Question 1

________ produce emotions, whereasrepresent the motivational force of those emotions which are channelled towards particular goals.

Accepted Answer

A) Drives; needs 
B) Decisions; drives 
C) Intentions; wants 
D) Needs; drives 
E) Intrinsic rewards; extrinsic rewards 
A) Drives; needs 
B) Decisions; drives 
C) Intentions; wants 
D) Needs; drives 
E) Intrinsic rewards; extrinsic rewards A

Question 2

To determine the fairness of pay or other outcomes, people almost always rely on the equity principle.

Accepted Answer

A) True 
 B)False  False

Question 3

The idea behind 360-degree feedback is that employees should receive feedback for 360 continuous days.

Accepted Answer

A) True 
 B)False  False

Question 4

Behaviour modification is an effective strategy for helping employees to improve their decision making and other conceptual activities.

Accepted Answer

A) True 
 B)False

Question 5

Expectancy theory identifies emotions as a key component of employee motivation.

Accepted Answer

A) True 
 B)False

Question 6

Drives are also called secondary needs because they come before motivation.

Accepted Answer

A) True 
 B)False

Question 7

Contrast intrinsic and extrinsic motivation.

Accepted Answer

: Intrinsic motivation refers to motivat

Question 8

People self-regulate by engaging in self-reinforcement.

Accepted Answer

A) True 
 B)False

Question 9

Behaviour modification has been very effective in some settings, but also has several limitations. Describe two limitations of behaviour modification and give an example of each.

Accepted Answer

Students can describe any two of the thr

Question 10

In behaviour modification, antecedents refer to environmental cues, informing employees that certain behaviours will have particular consequences.

Accepted Answer

A) True 
 B)False

Question 11

When people are motivated for instrumental reasons to receive something that is beyond their personal control, it is considered:

Accepted Answer

A) valence motivation 
B) intrinsic motivation 
C) extrinsic motivation 
D) instrumental motivation 
E) internal motivation 
A) valence motivation 
B) intrinsic motivation 
C) extrinsic motivation 
D) instrumental motivation 
E) internal motivation

Question 12

According to social cognitive theory, people learn to anticipate consequences mainly by observing the experiences of other people.

Accepted Answer

A) True 
 B)False

Question 13

Goal setting is more effective when employees can easily complete the goals assigned to them.

Accepted Answer

A) True 
 B)False

Question 14

Strengths-based feedback is consistent with the process of

Accepted Answer

A) self-reinforcement. 
B) self-deprecation. 
C) self-enhancement. 
D) All of the answers are correct. 
E) None of the answers apply. 
A) self-reinforcement. 
B) self-deprecation. 
C) self-enhancement. 
D) All of the answers are correct. 
E) None of the answers apply.

Question 15

Punishment is the same as negative reinforcement.

Accepted Answer

A) True 
 B)False

Question 16

A British food company reduced absenteeism by giving employees with perfect attendance two chances (through a lottery) to win $500. This is an example of:

Accepted Answer

A) a variable ratio schedule of reinforcement. 
B) behaviour modelling. 
C) tacit knowledge. 
D) behaviour modification and a variable ratio schedule of reinforcement. 
E) social learning. 
A) a variable ratio schedule of reinforcement. 
B) behaviour modelling. 
C) tacit knowledge. 
D) behaviour modification and a variable ratio schedule of reinforcement. 
E) social learning.

Question 17

Underreward inequity occurs when your outcome/input ratio is lower than the outcome/input ratio of a comparison other.

Accepted Answer

A) True 
 B)False

Question 18

A large project engineering company assigns engineering, purchasing, marketing and support staff to client-based projects, which last anywhere from four months to one year. These project staff report to both the project leader and the manager of their functional specialization. For example, a marketing employee in Project Z would receive day-to-day instructions from the Project Z manager, but would receive career development guidance from the company's director of marketing. The functional manager also places employees in future projects. In the past, project staff were evaluated by the employee's project leader at the time of the annual performance evaluation. However, some employees complained that they had just started the project, so the project leader didn't know their performance. The company wants to introduce a 360-degree feedback process to overcome this and other problems with the performance evaluation system. Describe the specific characteristics of a 360-degree feedback process for project staff at this company and identify two problems that the company should know about 360-degree feedback systems.

Accepted Answer

To answer this question, students need t

Question 19

One problem with behaviour modification programs is that some employees view the variable ratio schedule of reinforcement as a form of gambling, like a lottery.

Accepted Answer

A) True 
 B)False

Question 20

Employees who believe that accomplishing a particular task will almost certainly result in a day off with pay would have:

Accepted Answer

A) a P-to-O expectancy close to 100. 
B) a P-to-O expectancy close to 1:0. 
C) an E-to-P expectancy above 100. 
D) an outcome valence above 0:0. 
E) an E-to-P expectancy close to minus 100. 
A) a P-to-O expectancy close to 100. 
B) a P-to-O expectancy close to 1:0. 
C) an E-to-P expectancy above 100. 
D) an outcome valence above 0:0. 
E) an E-to-P expectancy close to minus 100.

________ produce emotions, whereasrepresent the motivational force of those emotions which are channelled towards particular goals.

To determine the fairness of pay or other outcomes, people almost always rely on the equity principle.

The idea behind 360-degree feedback is that employees should receive feedback for 360 continuous days.

Behaviour modification is an effective strategy for helping employees to improve their decision making and other conceptual activities.

Expectancy theory identifies emotions as a key component of employee motivation.

Drives are also called secondary needs because they come before motivation.

Contrast intrinsic and extrinsic motivation.

People self-regulate by engaging in self-reinforcement.

Behaviour modification has been very effective in some settings, but also has several limitations. Describe two limitations of behaviour modification and give an example of each.

In behaviour modification, antecedents refer to environmental cues, informing employees that certain behaviours will have particular consequences.

When people are motivated for instrumental reasons to receive something that is beyond their personal control, it is considered:

According to social cognitive theory, people learn to anticipate consequences mainly by observing the experiences of other people.

Goal setting is more effective when employees can easily complete the goals assigned to them.

Strengths-based feedback is consistent with the process of

Punishment is the same as negative reinforcement.

A British food company reduced absenteeism by giving employees with perfect attendance two chances (through a lottery) to win $500. This is an example of:

Underreward inequity occurs when your outcome/input ratio is lower than the outcome/input ratio of a comparison other.

One problem with behaviour modification programs is that some employees view the variable ratio schedule of reinforcement as a form of gambling, like a lottery.

Employees who believe that accomplishing a particular task will almost certainly result in a day off with pay would have:

Introduction to the Field of Organizational Behaviour

Individual Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters

Exam 5: Foundations of Employee Motivation

________ produce emotions, whereasrepresent the motivational force of those emotions which are channelled towards particular goals.

To determine the fairness of pay or other outcomes, people almost always rely on the equity principle.

The idea behind 360-degree feedback is that employees should receive feedback for 360 continuous days.

Behaviour modification is an effective strategy for helping employees to improve their decision making and other conceptual activities.

Expectancy theory identifies emotions as a key component of employee motivation.

Drives are also called secondary needs because they come before motivation.

Contrast intrinsic and extrinsic motivation.

People self-regulate by engaging in self-reinforcement.

Behaviour modification has been very effective in some settings, but also has several limitations. Describe two limitations of behaviour modification and give an example of each.

In behaviour modification, antecedents refer to environmental cues, informing employees that certain behaviours will have particular consequences.

When people are motivated for instrumental reasons to receive something that is beyond their personal control, it is considered:

According to social cognitive theory, people learn to anticipate consequences mainly by observing the experiences of other people.

Goal setting is more effective when employees can easily complete the goals assigned to them.

Strengths-based feedback is consistent with the process of

Punishment is the same as negative reinforcement.

A British food company reduced absenteeism by giving employees with perfect attendance two chances (through a lottery) to win $500. This is an example of:

Underreward inequity occurs when your outcome/input ratio is lower than the outcome/input ratio of a comparison other.

One problem with behaviour modification programs is that some employees view the variable ratio schedule of reinforcement as a form of gambling, like a lottery.

Employees who believe that accomplishing a particular task will almost certainly result in a day off with pay would have:

Introduction to the Field of Organizational Behaviour

Individual Behaviour

Perceiving Ourselves and Others in Organizations

Workplace Emotions

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Organizations

Power and Influence in the Workplace

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters