Q&A Hero

Q: (p. 169) Motivation that is felt when task performance serves as its own reward is known as _____ motivation. A. instrumental B. extrinsic C. intrinsic D. expectant E. efficacious

Q: According to Alderfer's ERG theory: A. needs are related to each other in a stair-step hierarchy. B. only one need can be activated at a time. C. frustration of higher-order needs can influence the desire for lower-order needs. D. energy needs are the lowest level need. E. relatedness needs are the highest level need.

Q: As the mother of two small children, Jen struggles to make ends meet on her minimum wage job. After paying rent and child-care expenses, there is sometimes not enough money left at the end of the month to pay the heating bill. More than once the family has gone without warmth on cold nights, and she and the kids have gone to bed hungry. Which of the five basic needs is Jen struggling to meet? A. Safety B. Esteem C. Love D. Physiological E. Self-actualization

Q: (p. 168) Motivation that is controlled by some contingency that depends on task performance is known as _____ motivation. A. control B. extrinsic C. intrinsic D. expectant E. efficacious

Q: What is the primary managerial implication of Maslow's theory? A. Job-security pledges have no motivational impact. B. Safety needs can be satisfied using status symbols. C. A satisfied need may lose its motivational potential. D. Greater job autonomy satisfies the esteem need. E. Greater job responsibility satisfies the love need.

Q: (p. 169) The need to perform tasks that one cares about and that appeal to one's ideals and sense of purpose is a _____ need. A. relatedness B. self-actualization C. control D. responsibility E. self-regard

Q: (p. 169) To hold a high evaluation of oneself and to feel effective and respected by others are _____ needs. A. control B. self-actualization C. esteem D. autonomy E. relatedness

Q: In Maslow's need hierarchy theory, the _____ need contains the needs for affection and belonging. A. physiological B. safety C. love D. esteem E. self-actualization

Q: (p. 169) The need to be able to predict and control one's future is a(n) _____ need. A. relatedness B. autonomy C. esteem D. self-actualization E. self-regard

Q: Which of the following is the most basic need according to Maslow's need hierarchy? A. Esteem B. Safety C. Physiological D. Self-actualization E. Love

Q: (p. 169) Food, shelter, safety, and protection required for human existence represent _____ needs. A. physiological B. relatedness C. control D. self-regard E. self-actualization

Q: In Maslow's need hierarchy, the _____ need is the desire for reputation, prestige, and recognition from others. A. esteem B. safety C. physiological D. self-actualization E. love

Q: (p. 168) The dimensions of psychological empowerment include all of these except: A. meaningfulness. B. self-determination. C. competence. D. impact. E. needs.

Q: In Maslow's need hierarchy, the _____ need is the desire to become the best one can be. A. esteem B. safety C. physiological D. self-actualization E. love

Q: (p. 168) The cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences are known as: A. instrumentality. B. valence. C. equity. D. expectancy. E. needs.

Q: _____ are physiological or psychological deficiencies that arouse behavior. A. Needs B. Role perceptions C. Aptitudes D. Drives E. Achievements

Q: (p. 168) The anticipated value of the outcomes associated with performance is known as: A. instrumentality. B. valence. C. equity. D. expectancy. E. self-efficacy.

Q: Job crafting represents a middle ground between top-down and bottom-up methods.

Q: (p. 168) The efficacy of an individual can be dictated by all of these except: A. past accomplishments. B. vicarious experiences. C. verbal persuasion. D. valence of rewards. E. emotional cues.

Q: Cognitive crafting encompasses a change in how one perceives or thinks about the tasks and relationships associated with one's job.

Q: (p. 167) Steffi and Emily work at Education Yours, a non-profit educational institution. Last month, Steffi, newly hired on a temporary teaching assignment, has been asked to teach an online course. Being new to online teaching, Steffi talks with Emily and several individuals who have been teaching online for several years. Emily discusses the pride she takes in her teaching, and says she always approaches her teaching with total enthusiasm. She also expresses her belief that exerting high level of effort will result in a successful performance for Steffi in her online teaching. Emily's self-efficacy source appears to be: A. past accomplishments. B. vicarious experiences. C. verbal persuasion. D. emotional cues. E. instrumentality.

Q: A bottom-up approach is driven by employees rather than managers.

Q: (p. 167) Emily and Steffi work at Education Yours, a non-profit educational institution. Last month, Steffi, newly hired on a temporary teaching assignment, was asked by her supervisor to teach an online course. Being new to online teaching, Steffi is considering her efficacy. She talks to Emily and other individuals who have been teaching online for several years. Emily takes pride in her teaching and always approaches her teaching with total enthusiasm. Emily tells Steffi that she believes exerting a high level of effort will result in a successful performance in her online teaching. Which of the following best describes Emily's belief about exerting high level of effort? A. Valence B. Equity C. Expectancy D. Instrumentality E. Emotional cues

Q: According to the job characteristics model, people feel experienced responsibility when they perceive their work as worthwhile or important.

Q: (p. 167) Nathan is defending his first place at the annual debate competition. Just minutes before his turn, Nathan gets cold feet and cannot remember his arguments. His teacher speaks to him which helps reinforce the lost confidence. Nathan delivered his best and defended his title. Which of the following considerations dictated Nathan's self-efficacy? A. Past accomplishments B. Vicarious experiences C. Verbal persuasion D. Equity distress E. Instrumentality

Q: Linda received the highest grade on her mid-term in her history class. She attributed her success to studying harder for the history mid-term than she had for any other examination. She contributed her failure to do well in the other subjects to unfair examinations or to bad luck. Which of the following biases influenced her perception of the situationthe fundamental attribution bias or the self-serving bias?

Q: (p. 167) The Cotton Yard is a family run knitting company. It specializes in custom-made woolen sweaters, pullovers, scarves and gloves. Younger family members have learn the value of attention to detail when creating a knit pattern by observing the praise given to knitters who exhibit this level of attention. Those who now exhibit close attention to detail while knitting have learned through______. A. Past accomplishments B. Vicarious experiences C. Lecture sessions D. Emotional cues E. Instrumentality

Q: Explain the practical applications of the attribution models in the workplace.

Q: (p. 167) Technically, _____ is a set of subjective probabilities, each ranging from 0 to 1, that successful performance will bring a set of outcomes. A. valence B. instrumentality C. expectancy D. self-efficacy E. complexity

Q: Explain how the self-fulfilling prophecy operates. How can the self-fulfilling prophecy be used to motivate employee performance?

Q: (p. 167) The belief that successful performance will result in some outcome(s) is known as: A. instrumentality. B. valence. C. complexity. D. expectancy. E. self-efficacy.

Q: Explain how managers can reduce the extent to which stereotypes influence decision making and interpersonal processes within the organization.

Q: (p. 167) Efficacy is moderated by _____, where feelings of fear or anxiety can create doubts about task accomplishment, while pride and enthusiasm can bolster confidence levels. A. emotional cues B. instrumentality C. past accomplishments D. verbal persuasion E. vicarious experiences

Q: Describe the process by which stereotypes are formed and maintained.

Q: (p. 167) Employees consider _____ for a given task by taking into account their observations and discussions with others who have performed similar tasks. A. emotional cues B. instrumentality C. past accomplishments D. verbal persuasion E. vicarious experiences

Q: The _____ represents one's tendency to take more personal responsibility for success than for failure. A. self-serving bias B. self-fulfilling prophesy C. attribution error D. Golem effect E. fundamental attribution bias

Q: Molly works as a dishwasher at a restaurant. She comes across as a very fun loving, party going person. One day her dog falls sick and Molly has to take him to the vet. She calls her boss and tells him that she won't be coming in to work. Her boss thinks that Molly is missing work intentionally, so that she can go out and party. Which of the following best describes the boss's perception of the situation? A. Halo effect B. Leniency effect C. Central tendency D. Self-serving bias E. Fundamental attribution bias

Q: (p. 167) When employees consider efficacy levels for a given task, they first consider their: A. past accomplishments. B. vicarious experiences. C. current projects. D. extrinsic motivators. E. instrumentality.

Q: (p. 167) The belief that a person has the capabilities needed to execute the behaviors required for task success is known as: A. instrumentality. B. valence. C. equity. D. complexity. E. self-efficacy.

