Q&A Hero

Q: (p. 168-169) What is the difference between extrinsic and intrinsic motivation? Give some examples of outcomes associated with each of these. Are you more motivated by extrinsic or intrinsic outcomes?

Q: _____ refers to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on the-job productivity. A. Job design B. Job satisfaction C. Task performance D. Job enlargement E. Job rotation

Q: (p. 166-168) How do employees make the choices that take them in the "right direction"? Justify your answer with the help of expectancy theory.

Q: _____ lets people know if they are headed toward their goals or if they are off course and need to redirect their efforts. A. Valence B. Equity C. Expectancy D. Feedback E. Instrumentality

Q: _____ pertains to the quantifiability of a goal. A. Feedback B. Goal specificity C. Action plan D. Goal commitment E. Goal design

Q: (p. 164) Joe was having trouble meeting his deadlines at work. He showed signs of lethargy, absent mindedness, and lack of interest toward his work. Joe found this quote in a book "the more motivated employees are, the more empowered the team is." Define and explain motivation and it forces.

Q: Carol is a recent high-school graduate with an excellent grade point average. After much thought, she has decided that she wants to pursue a graduate degree in physics after she finishes her undergrad degree and eventually become a professor. To attain this goal, she realizes that she must first study hard and do well in her undergraduate classes, then take the graduate entrance exam and apply to the best graduate programs in her field. Along the way, she wants to obtain an internship, as this will help her get into a quality graduate program. Which motivational mechanism of the goal setting process does this scenario demonstrate? A. Directing attention B. Regulating effort C. Increasing persistence D. Fostering strategies and action plans E. Receiving feedback

Q: (p. 186) Which of the following is a unit-focused compensation plan element? A. Merit pay B. Lump-sum bonus C. Gain sharing D. Profit sharing E. Piece-rate

Q: _____ is defined as what an individual is trying to accomplish; the object or aim of an action. A. Management by objectives B. Goal C. Distributive justice D. Procedural justice E. Equity

Q: (p. 185) Equity has _____ effect on citizenship behavior and a _____ effect on counterproductive behavior. A. a strong positive; strong negative B. a moderate positive; moderate negative C. no; moderate positive D. a moderate negative; strong negative E. a strong negative; moderate positive

Q: Which of the following is an organizational implication of expectancy theory?A. Monitor the reward system for inequitiesB. Determine the outcomes employees valueC. Link desired outcomes to targeted levels of performanceD. Make sure employees can achieve targeted performance levelsE. Design challenging jobs

Q: Which of the following is a managerial implication of expectancy theory?A. Determine the outcomes that employees valueB. Design challenging jobsC. Tie some rewards to group accomplishmentsD. Accommodate individual differences by building flexibilityE. Reward managers for creating and maintaining expectancies

Q: (p. 167) Martha was assigned to present the bank's financial statement to its shareholders. The management chose Martha because she was good at negotiating and had the skills to tackle any question thrown her way. Though Martha was not confident in the beginning, she managed to pull it off with ease. Define self-efficacy and identify and explain its determinants.

Q: _____ refers to the positive or negative value people place on outcomes. A. Instrumentality B. Valence C. Inequity D. Expectancy E. Cognitive dissonance

Q: (p. 185) Motivation has a _____ effect on job performance. A. strong positive B. moderate positive C. weak positive D. moderate negative E. strong negative

Q: (p. 183) Which of the following is/are the motivating force(s) with the strongest performance effect? A. Difficult goals B. High levels of valence and instrumentality C. Perceptions of equity D. High levels of expectancy E. Self-efficacy/competence

Q: According to Vroom's expectancy theory, _____ represents an individual's belief that a particular outcome is contingent on accomplishing a specific level of performance. A. goal difficulty B. valence C. instrumentality D. self-esteem E. expectancy

Q: (p. 181) The efforts of Coach Anderson have made the Silver Hawks the best football team in Brooklyn. The team owners Tell Coach Anderson that his efforts have vastly improved the team's performance and that they believe his continuing efforts will result in the Silver Hawks being ranked as the best team along the East Coast. Which psychological empowerment concept best expresses the impact of the owners' comments on Coach Anderson's motivation? A. Meaningfulness B. Self-determination C. Competence D. Impact E. Self-dignity

Q: An expectancy of 0.0 indicates: A. performance is totally dependent on effort. B. high performance reduces the chance of obtaining the outcome. C. attainment of an outcome is totally dependent on task performance. D. effort has no anticipated impact on performance.

Q: (p. 181) Larry is a commercial financial analyst but wants to become a commercial lender, so he engages in self-directed learning, seeks out feedback from his managers, and manages his own workload. Larry is attempting to build his own _____. A. meaningfulness B. valence C. competence D. impact E. instrumentality

Q: According to Vroom's expectancy theory, _____ represents an individual's belief that a particular degree of effort will be followed by a particular level of performance. A. goal difficulty B. valence C. instrumentality D. self-esteem E. expectancy

Q: Ken recently completed his MBA degree. He has received two job offers. Which of the following theories is most useful in predicting the choice that Ken will make? A. Expectancy theory B. Goal setting theory C. Behavior modification theory D. Equity theory E. Cognitive dissonance theory

Q: (p. 181) Which of the following reflects the sense that a person's actions "make a difference," indicating that progress is being made toward fulfilling some important purpose? A. Impact B. Meaningfulness C. Self-determination D. Competence E. Integrity

Q: (p. 181) GroundWork is a venture capital firm that helps in financing small businesses. New hires at the firm are given a project worth $50,000 to work on with minimum interference from the senior associates. The project has large scope for innovation and creation. What was the management attempting to use as a motivator for the new hires? A. Meaningfulness B. Self-determination C. Surface-level diversity D. Expectancy E. Outcome interdependence

Q: _____ holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. A. Equity theory B. Expectancy theory C. Management by objective D. Goal setting theory E. Cognitive dissonance theory

Q: _____ is defined as the perceived fairness of the decision maker's behavior in the process of decision making. A. Interactional justice B. Positive inequity C. Negative inequity D. Procedural justice E. Distributive justice

Q: (p. 181) Karen is a senior manager at The American Bank. A good part of her workday is spent in meetings with clients, subordinates at the bank, prospective customers, and the auditors. Though Karen has such a busy schedule, she manages to find time for her equally important meetings with the PETA foundation. Karen's commitment can be classified under which of the following concepts of psychological empowerment? A. Meaningfulness B. Self-determination C. Competence D. Expectancy E. Impact

Q: _____ is defined as the perceived fairness of how resources and rewards are allocated. A. Interactional justice B. Positive inequity C. Negative inequity D. Procedural justice E. Distributive justice

Q: (p. 181) _____ captures the value of a work goal or purpose, relative to a person's own ideals and passions. A. Meaningfulness B. Self-determination C. Competence D. Impact E. Integrity

Q: _____ is defined as the perceived fairness of the process used to make decisions regarding the allocation of rewards and resources. A. Interactional justice B. Positive inequity C. Negative inequity D. Procedural justice E. Distributive justice

Q: (p. 181) An energy rooted in the belief that work tasks contribute to some larger purpose is known as: A. self-efficacy. B. goal commitment. C. goal setting. D. vicarious experience. E. psychological empowerment.

Q: (p. 178) Comparison with others in the same organization doing substantially different jobs is: A. job equity. B. occupational equity. C. company equity. D. age equity. E. educational equity.

Q: According to equity theory, taking longer breaks at work is an example of ____. A. finding a new comparison person B. decreasing inputs C. increasing outcomes D. increasing inputs E. decreasing outcomes

Q: Pam is attempting to reduce her inequity at work by attending night school for further job training. In other words, she is trying to ____. A. find a new comparison other B. decrease her inputs C. increase her outcomes D. increase her inputs E. decrease her outcomes

Q: (p. 177) Allen and Denny have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allen has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Denny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. From Denny's view in the above situation, Jim is a(n): A. empowerment evaluator. B. valence generator. C. cognitive distorter. D. external comparison. E. internal comparison.

Q: (p. 177) Danny and Allan have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Danny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. From Danny's view in the above situation, Allan is a(n): A. empowerment evaluator. B. internal comparison. C. valence generator. D. cognitive distorter. E. external comparison.

Q: Which of the following is true according to equity theory? A. People have a higher tolerance for negative inequity than they do for positive inequity. B. Asking for a raise is one way an individual can increase his or her outcomes in the exchange process. C. Males have a lower tolerance for negative inequity than do females. D. Females have a lower tolerance for negative inequity than do males. E. Taking longer breaks at work is one way an individual can increase his or her inputs in the exchange process.

