True / False |
1. Employee motivation affects productivity, and part of a manager's job is to channel motivation toward the accomplishment of organizational goals.
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2. Two ways to classify rewards are extrinsic and monetary.
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3. Rewards given by another person are intrinsic rewards.
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4. Extrinsic rewards refers to the satisfaction a person receives in the process of performing a particular action.
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5. The arousal, direction, and persistence of behavior refer to motivation.
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6. Process theories emphasize the needs that motivate people.
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7. Three categories of motivation theories are content theories, process theories, and reinforcement theories.
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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.
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9. In Maslow's hierarchy of needs theory, freedom from violence is an example of a physiological need.
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10. Managers can influence intrinsic rewards by providing appropriate extrinsic rewards.
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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.
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12. External and relatedness are the first two groups of needs in Alderfer's ERG theory.
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13. Herzberg's two-factor theory divides work-related needs into two categories: hygiene factors and reward factors.
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14. Factors that influence job satisfaction based on fulfillment of high-level needs such as achievement, recognition, and opportunity for growth are called motivators.
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15. Hygiene factors involve the presence or absence of job dissatisfiers and include company policies and procedures.
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16. Hygiene factors are the same as satisfiers and are based on fulfillment of higher-level needs including responsibility.
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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.
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18. A need for power, a need for accomplishment, and a need for superior power are proposed by David McClelland's acquired needs theory.
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19. A high need for power often is associated with successful attainment of top levels in the organizational hierarchy.
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20. The group of theories that explain how employees meet their needs and determine their success are called process theories.
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21. Expectancy theory is a process theory that focuses on individuals' perception of how fairly they are treated in comparison to other people.
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22. Goal acceptance, in goal-setting theory, means that employees have to “buy into” the goals and be committed to them.
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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.
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24. Goal specificity, in goal-setting theory, refers to the difficulty level of goals.
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25. The equity theory focuses on individuals' perceptions of how fairly they are treated relative to others.
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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.
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27. Expectancy theory is based on the relationship among the individual's effort and performance and not on the desirability of outcomes.
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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.
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29. According to expectancy theory, for an employee to be highly motivated, E→P expectancy and valence must be maximized.
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30. Valence is the perceived value of a reward or outcome.
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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.
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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.
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33. The administration of a pleasant and rewarding consequence following a desired behavior is positive reinforcement.
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34. The imposition of unpleasant outcomes on an employee is avoidance learning.
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35. Punishment increases the likelihood that behavior will be repeated.
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36. Punishment is the imposition of an unpleasant outcome following undesirable behavior.
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37. One weakness of the use of punishment in organizations is that it fails to indicate the correct behavior.
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38. Extinction is defined as the withdrawal of positive reward.
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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.
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40. Job enlargement is a job design that incorporates achievement, recognition, and other high-level motivators into the work.
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41. Job enlargement combines a series of tasks into one new, broader job.
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42. The degree to which the job is perceived as important and having an impact on the company or customers refers to task significance.
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43. The job characteristic of autonomy influences the worker's experiencing meaningfulness of work.
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44. Skill variety, task identity, and task significance tend to influence the employee's psychological state of experienced meaningfulness of work.
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45. Gain sharing rewards employees with part ownership of the organization based on achieving performance goals.
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46. Empowering employees means giving them four elements that enable them to act more freely to accomplish their jobs: information, knowledge, power, and rewards.
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47. Employee stock ownership plans give employees part ownership of the organization, enabling them to share in improved profit performance.
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48. Organizations that empower employees often reward them based on the results shown in the company's bottom line.
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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.
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Multiple Choice |
50. Which of the following is the arousal, direction, and persistence of behavior?
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51. Which of the following refers to a reward given by another person?
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52. Which of the following is an example of an intrinsic reward?
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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
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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
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55. Which of the following theories focuses on employee learning of desired work behaviors?
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56. Which motivation theory proposes that needs must be satisfied in sequence?
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57. Which of the following theories emphasizes the needs that motivate people?
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58. Which of the following is a content theory that proposes that people are motivated by physiological, safety, belongingness, esteem, and self-actualization needs?
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59. Which of the following theories focuses on employee learning of desired work behaviors?
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60. Which of the following is not a need proposed by Maslow in his hierarchy of needs theory?
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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?
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62. Which of the following needs describes the most basic human physical needs, including food, water, and oxygen?
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63. Which need describes the desire to be accepted by one’s peers, have friendships, be part of a group, and be loved?
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64. According to Maslow, the highest order needs are
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65. Alderfer referred to the needs for physical well-being as
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66. Fedel is primarily driven by a need to establish close social relationships with other people. Alderfer would say he is motivated by
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67. The frustration-regression principle is most closely related with
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68. According to Herzberg, which of the following is an example of a hygiene factor?
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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?
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