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Management
Q:
_____, used to determine individual performance, can be challenging for a manager to impart in an employee.
a. Ability
b. Motivation
c. Work environment
d. Skills
e. Needs
Q:
_____ is defined as the set of forces that cause people to behave in certain ways.
a. Motivation
b. Management
c. Attribution
d. Personality
e. Contribution
Q:
Compare and contrast fixed-interval schedule and variable-interval schedule.
Q:
Briefly describe the fundamental premise of reinforcement theory and the four methods for influencing behavior using reinforcement theory.
Q:
Discuss the basic assumptions of expectancy theory.
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Merit payb. Motivation factorc. Hygiene factord. Incentive paye. PunishmentWeakens undesired behaviors
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Merit payb. Motivation factorc. Hygiene factord. Incentive paye. PunishmentAdvancement and growth
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Merit payb. Motivation factorc. Hygiene factord. Incentive paye. PunishmentCompany policies and administration
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Merit payb. Motivation factorc. Hygiene factord. Incentive paye. PunishmentAnnual salary increases
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Content perspective on motivationb. Process perspective on motivationc. Reinforcement perspective on motivationEquity theory
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Content perspective on motivationb. Process perspective on motivationc. Reinforcement perspective on motivationExpectancy theory
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Content perspective on motivationb. Process perspective on motivationc. Reinforcement perspective on motivationMaslow's needs hierarchy
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Content perspective on motivationb. Process perspective on motivationc. Reinforcement perspective on motivationTwo-factor theory
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Content perspective on motivationb. Process perspective on motivationc. Reinforcement perspective on motivationGoal-setting theory
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Content perspective on motivationb. Process perspective on motivationc. Reinforcement perspective on motivationPorter-Lawler extension
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Content perspective on motivationb. Process perspective on motivationc. Reinforcement perspective on motivationBehavior modification
Q:
Joe gets a 10 percent pay raise compared to Donna's 8 percent based on his excellent performance over the year. The pay awarded shows that the organization has used a _____ plan.
Q:
_____ is the process of enabling workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority.
Q:
_____ is a method for applying the basic elements of reinforcement theory in an organizational setting.
Q:
Mark, the CEO of Transwire Inc., rewards his employees every year with a year-end bonus paycheck. This is an example of a(n) _____ reinforcement schedule.
Q:
_____ is a type of reinforcement, sometimes used in organizations, that weakens undesired behaviors by simply ignoring or not reinforcing them.
Q:
According to the _____ theory, people view their outcomes and inputs as a ratio and then compare it to someone else's ratio.
Q:
In _____ theory, the values associated with various outcomes of a performance are known as valence.
Q:
The need for _____ is the desire to be influential in a group and to control one's environment.
Q:
Two-factor theory of motivation suggests that people's satisfaction and dissatisfaction are influenced by two independent sets of factors" motivation factors and _____ factors.
Q:
According to the motivation framework, the motivation process begins with a(n) _____.
Q:
A variable-ratio schedule is difficult to use for formal rewards such as pay because:
a. it typically weakens the behavior that has been previously rewarded.
b. is the least powerful schedule in terms of maintaining the desired behaviors.
c. it has a fixed number of desires to needed for each reinforcement.
d. it does not motivate the employee to increase the frequency of the desired behavior.
e. it would be complicated to keep track of who was rewarded when.
Q:
The _____ varies the number of behaviors needed for each reinforcement.
a. variable-ratio schedule
b. fixed-ratio schedule
c. variable-interval schedule
d. fixed-interval schedule
e. nine-eighty schedule
Q:
The _____ is the most powerful schedule in terms of maintaining desired behavior.
a. variable-interval schedule
b. fixed-ratio schedule
c. variable-ratio schedule
d. fixed-interval schedule
e. nine-eighty schedule
Q:
____ is a counterproductive side affect of using punishment as a reinforcement method.
a. Commitment
b. Motivation
c. Resentment
d. Participation
e. Empowerment
Q:
_____ is used by managers to weaken undesired behaviors by creating unpleasant consequences.
a. Recognition
b. Extinction
c. Avoidance
d. Punishment
e. Incentive
Q:
_____ argues that behavior that results in rewarding consequences is likely to be repeated, whereas behavior that results in punishing consequences is less likely to be repeated
a. Equity theory
b. Reinforcement theory
c. Two-factor theory
d. Maslow's hierarchy
e. Expectancy theory
Q:
_____ is a group based incentive reward system where the distribution of gains is tilted heavily toward the employees. a. Merit pay
b. Gainsharing
c. Piece-rate incentive plan
d. Scanlon plan
e. Sales commission
Q:
Which of the following is a group based incentive reward system?
a. Merit pay
b. Gainsharing
c. Piece-rate incentive plan
d. Annual pay raise
e. Sales commission
Q:
A major advantage of incentives relative to merit systems is that:
a. incentives do not accumulate by becoming part of an individual's salary.
b. incentives are provided only one time, based on that level of performance.
c. individuals receive the same amount or larger irrespective of their performances over the years.
d. the base salary of an individual is unaffected by lower incentives.
e. these plans remain static and cannot be modified by an organization.