Q: Chuck is concerned with what he considers to be an unfair situation at work. Although he put in 10 hours of overtime last week, he received the same pay as a co-worker who didn't put in any overtime. This week he decided to take an extra hour for lunch every day. Using the terminology of equity theory, Chuck has decided to ____. A. increase his efficiency B. decrease his inputs C. increase his outcomes D. increase his inputs E. decrease his outcomes

Q: (p. 171) Allan and Danny have been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Danny on the other hand compares himself to other managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly under rewarded at Yummy Treats. Allan's focus on concepts such as difficulty and specificity is a key aspect of: A. Equity theory B. Extrinsic motivation C. Goal setting D. Expectancy E. Psychological empowerment

Q: _____ is perceived in comparisons in which another person receives lesser outcomes for similar inputs. A. Negative inequity B. Positive inequity C. Equity D. Fairness perception E. Distributive justice

Q: (p. 177) When someone from another company is referred to as the comparison other', one is involved in a(n): A. equity distress. B. emotional cue. C. cognitive distortion. D. internal comparison. E. external comparison.

Q: Pat and Chris are both computer programmers, but Pat earns more money than Chris. However, Chris perceives an equitable relationship because Pat: A. has more education and experience. B. takes longer breaks. C. works as hard as Chris. D. works less than Chris. E. needs the money more than Chris.

Q: (p. 177) A(n) _____ involves a comparison other' in the same company. A. equity distress B. emotional cue C. cognitive distortion D. internal comparison E. external comparison

Q: Equity theory predicts that a student will experience _____ if a friend of equal scholarly ability studies the same amount for a test but receives a higher grade. A. equity B. an expectancy of zero C. negative inequity D. an instrumentality of zero E. positive inequity

Q: (p. 177) In equity theory, rethinking your inputs to restore balance mentally without altering your behavior in any way is known as: A. equity distress. B. instrumentality. C. cognitive distortion. D. internal comparisons. E. external comparisons.

Q: Brian has a Master's degree in electrical engineering and brings 10 years of experience to his current job. He is known for putting in long hours of hard work on his job. He receives a salary of $75,000, medical and dental coverage, and two weeks paid vacation per year. From Brian's perspective, which of the following is an outcome of the individual-organization exchange relationship? A. Long hours of work B. High levels of effort C. Two weeks paid vacation D. His Master's degree in electrical engineering E. Ten years of prior experience

Q: (p. 176) Noticing his reduced efficiency at work, Dan enrolled himself for the training sessions offered and saw that there was a significant change in his productivity. This helped restore the balance of comparison ratios. Prior to enrolling in the training session, Dan was most likely experiencing: A. over reward inequity. B. self-efficacy. C. cognitive distortion. D. expectancy. E. goal commitment.

Q: (p.213-214) According to equity theory, _____ is an outcome of the employee-employer exchange. A. a challenging assignment B. skill C. seniority D. organizational loyalty E. creativity

Q: (p. 176) In equity theory, the internal tension that is caused by an imbalance in the ratios is known as: A. cognitive distortion. B. expectancy. C. equity distress. D. goal commitment. E. comparison other.

Q: According to equity theory, _____ is an input in the employee-employer exchange. A. a challenging assignment B. skill C. pay D. job security E. a safe working environment

Q: (p. 176) The person who seems to provide an intuitive frame of reference for judging equity is known as: A. equity resolver. B. comparison other. C. cognitive distortion creator. D. goals monitor. E. outcome evaluator.

Q: Brian has a Master's degree in electrical engineering and brings 10 years of experience to his current job. He is known for putting in long hours of hard work on his job. He receives a salary of $75,000, medical and dental coverage, and two weeks of paid vacation every year. From Brian's perspective, which of the following is an input in the individual-organization exchange relationship? A. His salary of $75,000 B. His Master's degree in electrical engineering C. Medical coverage D. Dental coverage E. Two weeks of paid vacation

Q: (p. 176) Which theory suggests that employees create a "mental ledger" of the outcomes they get from their job duties? A. Expectancy theory B. Goal-setting theory C. Equity theory D. Psychological empowerment theory E. Extrinsic theory

Q: Equity theory is a motivation model that explains how people strive for _____ in social exchanges or give-and-take relationships. A. equality B. cognitive consistency C. leadership D. fairness E. pleasure

Q: (p. 176) _____ theory acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also what happens to other people. A. Equity B. Extrinsic C. Expectancy D. Goal setting E. Psychological empowerment

Q: Ted was dissatisfied with his job. He said that the company policy, supervision, and working conditions were responsible for his dissatisfaction. According to Frederick Herzberg's theory, these extrinsic factors that create job dissatisfaction are called: A. motivators. B. hygiene factors. C. affiliation factors. D. wellness factors. E. achievement factors.

Q: Managers in global organizations recognize that some motivators are universal; that is, they work no matter what the culture. Other motivators differ by culture. Which of the following is not a universal motivator? A. Participation B. Interesting work C. Pay D. Achievement E. Growth

Q: (p. 175) "T" in the S.M.A.R.T. goals stands for: A. time-sensitive. B. task-driven. C. tenacious. D. tempered. E. team-oriented.

Q: According to Herzberg's motivator-hygiene model, which of the following is a hygiene factor? A. Responsibility B. Stimulating work C. Supervisor relations D. Recognition for a job well done E. Achievement

Q: Which of the following is true about goal setting? A. Specific, difficult goals are best. B. Difficult goals reduce motivation. C. SNARK goals result in the highest levels of goals achievement. D. Employees work hardest and are most engaged when the goals are easy. E. Equity is the greatest moderator of goal achievement.

Q: According to Herzberg's motivator-hygiene model, which of the following is a motivator? A. Responsibility B. Company policy C. Supervisor relations D. Salary E. Technical supervision

Q: (p. 175) "R" in the S.M.A.R.T. goals stands for: A. robust. B. resolved. C. requirements. D. results-based. E. realist.

Q: Which of the following is true regarding hygiene factors? A. They are motivational. B. They are associated with the work context or environment. C. They are associated with achievement and recognition. D. They cause a person to move from a state of no satisfaction to satisfaction. E. They are relatively more important than motivators.

Q: (p. 175) "A" in the S.M.A.R.T. goals stands for: A. affordable. B. ability. C. achievable. D. aspire. E. assess.

Q: McClelland believes that individuals with a high need for power coupled with a _____ are best suited for top management positions. A. low need for achievement B. high need for social relationships C. high need for affiliation D. high need for achievement E. low need for affiliation

Q: (p. 175) "M" in the S.M.A.R.T. goals stands for: A. measurable. B. monetary. C. methodical. D. model. E. major.

Q: The _____ is defined as the desire to influence, coach, teach, or encourage others to achieve. A. need for achievement B. safety need C. need for power D. need for affiliation E. self-actualization need

Q: (p. 175) "S" in the S.M.A.R.T. goals stands for: A. systematic. B. specific. C. self-set. D. scientific. E. serious.

Q: Manuel wanted friendly and close inter-personal relationships with his colleagues. According to McClelland's need theory, this desire is known as _____. A. need for power B. need for achievement C. need for affiliation D. need for motivation E. need for safety

Q: (p. 174) After the annual appraisal, Ted was disappointed with his 10% increase in pay compared to the 20% increase his colleagues received. When Ted spoke to his manager, he was told his colleagues were able to perform well over the minimum standard. Ted had not been aware of the minimum he was expected to achieve or the levels generally achieved by his colleagues. What would help Ted improve his performance? A. Goal commitment B. Task complexity C. Specific goals D. Valence E. Expectancy

Q: The _____ is defined as the desire to spend time in social relationships and activities. A. need for achievement B. safety need C. need for power D. need for affiliation E. self-actualization need

Q: (p. 174) _____ is defined as the degree to which a person accepts a goal and is determined to try to reach it. A. Feedback B. Self-efficacy C. Instrumentality D. Task complexity E. Goal commitment

Q: A characteristic of high achievers is that they: A. prefer working on tasks of extreme difficulty. B. prefer situations in which their performance is due to their own efforts. C. desire feedback on their failures but not their successes. D. desire feedback on their successes but not their failures. E. like to compete against people who are much more skilled than they are.

Q: (p. 174) _____ reflects how complicated the information and actions involved in a task are, as well as how much the task changes. A. Task complexity B. Self-efficacy C. Goal commitment D. Feedback E. Instrumentality

Q: The _____ is defined as the desire to master, manipulate, or organize physical objects, human beings, or ideas, and to do this as rapidly and as independently as possible. A. need for achievement B. safety need C. need for power D. need for affiliation E. self-actualization need

Q: (p. 174) _____ consists of updates on employee progress toward goal attainment. A. Task complexity B. Goal commitment C. Feedback D. Self-efficacy E. Instrumentality

Q: According to Alderfer's ERG theory, the _____ needs reflect the desire to use one's abilities to their fullest potential. A. safety B. existence C. esteem D. growth E. relatedness

Q: (p. 174) Which of these refer(s) to the learning plans and problem-solving approaches used to achieve successful performance? A. Expectancy B. Emotional cues C. Vicarious experiences D. Goal setting E. Task strategies

Q: According to Alderfer's ERG theory, the _____ needs reflect the desire for physiological and materialistic well-being. A. safety B. existence C. self-actualization D. growth E. relatedness

Q: (p. 171) _____ are defined as the objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specified time limit. A. Values B. Goals C. Internal comparisons D. Strategies E. External comparisons