Question 1

Feedback affects behaviour and job performance by improving which of the following?
A) Motivation
B) Role perceptions
C) Learned ability
D) All of the options listed here are correct

Accepted Answer

Feedback can improve motivation by clarifying expectations and providing recognition for good performance. It can improve role perceptions by providing a clear understanding of expectations and responsibilities. It can also improve learned ability by providing specific information on areas needing improvement and guidance on how to improve. Therefore, all options listed here are correct.

Question 2

Employee motivation tends to increase when people are assigned to jobs for which they are qualified and they receive coaching to improve their self-confidence.Both of these practices improve employee motivation by:
A) Increasing outcome valences
B) Satisfying existence needs
C) Increasing P-to-O expectancies
D) Increasing E-to-P expectancies

Accepted Answer

Assigning employees to jobs for which they are qualified and providing coaching increases their belief in their ability to perform the tasks (E-to-P expectancy), thereby enhancing motivation.

Question 3

Which of these occurs when a consequence decreases the frequency or future probability of a behaviour?
A) Negative reinforcement
B) Positive reinforcement
C) Punishment
D) Extinction

Accepted Answer

Punishment is a consequence that decreases the frequency or future probability of a behavior by associating an unpleasant or aversive consequence with the behavior. Negative reinforcement, on the other hand, increases a behavior by removing an unpleasant or aversive stimulus. Positive reinforcement increases a behavior by presenting a desirable consequence. Extinction occurs when a behavior is no longer reinforced, which may result in a decrease in the behavior over time.

Question 4

Which of these motivation theories arranges employee needs in a hierarchy of importance?
A) Maslow's needs theory
B) Four-drive theory
C) Expectancy theory
D) McClelland's learned needs theory

Accepted Answer

Maslow's needs theory arranges employee needs in a hierarchy of importance, with physiological needs at the base and self-actualization needs at the top.

Question 5

In four-drive theory,the drive ______ is most closely associated with social identity theory.
A) To bond
B) For fairness
C) To defend
D) To acquire

Accepted Answer

The drive to bond is the most closely associated with social identity theory. This drive is related to the need to belong and to be a part of a social group, which is a key component of social identity theory. People with a strong drive to bond are motivated to form and maintain social relationships and to identify with a particular group or community.

Question 6

One of the main implications of needs/drive-based theories of motivation is that:
A) Employers should offer employees a choice of rewards when they perform the job well
B) Employees should be given specific goals with plenty of feedback
C) Employers should give all employees the same employee benefits
D) Employers should select people with the best qualifications for the job

Accepted Answer

Needs/drive-based theories of motivation suggest that individuals are motivated by fulfilling their needs or drives. Offering a choice of rewards allows employees to select what best satisfies their personal needs, thereby enhancing motivation.

Question 7

According to four-drive theory,the drive ______ is a fundamental ingredient in the success of organisations and development of societies.
A) To defend
B) For fairness
C) To bond
D) To acquire

Accepted Answer

According to four-drive theory, the drive to bond is a fundamental ingredient in the success of organizations and development of societies. This drive stems from our innate human need for social connection, belongingness, and teamwork. When employees feel a sense of connection and inclusion within their organization, they are more likely to be engaged, committed, and motivated to contribute to the organization's success. This, in turn, leads to higher levels of productivity, innovation, and overall performance. Therefore, fostering a sense of bonding among employees is crucial for organizational success.

Question 8

Expectancy theory mainly helps us to predict an individual's:
A) Effort
B) Need for achievement
C) Distributive justice
D) Job satisfaction

Accepted Answer

Expectancy theory focuses on the individual's belief that their effort will lead to a certain level of performance, which will then lead to outcomes or rewards. Therefore, it helps us to predict an individual's effort.

Question 9

Effective feedback:
A.
Is general enough that it applies to any employee
B.
Is provided only through social sources
C.
Is provided no more frequently than once every three months
D.
None of the options listed here is correct

Accepted Answer

The answer of Effective feedback:
A.
Is general enough that it applies...

Question 10

Which drive in four-drive theory is reactive rather than proactive?
A) Drive to acquire
B) Drive to learn
C) Drive to defend
D) Drive to bond

Accepted Answer

The drive to defend is reactive in nature, as it involves responding to perceived threats or challenges rather than actively seeking out opportunities or experiences. In contrast, the other drives in the theory (acquire, learn, bond) are proactive, as they involve pursuing goals or connections.

Question 11

Which of the following employee motivation theories does NOT arrange needs in a hierarchy of importance?
A) Maslow's theory
B) Needs hierarchy theory
C) McClelland's learned needs theory
D) All of the options listed here are correct

Accepted Answer

McClelland's learned needs theory does not arrange needs in a hierarchy. Instead, it suggests that individuals have three primary needs - achievement, power, and affiliation - that can drive their behavior and motivation in the workplace.

Question 12

People with a high need for affiliation:
A) Want to form positive relationships with others and try to project a favourable image of themselves
B) Try to smooth out conflicts that occur in meetings and other social settings
C) Tend to work well in coordinating roles
D) All of the options listed here are correct

Accepted Answer

People with a high need for affiliation want to form positive relationships with others, project a favourable image of themselves, try to smooth out conflicts, and tend to work well in coordinating roles. Therefore, all of the options listed here are correct.

Question 13

Which of these is found in the expectancy theory model?
A) P-to-O expectancy
B) E-to-F expectancy
C) V-to-E expectancy
D) P-to-E expectancy

Accepted Answer

P-to-O expectancy is a component of the expectancy theory model, which suggests that individuals are motivated to perform tasks when they believe that their efforts will lead to desired outcomes.