Q:
Which of the following is true about individual incentive plans?
a. They are focused to recognize efforts rather than individual performances.
b. They are used to provide individual performances with non monetary rewards.
c. They are most likely to be used when performance can be subjectively assessed.
d. They are focused at increasing a person's base salary at the end of every year.
e. They are used to reward individual performance on a real-time basis.
Q:
_____ is a reward system wherein an organization pays an employee a certain amount of money for every unit he or she produces.
a. Scanlon plan
b. Piece-rate incentive plan
c. Incentive pay
d. Merit pay plan
e. Gainsharing
Q:
_____ refers to pay awarded to employees on the basis of the relative value of their contributions to the organization, which is a performance-based reward arrangement for individuals.
a. Scanlon plan
b. Piece-rate incentives
c. Incentive pay
d. Merit pay
e. Gainsharing
Q:
An organizational _____ is the formal and informal mechanisms by which employee performance is defined, evaluated, and awarded.
a. reinforcement policies
b. reward system
c. work schedule
d. outcome
e. valence
Q:
Work schedules that allow employees to select, within broad parameters, the hours they work is called _____.
a. job sharing
b. flextime
c. nine-eighty schedule
d. compressed work schedule
e. traditional work schedule
Q:
An arrangement where an employee works a traditional schedule one week and a compressed schedule the next, getting every other Friday off is called as _____.
a. job sharing
b. flextime
c. nine-eighty schedule
d. compressed work schedule
e. traditional work schedule
Q:
A disadvantage of using compressed work schedules is that:
a. some individuals develop resentment as they feel constrained by their job schedules.
b. it makes it difficult for employees to attend routine personal businesses.
c. employees put too much effort in a single day, and tend to perform at lower levels.
d. employees have to work additional hours all the five days of a week.
e. it gives employees more personal control over the times they work.
Q:
Working a full forty-hour week in fewer than the traditional five days is called as _____.
a. job sharing
b. flexitime
c. nine-eighty schedule
d. compressed work schedule
e. flexible work schedule
Q:
_____ is the process of giving employees a voice in making decisions about their own work.
a. Participation
b. Empowerment
c. Commitment
d. Reinforcement
e. Enrichment
Q:
_____ is the process of enabling workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority.
a. Participation
b. Empowerment
c. Commitment
d. Reinforcement
e. Enrichment
Q:
According to the expectancy theory, which of the following conditions must be met for motivated behavior to occur?
a. Effort-to-performance expectancy must be greater than zero
b. Performance-to-outcome expectancy must be less than zero
c. Sum of the valencies for an outcome must be less than zero
d. The individual must believe that effort and performance are unrelated
e. Every outcome must have a negative valence
Q:
_____ are consequences of behaviors in an organizational setting, usually rewards.
a. Performance
b. Valences
c. Outcomes
d. Need deficiencies
e. Commitments
Q:
A value associated with the outcomes of a performance is called its _____.
a. behavior
b. valence
c. need
d. hygiene factor
e. commitment
Q:
A basic assumption on which the expectancy theory is based on is that:
a. behavior is determined by a combination of forces in the individual and in the environment.
b. people do not make decisions about their own behaviors in organizations.
c. different people have the same type of needs, desires, and goals.
d. people make choices based on the extent to which a given behavior will lead to undesired outcomes.
e. people are motivated to seek social equity in the rewards they achieve for performance.
Q:
_____ focuses on why people choose certain behavioral options to satisfy their needs and how they evaluate their satisfaction after they have attained those goals.
a. Maslow's hierarchy
b. Two-factor theory
c. Expectancy theory
d. Reinforcement theory
e. Variable work schedule
Q:
Brianne, a graduate engineer, prefers to work in a job that provides her the opportunity to interact with people and make new friends on the job. Brianne has a need for _____.
a. achievement
b. affiliation
c. power
d. esteem
e. security
Q:
According to the two-factor theory, which of the following is a hygiene factor that influences an employee's satisfaction or dissatisfaction?
a. Achievement
b. Recognition
c. Working conditions
d. Advancement and growth
e. The work itself
Q:
According to Maslow, an individual is motivated first and foremost to satisfy _____ needs.
a. security
b. self-actualization
c. physiological
d. esteem
e. belongingness
Q:
_____ needs are at the top of Maslow's hierarchy of needs.
a. Security
b. Self-actualization
c. Physiological
d. Esteem
e. Belongingness
Q:
Assurance on ____ can satisfy the security needs of an employee in the workplace.
a. comfortable work environment
b. positive self-image
c. adequate wages
d. job continuity
e. recognition
Q:
_____ is an intangible determinant of individual performance.
a. Motivation
b. Management
c. Attribution
d. Personality
e. Contribution
Q:
A manager gives her employees a variable bonus every month based on resulting cost savings every time they exceed their sales quota. This type of incentive pay is known as _____.
a. fixed-rate pay
b. profit sharing
c. gainsharing
d. lump-sum bonus
e. pay-for-knowledge
Q:
Jessica Weller, a senior manager at DigWell Inc., differentiates the annual pay raises provided to her subordinates based on their individual contributions to the organization. The type of reward system used by Jessica is an example of _____.
a. fixed-rate pay
b. profit sharing
c. gainsharing
d. scanlon plan
e. merit pay
Q:
A criticism against executive compensation in recent years is that:
a. organizations are getting increasingly innovative in their incentive programs.
b. executive compensation is based on the performance of each and every employee in an organization.
c. there seems to be no relationship between organization's performance and executives' compensations.
d. executives are earning a meager amount compared to the typical worker in an organization
e. the gap between the earnings of a CEO and the earnings of a typical worker is significantly less.
Q:
Elena is a sales representative. She gets paid a base salary plus a percentage of sales attained as a commission for a period of time. Her pay is an example of _____.
a. merit pay plan
b. scanlon plan
c. gainsharing program
d. nonmonetary incentives
e. incentive pay plan
Q:
Allowing employees to spend part of their time working offsite, usually at home, is called _____.
a. empowerment
b. compressed work schedule
c. flexitime
d. job sharing
e. telecommuting
Q:
Differentiate between Type A and Type B personalities.
Q:
Explain the process of selective perception with an example.
Q:
What is emotional intelligence? Describe the various dimensions associated with it.
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Opennessb. Conscientiousnessc. Machiavellianismd. Extraversione. Agreeablenessf. Locus of Controlg. Self-efficacyDanielle is supremely self-confident and has a "can do" attitude for any task
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Opennessb. Conscientiousnessc. Machiavellianismd. Extraversione. Agreeablenessf. Locus of Controlg. Self-efficacyLance achieves power by controlling and manipulating others
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Opennessb. Conscientiousnessc. Machiavellianismd. Extraversione. Agreeablenessf. Locus of Controlg. Self-efficacyRichard's favorite activity is meeting new people
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Opennessb. Conscientiousnessc. Machiavellianismd. Extraversione. Agreeablenessf. Locus of Controlg. Self-efficacy"Change is fun," says Elyssa, who is receptive to new ideas
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Stress cycleb. A general feeling of exhaustionc. Smoking and drug used. Lower productivitye. Task demands and role demandsBurnout
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Stress cycleb. A general feeling of exhaustionc. Smoking and drug used. Lower productivitye. Task demands and role demandsBehavioral consequences of stress
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Stress cycleb. A general feeling of exhaustionc. Smoking and drug used. Lower productivitye. Task demands and role demandsOperational consequences of stress
Q:
Match the following numbered items with the most correct response letter.A response may be used once, more than once, or not at all.a. Stress cycleb. A general feeling of exhaustionc. Smoking and drug used. Lower productivitye. Task demands and role demandsGeneral Adaptation Syndrome
Q:
When an individual does not show up for work it is called _____.
Q:
The ability of an individual to generate new ideas or to conceive of new perspectives on existing ideas is called _____.
Q:
_____ is the process of observing behavior and attributing causes to it.
Q:
A strong stimulus that induces stress is classified as a(n) _____.
Q:
Simon thinks all Asians are smart. This process of categorizing people is an example of _____.
Q:
Susan places an order for printer ink cartridges from an office supply firm. A majority of the cartridges were found to be defective. In spite of repeated queries to the supply firm, Susan had to deal with poor customer service. The experience led Susan in believing that the firm is not a reliable supplier. This reflects the _____ component of her attitude about the supply firm.
Q:
_____ is the extent to which a person believes that power and status differences are appropriate within hierarchical social systems like organizations.
Q:
Dale has a(n) _____ locus of control because he believes that he has earned everything by himself.