.
C) Expectancy is defined as a probability, and therefore ranges from -1.0 to +1.0.
D) Your motivation depends on the probability that a behavior will result in the outcome that you anticipate.

Accepted Answer

Expectancy is not defined as a probability and does not range from -1.0 to +1.0. Rather, expectancy is an individual's perception that a particular behavior will lead to a certain outcome. The other statements (A, B, and D) are true about expectancy theory.

Question 16

People with a high _____ frequently rely on persuasive communication, make more suggestions in meetings, and tend to publicly evaluate situations more frequently.
A) nPow
B) nAff
C) nAch
D) nAut

Accepted Answer

The trait described in the question is associated with a high need for power (nPow). People with high nPow tend to be more assertive, use persuasive language and be more vocal in group situations.

Question 17

Which of the following statements about nAff is true?
A) Generally, employees with high nAff prefer working alone.
B) The need for affiliation is instinctive rather than learned.
C) Research has found that executives with a high nAff tend to be indecisive.
D) People with a high nAff tend to be less effective at allocating scarce resources.

Accepted Answer

The need for affiliation (nAff) is considered an acquired need, meaning it is learned through socialization and experience. Option A is incorrect because those with high nAff tend to prefer working in groups and building relationships with others. Option C is incorrect because there is mixed research on the link between nAff and executive decision-making. Option D is incorrect because there is no evidence to suggest that people with high nAff are less effective at allocating scarce resources.

Question 18

Which of the following statements about the ERG theory is true?
A) It breaks the concept of motivation into factors that motivate to take action, and factors that create dissatisfaction and might cause people to avoid doing certain things, but will not motivate them.
B) It includes a frustration-regression process whereby those who are unable to satisfy a higher need become frustrated and regress back to the next lower need level.
C) Intrinsic motivators include achievement, recognition for achievement, the work itself, responsibility, and growth or advancement.
D) When using this theory, firms cannot assume that intrinsic items, such as employee growth opportunities and interesting work, will have the same motivational effect internationally.

Accepted Answer

The ERG theory, developed by Clayton Alderfer, condenses Maslow's hierarchy of needs into three core needs: Existence, Relatedness, and Growth. One of its unique aspects is the frustration-regression process, where individuals who struggle to satisfy higher-level needs may regress to focusing on more readily satisfied lower-level needs.

Question 19

According to Maslow:
A) all people exhibit all five needs to the same extent.
B) a person's behavior is motivated primarily by the lowest unsatisfied need at that moment in time.
C) individual needs do not follow the same progression up the scale from lower to higher in different parts of the world.
D) safety needs are initially the most important and people are motivated to satisfy them first.

Accepted Answer

Maslow's theory suggests that a person's behavior is motivated by the lowest unsatisfied need at that moment in time, which is also known as the hierarchy of needs. Therefore, option B is correct. The other options are not correct.

Question 20

People with a high nAch:
A) try to build a favorable image of themselves and take steps to get others to like them.
B) tend to have better attendance records and tend to be better at mediating conflicts.
C) want to accomplish reasonably challenging goals through their own efforts.
D) prefer working in teams rather than alone and choose tasks with a moderate degree of difficulty.

Accepted Answer

People with a high nAch (need for achievement) tend to have the motivation to accomplish reasonably challenging goals through their own efforts. They have a strong desire to succeed and strive for excellence in their endeavors. While they may care about building a favorable image of themselves and getting along with others, this is not necessarily a defining characteristic of high nAch individuals. Likewise, while they may be good mediators and attend consistently, these traits are not necessarily inherent to nAch. Working in teams and choosing tasks of moderate difficulty also may not necessarily be true of high nAch individuals, as they may prefer to work independently and take on tasks that are particularly challenging to them.

Quiz 7: Motivation

According to the ERG theory:

Like Entitleds, Equity Sensitives generally do not scheme to get out of work and get by with minimal input.

Which of the following statements about Maslow's theory is true?

At the top of Maslow's hierarchy of needs is:

In Herzberg's _____ theory, there are positive influencers, such as job involvement, that are intrinsic to a job and that can push employees to higher levels of performance.

In Herzberg's formulation, which of the following is an intrinsic motivator?

Entitleds might prefer equal outcome/input ratios, but do not mind if others receive more than they do for the same inputs as long as they feel fairly treated.

When employees set their own goals, rather than having the company set goals for them, goals tend to be set somewhat higher.

Distributive justice asserts that inequality is acceptable if employees have fair access to resources and opportunities such that they recognize any inequality to be the result of their own effort and not because of favoritism by management.

Which of the following occurs when people try to determine cause and effect in their lives and make assumptions about what actions led to this situation?

_____ needs include a person's physiological and physically-related safety needs, such as the need for food, shelter and safe working conditions.

Valence:

_____ theory is a process-motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes.

If an employee who is feeling inequity cannot seem to alter the outcome/input ratio, he/she might justify the inequity by replacing the referent with someone having a more comparable outcome/input ratio.

Which of the following statements about the expectancy theory is false?

People with a high _____ frequently rely on persuasive communication, make more suggestions in meetings, and tend to publicly evaluate situations more frequently.

Which of the following statements about nAff is true?

Which of the following statements about the ERG theory is true?

According to Maslow:

People with a high nAch: