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Chapter 16: Motivating Employees

True / False
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1. Employee motivation affects productivity, and part of a manager's job is to channel motivation toward the accomplishment of organizational goals.
1. 员工的积极性会影响生产力,管理者的工作之一就是将积极性引导到实现组织目标上。

2. Two ways to classify rewards are extrinsic and monetary.
2. 对奖励进行分类的两种方式是 extrinsic 和 monetary。

3. Rewards given by another person are intrinsic rewards.
3. 他人给予的奖励是内在奖励。

4. Extrinsic rewards refers to the satisfaction a person receives in the process of performing a particular action.
4. 外在奖励是指一个人在执行特定行动的过程中获得的满足感。

5. The arousal, direction, and persistence of behavior refer to motivation.
5. 行为的唤醒、方向和持久性是指动机。

6. Process theories emphasize the needs that motivate people.
6. 过程理论强调激励人们的需求。

7. Three categories of motivation theories are content theories, process theories, and reinforcement theories.
7. 动机理论分为三类,分别是内容理论、过程理论和强化理论。

8. Physiological needs are the most basic human physical needs, which are reflected in the workplace as needs for adequate heat, air, and base salary to ensure survival.
8. 生理需求是人类最基本的生理需求,在工作场所反映为需要足够的热量、空气和基本工资来确保生存。

9. In Maslow's hierarchy of needs theory, freedom from violence is an example of a physiological need.
9. 在马斯洛的需求层次理论中,免于暴力的自由是生理需求的一个例子。

10. Managers can influence intrinsic rewards by providing appropriate extrinsic rewards. 
10. 管理者可以通过提供适当的外在奖励来影响内在奖励。 

11. Esteem needs are those needs that relate to the desire for a positive self-image and the desire to receive attention, recognition, and appreciation from others.
11. 尊重需求是那些与渴望积极的自我形象以及渴望得到他人的关注、认可和欣赏有关的需求。

12. External and relatedness are the first two groups of needs in Alderfer's ERG theory.
12. 外部和关联性是 Alderfer 的 ERG 理论中的前两组需求。

13. Herzberg's two-factor theory divides work-related needs into two categories: hygiene factors and reward factors.
13. 赫茨伯格的双因素理论将与工作相关的需求分为两类:卫生因素和奖励因素。

14. Factors that influence job satisfaction based on fulfillment of high-level needs such as achievement, recognition, and opportunity for growth are called motivators.
14. 根据成就、认可和成长机会等高级需求满足而影响工作满意度的因素称为激励因素。

15. Hygiene factors involve the presence or absence of job dissatisfiers and include company policies and procedures.
15. 卫生因素涉及是否存在工作不满意者,包括公司政策和程序。

16. Hygiene factors are the same as satisfiers and are based on fulfillment of higher-level needs including responsibility.
16. 卫生因素与满足者相同,基于对更高层次需求的满足,包括责任感。

17. The implication of the two-factor theory for managers is clear. Providing hygiene factors will eliminate employee dissatisfaction but will not motivate workers to high achievement levels.
17. 双因素理论对管理者的影响是显而易见的。提供卫生因素将消除员工的不满,但不会激励员工达到高成就水平。

18. A need for power, a need for accomplishment, and a need for superior power are proposed by David McClelland's acquired needs theory.
18. 对权力的需求、对成就的需要和对卓越权力的需求是由大卫·麦克莱兰 (David McClelland) 的后天需求理论提出的。

19. A high need for power often is associated with successful attainment of top levels in the organizational hierarchy.
19. 对权力的高度需求通常与成功获得组织层次结构中的最高层有关。

20. The group of theories that explain how employees meet their needs and determine their success are called process theories.
20. 解释员工如何满足他们的需求并决定他们成功的一组理论称为过程理论。

21. Expectancy theory is a process theory that focuses on individuals' perception of how fairly they are treated in comparison to other people.
21. 期望理论是一种过程理论,它关注个人对与其他人相比他们受到的公平对待的看法。

22. Goal acceptance, in goal-setting theory, means that employees have to buy into the goals and be committed to them.
22. 在目标设定理论中,目标接受意味着员工必须接受目标并致力于实现这些目标。

23. Goal-setting theory proposes that managers can increase motivation by setting specific, challenging goals that are accepted as valid by subordinates and then helping people track their progress toward goal achievement by providing timely feedback.
23. 目标设定理论提出,管理者可以通过设定具体的、具有挑战性的目标来提高积极性,这些目标被下属接受为有效,然后通过提供及时的反馈帮助人们跟踪他们实现目标的进展。

24. Goal specificity, in goal-setting theory, refers to the difficulty level of goals.
24. 目标特异性,在目标设定理论中,是指目标的难度级别。

25. The equity theory focuses on individuals' perceptions of how fairly they are treated relative to others.
25. 公平理论关注个人对他们相对于他人受到的公平对待的看法。

26. The equity theory, by J. Stacy Adams, states that equity exists when the ratio of outcomes to inputs for one person is equal to the same ratio for another person.
26. J. Stacy Adams 的公平理论指出,当一个人的结果与投入的比率等于另一个人的相同比率时,公平就存在。

27. Expectancy theory is based on the relationship among the individual's effort and performance and not on the desirability of outcomes.
27. 期望理论是基于个人的努力和表现之间的关系,而不是结果的可取性。

28. Motivation increases, according to the expectancy theory, when the worker believes that successful performance will result by putting effort into a given task. This is called E→P expectancy.
28. 根据期望理论,当工人相信通过努力完成给定的任务会带来成功的绩效时,动机就会增加。这称为 E→P 期望。

29. According to expectancy theory, for an employee to be highly motivated, E→P expectancy and valence must be maximized.
29. 根据期望理论,要使员工具有高度积极性,必须使 E→P 期望和效价最大化。

30. Valence is the perceived value of a reward or outcome.
30. 效价是奖励或结果的感知价值。

31. The expectancy theory attempts to define specific types of needs or rewards to establish that they exist and may be similar to other individuals.
31. 期望理论试图定义特定类型的需求或奖励,以确定它们存在并且可能与其他个体相似。

32. Behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated, as stated in the law of effect.
32. 正如效果法则所述,被积极强化的行为往往会被重复,而没有被强化的行为往往不会被重复。

33. The administration of a pleasant and rewarding consequence following a desired behavior is positive reinforcement.
33. 在期望的行为之后施用令人愉快和有益的结果是积极的强化。

34. The imposition of unpleasant outcomes on an employee is avoidance learning.
34. 将不愉快的结果强加给员工是逃避学习。

35. Punishment increases the likelihood that behavior will be repeated.
35. 惩罚会增加行为重复的可能性。

36. Punishment is the imposition of an unpleasant outcome following undesirable behavior.
36. 惩罚是在不良行为之后施加不愉快的结果。

37. One weakness of the use of punishment in organizations is that it fails to indicate the correct behavior.
37. 在组织中使用惩罚的一个弱点是它无法表明正确的行为。

38. Extinction is defined as the withdrawal of positive reward.
38. 消亡被定义为正奖励的撤回。

39. Job rotation systematically moves employees from one job to another, thereby increasing the number of different tasks an employee performs without increasing the complexity of any one job.
39. 轮换工作系统地将员工从一份工作转移到另一份工作,从而增加员工执行的不同任务的数量,而不会增加任何一项工作的复杂性。

40. Job enlargement is a job design that incorporates achievement, recognition, and other high-level motivators into the work.
40. 工作扩大是一种将成就、认可和其他高级激励因素纳入工作的工作设计。

41. Job enlargement combines a series of tasks into one new, broader job.
41. 工作扩大将一系列任务合并为一项新的、更广泛的工作。

42. The degree to which the job is perceived as important and having an impact on the company or customers refers to task significance.
42. 工作被认为重要并对公司或客户产生影响的程度是指任务的重要性。

43. The job characteristic of autonomy influences the worker's experiencing meaningfulness of work.
43. 自主性的工作特征会影响工人体验工作的意义。

44. Skill variety, task identity, and task significance tend to influence the employee's psychological state of experienced meaningfulness of work.
44. 技能多样性、任务身份和任务意义往往影响员工体验到工作意义的心理状态。

45. Gain sharing rewards employees with part ownership of the organization based on achieving performance goals.
45. 收益分享奖励根据实现绩效目标对组织拥有部分所有权的员工。

46. Empowering employees means giving them four elements that enable them to act more freely to accomplish their jobs: information, knowledge, power, and rewards.
46. 赋予员工权力意味着赋予他们四个要素,使他们能够更自由地采取行动来完成工作:信息、知识、权力和奖励。

47. Employee stock ownership plans give employees part ownership of the organization, enabling them to share in improved profit performance.
47. 员工持股计划赋予员工对组织的部分所有权,使他们能够分享提高的利润表现。

48. Organizations that empower employees often reward them based on the results shown in the company's bottom line.
48. 赋予员工权力的组织通常会根据公司底线中显示的结果来奖励他们。

49. Employee engagement means that people enjoy their jobs and are satisfied with their work conditions, contribute enthusiastically to meeting team and organizational goals, and feel a sense of belonging and commitment to the organization.
49. 员工敬业度意味着人们热爱他们的工作,对他们的工作条件感到满意,为实现团队和组织目标热情做出贡献,并对组织有归属感和承诺。

Multiple Choice
多项选择

50. Which of the following is the arousal, direction, and persistence of behavior?
50. 以下哪一项是行为的唤醒、方向和持久性?

51. Which of the following refers to a reward given by another person?
51. 以下哪项是指他人给予的奖励?

52. Which of the following is an example of an intrinsic reward?
52. 以下哪一项是内在奖励的例子?

53. Katie dislikes almost everything about her job. The only reason she continues to work at Mace Autobody is the excellent benefits package she receives. Katie is motivated by
53. 凯蒂几乎不喜欢她工作的一切。她继续在 Mace Autobody 工作的唯一原因是她获得的优厚福利待遇。Katie 的动力来自

54. Susannah enjoys her job as a teacher, not because of the pay or benefits, but because she feels good about shaping the minds of tomorrow’s leaders. Susannah is motivated by
54. 苏珊娜喜欢她的教师工作,不是因为薪水或福利,而是因为她对塑造未来领导者的思想感觉很好。Susannah 的动力来自

55. Which of the following theories focuses on employee learning of desired work behaviors?
55. 以下哪项理论侧重于员工对期望工作行为的学习?

56. Which motivation theory proposes that needs must be satisfied in sequence?
56. 哪种动机理论提出需求必须按顺序满足?

57. Which of the following theories emphasizes the needs that motivate people?
57. 以下哪项理论强调激励人们的需求?

58. Which of the following is a content theory that proposes that people are motivated by physiological, safety, belongingness, esteem, and self-actualization needs?
58. 以下哪一项是内容理论,它提出人们的动机是生理、安全、归属感、尊重和自我实现的需求?

59. Which of the following theories focuses on employee learning of desired work behaviors?
59. 以下哪项理论侧重于员工对期望工作行为的学习?

60. Which of the following is not a need proposed by Maslow in his hierarchy of needs theory?
60. 以下哪一项不是马斯洛在他的需求层次理论中提出的需求?

61. Nely is motivated by a strong need for recognition and is continually seeking credit for his contributions to the organization. According to Maslow, Nely is motivated by which category of needs?
61. Nely 的动力来自于对认可的强烈需求,并不断寻求他对组织的贡献的赞誉。根据马斯洛的说法,Nely 的动机是哪一类需求?

62. Which of the following needs describes the most basic human physical needs, including food, water, and oxygen?
62. 以下哪项需求描述了人类最基本的身体需求,包括食物、水和氧气?

63. Which need describes the desire to be accepted by one’s peers, have friendships, be part of a group, and be loved?
63. 哪种需求描述了被同龄人接受、拥有友谊、成为群体的一员和被爱的愿望?

64. According to Maslow, the highest order needs are
64. 根据马斯洛的说法,最高阶需求是

65. Alderfer referred to the needs for physical well-being as 
65. Alderfer 将身体健康的需求称为 

66. Fedel is primarily driven by a need to establish close social relationships with other people. Alderfer would say he is motivated by
66. Fedel 主要是出于与他人建立密切社会关系的需要。Alderfer 会说他的动力来自

67. The frustration-regression principle is most closely related with
67. 挫折回归原则与

68. According to Herzberg, which of the following is an example of a hygiene factor?
68. 根据 Herzberg 的说法,以下哪项是卫生因素的例子?

69. Highroller Casinos provides good salaries and benefits, including bonuses of up to 25% of annual salaries. However, the company has been criticized for not establishing an achievement or recognition program for its employees. Which of the following best describes the company in terms of the two-factor theory?
69. Highroller Casinos 提供良好的薪水和福利,包括高达年薪 25% 的奖金。然而,该公司因没有为其员工建立成就或认可计划而受到批评。以下哪项最能描述双因素理论方面的公司?