Q&A Hero

Q: Ego needs are related to status, recognition, and self-confidence. a. True b. False

Q: According to Maslow's hierarchy of needs theory, security needs are at a lower level than physiological needs. a. True b. False

Q: The needs for air, water, and exercise are classified as security needs. a. True b. False

Q: According to the hierarchy of needs theory, once a need has been satisfied, it no longer serves as a primary motivator. a. True b. False

Q: The level of organizational support available to an employee usually does not have any influence on his or her job performance. a. True b. False

Q: Performance is directly related to an employees level of motivation. a. True b. False

Q: Extrinsic motivation is behavior performed not for its own sake but due to the consequences associated with it. a. True b. False

Q: Employees who are intrinsically motivated feel satisfaction in performing their work. a. True b. False

Q: Intrinsic motivation is a behavior an individual produces because of the pleasant experiences associated with the behavior itself. a. True b. False

Q: Persistence is how hard an employee keeps trying when faced with obstacles. a. True b. False

Q: At the first level of motivation, the direction of employees' behavior may be favorable or unfavorable. a. True b. False

Q: An employee's motivation can be judged by the energy and effort exerted by him or her to perform a task. a. True b. False

Q: People always act rationally. a. True b. False

Q: Motivation is the willingness to work to achieve an organizations objectives. a. True b. False

Q: One of the motivational levels relates to the direction of behavior of an individual. a. True b. False

Q: List five steps a supervisor can take to motivate employees.

Q: How can a supervisor use reinforcement theory to influence employee behavior?

Q: Equity theory involves two factors. What are these factors and how are they related?

Q: How can a supervisor use the goal-setting theory to motivate employees?

Q: Explain the factors associated with the expectancy theory.

Q: Describe how Herzbergs dissatisfiers and motivators relate to Maslows hierarchy of needs.

Q: What are the five levels of needs in Maslow's hierarchy of needs theory? Explain and give an example of each.

Q: What are the differences between intrinsic and extrinsic motivation?

Q: Define motivation and explain the supervisor's role.

Q: Employees are more likely to commit to goals: a. they have a hand in setting. b. that do not require creative effort. c. imposed by top management. d. that are physically demanding.

Q: are the children of the baby boomers who did not see much of their parents as earlier generations and learned to function on their own, being highly independent, self-reliant, and individualistic. a. Traditionalists b. Generation Yers c. Generation Xers d. Non-traditionalists

Q: Which of the following generations is considered to be loyal, self-sacrificing, experienced, patriotic, family-oriented, the type that does whats right, were raised during the depression and World War with a stay at home parent, and might lack some technology skills? a. Traditionalists b. Baby-boomers c. Generation Xers d. Generation Yers

Q: According to the reinforcement theory, which of the following would positively reinforce desired behavior? a. Scolding b. Written disciplinary warning c. Undesirable job duties d. Oral or written praise

Q: The law of effect states that: a. behaviors that meet with unpleasant consequences tend to be repeated. b. supervisors have no control on the law of effect. c. behaviors that meet with pleasant consequences tend to be repeated. d. rewards and consequences are unrelated.

Q: Which of the following is not likely to be an action that an individual will take due to perceived inequity? a. Decreasing his or her level of input b. Leaving the situation c. Making an appeal to increase the reward level d. Being more cooperative

Q: According to the equity theory, when people believe that the rewards for performance are unequal to their inputs, _____. a. they will be motivated to improve their performance. b. they will seek to decrease their input level. c. they will ignore lower-level needs. d. they will set higher goals for themselves and strive hard to achieve them.

Q: Which of the following is the best way for supervisors to use goal setting as a motivational tool? a. Supervisors must not set specific goals as it may lead employees to believe the goal is not easily achievable. b. Supervisors must set multiple goals and let employees prioritize the goals themselves. c. Supervisors must set challenging but reasonably difficult goals which are not unrealistic. d. Goals should not be used by supervisors as a frame of reference for task feedback.

Q: Which of the following is true of goals according to Edwin Lockes goalsetting theory? a. Goals are important only in the planning process, and have no effect on employee motivation. b. Performance goals clarify the expectations between a supervisor and an employee and between co-workers and sub-units. c. Goal setting is of primary importance in enhancing organizational motivation but has no effect on individual motivation and job performance. d. Performance goals should not be used by supervisors as a frame of reference for task feedback.

Q: In the expectancy theory, the formula P → O indicates: a. a performance level will result in a desired reward. b. performance reduces the chances of a reward. c. rewards are unrelated to performance. d. the value of the reward decreases as the performance level increases.

Q: In the expectancy theory, the formula E → P means: a. employees seek good pay. b. extra effort results in performance. c. extrinsic motivation reduces performance. d. extrinsic motivation increases performance.

Q: The expectancy theory involves the interplay of expectancy that effort will lead to a given performance; probability of reward associated with the performance result, and: a. the value of the effort to the individual. b. the value of the reward to the individual. c. the value of the hierarchy to the individual. d. the value of the performance to the individual.

Q: An example of an intrinsic motivator is: a. working conditions. b. benefits. c. job enjoyment. d. pay.

Q: Factors causing job dissatisfaction are: a. intrinsic. b. extrinsic. c. called satisfiers. d. achievement, advancement, and recognition.

Q: According to Herzberg's theory, . a. factors causing job satisfaction are hygienic factors b. top managers have greater ability to influence motivator factors than they do hygiene factors c. factors causing job satisfaction are intrinsic to the job d. dissatisfiers do not affect motivation

Q: According to Herzberg's study and additional studies on job satisfaction: a. motivation factors or satisfiers are extrinsic to the job. b. good pay, benefits, and security prevent dissatisfaction, but don't strongly motivate. c. advancement, achievement, and challenging work are unimportant in motivation. d. hygienic factors such as working conditions and company policy are intrinsic to the job.

Q: Hygiene factors: a. provide positive motivation. b. are intrinsic to the job. c. involve lower level needs. d. include factors such as recognition, advancement, and achievement.

Q: According to Herzberg's theory, wages, working conditions, and security are: a. self-fulfillment needs. b. motivators. c. intrinsic job factors. d. dissatisfiers.

Q: According to Herzberg's study, . a. human needs can be ranked in a hierarchy b. hygiene factors are such things as pay and benefits c. satisfiers are what people take for granted about their jobs d. workers view the fairness of their pay in relationship to that of comparable coworkers

Q: In Maslow's hierarchy of needs, are rarely fully satisfied. a. physiological needs b. self-actualization needs c. safety needs d. social needs

Q: Which of the following is most relevant in satisfying the need for self-actualization? a. Work groups b. Continued growth and development at work c. Recognition of one's performance and achievement at work d. Frequent office outings

Q: One of the qualifiers to Maslows hierarchy of needs theory is: a. physiological needs are not important. b. some peoples priorities are different from those of others. c. higher level needs are always fully satisfied. d. the five needs in the hierarchy are not universal and differ from one culture to another.

Q: The need for association,acceptance, friendship, and love constitutes a according to the hierarchy of needs. a. safety need b. social need c. esteem need d. self-fulfillment need

Q: Which of the following is most relevant in satisfying the need for safety? a. A creative environment at work b. Satisfactory work-life balance c. Fair application of organizational policies d. Recognition of one's performance and achievements at work

Q: The need concerned with realizing ones own potential and creativity is a(n) . a. physiological need b. esteem need c. self-actualization need d. social or belonging need

Q: The lowest level needs in Maslow's hierarchy are a person's: a. physiological needs. b. safety needs. c. social needs. d. self-fulfillment needs.

Q: The ego or esteem needs of an individual can be satisfied through . a. the availability of food and shelter b. recognition of his or her work c. the provision of protection d. the ability to be creative

Q: The need for self-confidence, independence, and knowledge is classified in Maslow's hierarchy of needs as a(n) _____. a. esteem need b. social need c. safety need d. self- actualization need

Q: One of the principles underlying Maslow's hierarchy of needs theory is that: a. performance is not related to motivation and personal skills. b. once a need has been satisfied it no longer serves as a primary motivator of behavior. c. lower level needs are never completely satisfied. d. the need for belonging is the highest level of need, and organizations try hard to satisfy this need of employees.

Q: According to the hierarchy of needs theory, . a. people's needs may be ranked based on their relative importance. b. once a need is satisfied it serves as a primary motivator of behavior. c. the need for belonging is the highest level need. d. the need for self-confidence is a physiological need.

Q: According to Maslow's hierarchy of needs theory, are at the lowest level, but of primary importance when they are not met. a. social needs b. security needs c. physiological needs d. self-fulfillment needs

Q: Assuming that the factors affecting employees' job performance are all equal, . a. employees who are highly motivated will have high performance. b. employees who are highly motivated will have low performance. c. low motivation creates high performance. d. performance is unrelated to motivation.

Q: Which of the following statements is true of the motivation-performance link? a. An employee's performance depends solely on motivation. b. Extrinsic motivation is more powerful than intrinsic motivation. c. An individual's skills and abilities have an influence on performance. d. An employee's performance is not affected by the level of organizational support available to him or her.

Q: is associated with pay, benefits, and working conditions. a. Higher-level motivation b. Intrinsic motivation c. Essential motivation d. Extrinsic motivation

Q: Which of the following would be an intrinsic motivation? a. Pay b. Benefits c. Recognition d. Job security

Q: Behavior which an individual produces because of the pleasant experiences associated with the behavior itself is: a. intrinsic motivation. b. acquired motivation. c. essential motivation. d. extrinsic motivation.

Q: Define active listening. Describe attending skills.

Q: Describe the two ways a supervisor can encourage employees to provide feedback.

Q: What is "information richness"? Rank the channels of communication based on information richness.

Q: Discuss several ways to improve supervisory communication.

Q: Describe the two factors that contribute to a proper communication climate between a supervisor and his or her employees.

Q: List three interpersonal and language barriers that inhibit communication. Explain each.

Q: List three organizational barriers that inhibit communication. Explain each.

Q: Describe one informal communication method and the several purposes that informal communication serves.

Q: What two variables are measured in the managerial communication matrix? Describe the characteristics of each quadrant in the matrix.

Q: Describe the three flows of communication used in the formal organizational communication system, and give an example of each.

Q: Briefly describe and give an example of the seven types of signals used in nonverbal communication.

Q: How have intranets and the Internet affected supervisory communication?

Q: What is the significance of feedback?

Q: Describe the basic elements in the communication process model and explain how the process works.

Q: The is best defined as a form of active listening in which the listener repeats, in a summarizing way, what the speaker has just said. a. reflective statement b. filtering method c. perceptive approach d. informal declaration

Q: Stating the same concept in different words is: a. repetition. b. planning. c. stereotyping. d. transmission.

Q: Which of the following is true about repetition? a. It helps when when certain parts of a message are more important than others. b. It is also known as transparency. c. It increases the chance of incorrect assumptions being made by the receiver. d. It decreases the reader's recall.

Q: is best defined as the amount of verbal and nonverbal information that a communication channel carries. a. Informal communication b. Information richness c. Linguistic value d. Electronic diversity

Q: Which of the following is the richest communication form? a. E-mails b. Memos c. Telephone messages d. Letters and notes

Q: consist of those factors that call attention to the fact that the supervisor ranks higher than his or her employees. a. Trade barriers b. Status barriers c. Linguistic barriers d. Channel barriers