Q: Chris has studied for his math test and his English test. He expects to do moderately well in both subjects. He gets an "A" in English but fails in math. While Chris feels that the grade he got for English was well-deserved, he blames his failure in mathematics on the fact that his teacher Mr. Wallace does not like him. In this situation, Chris is exhibiting _____.A. stereotypical behaviorB. a fundamental attribution biasC. a negativity biasD. micro-aggressionE. a self-serving bias

Q: ______ is (are) an important moderator of what individuals consider to be positively or negatively valent. A. Culture B. Expectancy C. Generalizability D. Self-efficacy E. SMART goals

Q: _____ reflects one's tendency to attribute another person's behavior to his or her personal characteristics, as opposed to situational factors. A. Fundamental attribution bias B. Stereotyping C. Negativity bias D. External attribution E. Self-serving bias

Q: (p. 166) Expectancy is a subjective probability ranging from: A. 0 to 1. B. 1 to 5. C. 10 to 20. D. -1 to +1. E. .5 to 1.5.

Q: John, a mid-level manager, noticed that all his subordinates were filling out their monthly reports incorrectly. He concluded that the report forms were too complicated and needed to be revised. On which type of attributional information is John's decision based?A. Low consistencyB. Low consensusC. High consistencyD. Low distinctivenessE. High consensus

Q: (p. 166) The belief that exerting a high level of effort will result in the successful performance of some task is known as: A. instrumentality. B. valence. C. equity. D. expectancy. E. psychological empowerment.

Q: According to Kelley's attribution model, consistency involves _____. A. judging if the individual's performance on a given task is constant over time B. looking at all the available information and weighing each piece according to its importance C. judging whether an individual's behavior has improved over time D. comparing an individual's behavior with that of his or her peers E. contrasting a person's behavior on one task with his or her behavior on other tasks

Q: (p. 166) _____ theory argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others. A. Psychological empowerment B. Expectancy C. Goal setting D. Extrinsic E. Equity

Q: (p. 166) Which theory focuses most specifically on describing the cognitive process that employees go through to make choices among different voluntary responses? A. Equity theory B. Extrinsic theory C. Expectancy theory D. Goal-setting theory E. Psychological empowerment theory

Q: According to Kelley's attribution model, distinctiveness involves _____. A. judging if the individual's performance on a given task is constant over time B. looking at all the available information and weighing each piece according to its importance C. discussing the individual's behavior with others and coming to a group decision D. comparing an individual's behavior with that of his or her peers E. contrasting a person's behavior on one task with his or her behavior on other tasks

Q: David's boss has observed that David took about 12 hours to perform task A, B, and C. However, he took 24 hours to complete task D. David's boss concluded that task D must have been tougher than the other tasks. Which of the following attributional information led David's boss to this conclusion? A. High distinctiveness B. High consensus C. Low consensus D. High consistency E. Low distinctiveness

Q: (p. 164) Motivation is a critical consideration because effective job performance is largely a function of: A. motivation and emotions. B. emotions and ability. C. ability and expectations. D. motivation and ability. E. expectations and emotions.

Q: According to Kelley's attribution model, consensus involves _____. A. judging if the individual's performance on a given task is constant over time B. looking at all the available information and weighing each piece according to its importance C. discussing the individual's behavior with others and coming to a group decision D. comparing an individual's behavior with that of his or her peers E. contrasting a person's behavior on one task with his or her behavior on other tasks

Q: _____, that tend to be self-serving and often invalid, are suspected or inferred causes of behavior. A. Schema B. Causal attributions C. Stereotypes D. Salient stimuli E. Implicit cognitions

Q: Grace invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Grace demonstrates a high level of ______. A. engagement B. expectancy C. instrumentality D. goal acceptance E. equity appreciation

Q: (p. 164) The set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence is known as: A. organizational commitment. B. job satisfaction. C. job performance. D. motivation. E. leadership.

Q: Which of the following behaviors would help managers to harness the Pygmalion effect? A. Reinforce positive performance expectations throughout the organization B. Recognize the few select individuals who have the potential to increase their performance C. Set moderate performance goals D. Help only the best employees to advance through the organization E. Highlight the names of the lowest performers

Q: (p. 187) Profit sharing tends to have a stronger motivational effect on employee effort than individual incentives.

Q: Johnnie had difficulty reading even in grade school. His teachers felt he would "never able to improve," and on numerous occasions, told him so. Even when they didn't say it directly, Johnnie knew how they felt. Since his teachers thought there was no hope for Johnnie, they didn't spend any time to improve his reading skills. Soon, he began to hate going to school, and his grades also suffered. Which of the following best explains Johnnie's situation? A. The self-serving bias B. The Golem effect C. Kelly's model of attribution D. Inaccurate information storage and retention E. Selective attention and comprehension

Q: (p. 186-187) A lump-sum bonus is a bonus received for meeting unit goals for criteria controllable by employees.

Q: The _____ reflects a loss in performance resulting from low leader expectations. A. leniency perceptual error B. halo perceptual error C. Golem effect D. fundamental attribution bias E. self-serving bias

Q: (p. 186) Merit pay represents the most common element of organizational compensation plans.

Q: (p.195-196) High supervisory expectancy produces better leadership, which subsequently leads employees to develop higher self-expectations. Higher expectations motivate workers to exert more effort, ultimately increasing performance and supervisory expectancies. Successful performance also improves an employee's self-expectancy for achievement. This series of steps reflects the _____. A. self-serving bias B. self-fulfilling prophecy C. contrast effect D. fundamental attribution bias E. central tendency

Q: (p. 186) Merit pay and profit sharing offer little in the way of difficult and specific goals.

Q: According to the self-fulfilling prophecy model, the direct result of increased subordinate self-expectancy is increased _____. A. supervisor expectancy B. subordinate performance C. subordinate motivation D. supervisor leadership E. supervisor motivation

Q: (p. 185) Employees who feel a sense of equity on the job are more likely to engage in citizenship behaviors, particularly when those behaviors aid the organization.

Q: (p. 185) People who experience higher levels of equity tend to feel higher levels of affective commitment and higher levels of normative commitment.

Q: Tommy always knew he was meant to be an achiever. He started a small business in his home town but believed that he would make it big one day. Slowly, through years of hard work and perseverance, his business grew into a multi-million dollar company. Which of the following best explains this situation? A. The Pygmalion effect B. Stereotyping C. The Galatea effect D. The self-serving bias E. The Golem effect

Q: Jordan's football coach continuously pushes her to train harder. He tells her that he believes she has the potential to be a star player. Even though Jordan started out a mediocre player with little belief in her abilities, her coach's pep talk led her to try harder, until finally she scored the winning goal at the final game. Which of the following best explains this situation? A. The Galatea effect B. The self-fulfilling prophecy C. The fundamental attribution bias D. The self-serving bias E. The Golem effect

Q: (p. 183) The motivating force with the strongest performance effect is perception of equity.

Q: _____ occurs when an individual's high self-expectations for him- or herself lead to high performance. A. Fundamental attribution bias B. Pygmalion effect C. Self-serving bias D. Contrast effect E. Galatea effect

Q: (p. 181) Employees with high levels of competence can choose what tasks to work on, how to structure those tasks, and how long to pursue those tasks.

Q: (p. 181) Competence brings with it a sense of pride and mastery that is itself intrinsically motivating.

Q: Another name for the Pygmalion effect is _____. A. self-serving bias B. selective attention C. fundamental attribution bias D. self-fulfilling prophecy E. stereotyping

Q: (p. 181) A sense of self-determination is a strong driver of extrinsic motivation.

Q: Social scientists believe the best way to reduce stereotypes in an organization is to _____. A. make the social minorities more visible by placing them in front-end positions B. screen job applicants and hire those with fewer stereotypes C. increase the number of affirmative action hires D. have the CEO of the organization issue a memo stressing the need to reduce stereotyping E. increase the amount of high-quality mixed-group contact

Q: (p. 181) Self-determination captures the value of a work goal or purpose, relative to a person's own ideals and passions.

Q: Which of the following is true about stereotypes? A. Racial and ethnic stereotypes are automatically triggered and lead to micro-aggressions. B. Stereotype threat is generally associated with higher performance on evaluative tasks for women and nonwhites. C. African American employees reach career plateaus less frequently than do white employees. D. African Americans and women tend to perform better on academic tests when something primes them to think about race or gender. E. Stereotype threat refers to the threats that the dominant social groups make to the minority social groups in order to prevent the minority group from taking prominent jobs.

Q: Which of the following is true? A. Older employees quit less often than do younger employees. B. Age is positively related to involuntary absenteeism (being sick). C. Older workers are more likely to take days off for recreational and other personal activities than younger workers. D. Managers should focus more attention on the turnover and absenteeism among older workers than among younger workers. E. Employees' job involvement reduces as they grow older.

Q: (p. 181) Meaningfulness reflects energy rooted in the belief that work tasks contribute to some larger purpose.

Q: As employees age, they typically experience _____. A. higher job satisfaction B. higher accident rates C. higher absenteeism D. less organizational commitment E. less internal work motivation