Question 14

One way to increase employee motivation by improving the P-to-O expectancies is to:
A) Measure employee performance accurately
B) Convince employees that they are able to accomplish the task
C) Select employees with the required skills and knowledge
D) Provide sufficient time and resources to perform the task

Accepted Answer

Improving P-to-O (Performance-to-Outcome) expectancies involves ensuring that employees believe their performance will lead to desired outcomes. Accurately measuring performance helps employees see the link between their efforts and the outcomes, thus enhancing motivation.

Question 15

From which source do employees generally prefer to receive feedback that helps to correct performance problems?
A) The employee's supervisor once or twice each year
B) Colleagues
C) Customers
D) A frequent computer printout or other document

Accepted Answer

The answer of From which source do employees generally prefer...

Question 16

The main practical implication of four-drive theory is that:
A) Companies should ensure everyone fulfils their social needs before status needs
B) Companies should avoid offering rewards with a high valence
C) People experience a sense of fairness in the process,not just the outcomes
D) Companies should provide a balanced opportunity for employees to acquire,bond,learn and defend

Accepted Answer

The main practical implication of four-drive theory is that companies should provide a balanced opportunity for employees to acquire, bond, learn, and defend. This means that companies should address and fulfill the four basic human drives - the drive to acquire (to obtain goods such as money, recognition, and resources), the drive to bond (relate to others and form social connections), the drive to learn (develop skills, knowledge, and mastery), and the drive to defend (protect oneself and others from harm). By fulfilling these drives, employees will have a sense of purpose, motivation, and engagement with their work.

Question 17

In expectancy theory,valence refers to the:
A) Amount of effort a person puts towards a known goal
B) Individual's perceived probability of performing the task at a particular level
C) Anticipated satisfaction or dissatisfaction that an individual feels towards an outcome
D) Individual's perceived probability that his or her performance will lead to specific outcomes

Accepted Answer

Valence in expectancy theory refers to the anticipated satisfaction or dissatisfaction that an individual feels towards a particular outcome. It relates to how desirable an outcome or reward is to an individual. Valence can be positive (when an outcome is perceived as desirable) or negative (when an outcome is perceived as undesirable). Valence is an important factor in determining the level of motivation and effort that an individual will put into a task.

Question 18

Research has found that entrepreneurs are more likely to succeed if they have:
A) A low need for socialised power
B) A high need for personalised power
C) A high need for affiliation
D) A high need for achievement

Accepted Answer

Research has consistently shown that individuals with a high need for achievement are more likely to become successful entrepreneurs. This need for achievement drives them to set and achieve goals, take calculated risks, and persist in the face of obstacles. Having a low need for socialised power and a high need for personalised power may be beneficial in certain situations, but they are not strong predictors of entrepreneurial success. A high need for affiliation may actually work against an entrepreneur, as it may make them more likely to prioritize social connections over business goals.

Question 19

The desire to seek approval from others,conform to their wishes and expectations,and avoid conflict and confrontations is called:
A) Need for affiliation
B) Need for power
C) Need for achievement
D) Need for safety

Accepted Answer

Need for affiliation refers to the desire to belong to a social group, seek approval from others, and maintain harmonious relationships. The other options, such as Need for power, Need for achievement, and Need for safety, do not directly relate to the behaviors described in the question.

Question 20

To increase goal performance,employees should participate in the goal-setting process:
A) When employees would otherwise lack commitment to those goals
B) When employees possess knowledge that would improve goal quality
C) Never; participation weakens the effectiveness of goal setting
D) When employees would otherwise lack commitment to those goals and when employees possess knowledge that would improve goal quality

Accepted Answer

When employees participate in the goal-setting process, they are more committed to achieving those goals. This is particularly important when employees may not feel ownership over or buy-in to the goals. Additionally, involving employees can improve the quality of the goals themselves as they can provide insights and perspectives that managers may lack. Therefore, the best choice is when employees would otherwise lack commitment to those goals and when employees possess knowledge that would improve goal quality.

Quiz 5: Foundations of Employee Motivation

Feedback affects behaviour and job performance by improving which of the following?

Employee motivation tends to increase when people are assigned to jobs for which they are qualified and they receive coaching to improve their self-confidence.Both of these practices improve employee motivation by:

Which of these occurs when a consequence decreases the frequency or future probability of a behaviour?

Which of these motivation theories arranges employee needs in a hierarchy of importance?

In four-drive theory,the drive ______ is most closely associated with social identity theory.

One of the main implications of needs/drive-based theories of motivation is that:

According to four-drive theory,the drive ______ is a fundamental ingredient in the success of organisations and development of societies.

Expectancy theory mainly helps us to predict an individual's:

Effective feedback: A. Is general enough that it applies to any employee B. Is provided only through social sources C. Is provided no more frequently than once every three months D. None of the options listed here is correct

Which drive in four-drive theory is reactive rather than proactive?

Which of the following employee motivation theories does NOT arrange needs in a hierarchy of importance?

People with a high need for affiliation:

Which of these is found in the expectancy theory model?

One way to increase employee motivation by improving the P-to-O expectancies is to:

From which source do employees generally prefer to receive feedback that helps to correct performance problems?

The main practical implication of four-drive theory is that:

In expectancy theory,valence refers to the:

Research has found that entrepreneurs are more likely to succeed if they have:

The desire to seek approval from others,conform to their wishes and expectations,and avoid conflict and confrontations is called:

To increase goal performance,employees should participate in the goal-setting process: