Question 1

Drives are needs, and are essential parts of human psychology.

Accepted Answer

A) True 
 B)False

Question 2

Jane and Connie are neighbours who both work as purchasing managers in different companies in the petrochemical industry. During one neighbourly discussion, Jane learned that Connie's salary was nearly 15 per cent higher than hers even though their job duties were similar. Other than this difference, both received similar benefits and seemed to enjoy their jobs and colleagues. Jane was upset about Connie's higher salary, although she did her best to hide her emotions from Connie. After all, it wasn't Connie's fault that they received different salary levels. Jane was frustrated not only because Connie received a significantly higher salary, but also because she was certain that she worked longer hours and was more productive than Connie. According to equity theory research, what will Jane probably do to reduce her upset feelings?

Accepted Answer

The textbook describes six possible cons

Question 3

Overall, expectancy theory is a useful model that explains how people rationally figure out the best direction, intensity, and persistence of effort. Discuss some limitations of this theory.

Accepted Answer

One limitation with expectancy theory, h

Question 4

Actively disengaged employees tend to be disruptive at work, not just disconnected

Accepted Answer

A) True 
 B)False

Question 5

Motivation is one of the four essential drivers of individual behaviour and performance.

Accepted Answer

A) True 
 B)False

Question 6

After completing a difficult assignment, you reward your accomplishment by playing a game on your computer. This reward is part of which of the following organizational behaviour concepts?

Accepted Answer

A) Organizational citizenship 
B) Social cognitive theory 
C) Behaviour modification 
D) Four-needs theory 
E) MARS model 
A) Organizational citizenship 
B) Social cognitive theory 
C) Behaviour modification 
D) Four-needs theory 
E) MARS model

Question 7

People with a high need for affiliation tend to be more effective in jobs that require them to mediate conflicts.

Accepted Answer

A) True 
 B)False

Question 8

Combining goal setting with monetary incentives motivates many employees to set up difficult goals.

Accepted Answer

A) True 
 B)False

Question 9

The definition of employee engagement is still in debate.

Accepted Answer

A) True 
 B)False

Question 10

Feelings of procedural injustice produce anger, which, in turn, generates either withdrawal or aggression.

Accepted Answer

A) True 
 B)False

Question 11

Self-concept, social norms, and past experience help

Accepted Answer

A) adjust our drive-based emotions, but not our behaviours. 
B) direct us into goal-directed behaviour. 
C) make unemotional decisions based on reason and logic. 
D) adjust our level of drive-based emotions. 
E) regulate our decisions and behaviours. 
A) adjust our drive-based emotions, but not our behaviours. 
B) direct us into goal-directed behaviour. 
C) make unemotional decisions based on reason and logic. 
D) adjust our level of drive-based emotions. 
E) regulate our decisions and behaviours.

Question 12

Jane holds a well-paying job with good job security. She also gets along well with colleagues, but has been frustrated in her attempts to find new friends. Due to this frustration, Jane has recently started spending more time trying to get challenging work from her employer. She now spends less time enjoying social relations with colleagues. Which needs-based theory of motivation would best explain Jane's recent focus on seeking challenging work?

Accepted Answer

A) Four-drive theory 
B) Learned needs theory 
C) ERG theory 
D) Needs hierarchy theory 
E) None of these theories explains why people change their dominant needs 
A) Four-drive theory 
B) Learned needs theory 
C) ERG theory 
D) Needs hierarchy theory 
E) None of these theories explains why people change their dominant needs

Question 13

Inputs, outcomes, and comparison other are elements of

Accepted Answer

A) Maslow's needs hierarchy. 
B) equity theory. 
C) expectancy theory. 
D) four-drive theory. 
E) goal setting theory. 
A) Maslow's needs hierarchy. 
B) equity theory. 
C) expectancy theory. 
D) four-drive theory. 
E) goal setting theory.

Question 14

Why is it such a challenge for employers to maintain feelings of equity among employees?

Accepted Answer

Maintaining the perception of equity is

Question 15

When employees want to improve their self-image, they seek out positive feedback from social sources.

Accepted Answer

A) True 
 B)False

Question 16

Research has found that effective leaders possess

Accepted Answer

A) a high existence need. 
B) a high need for personalized power and a high need for affiliation. 
C) a high need for personalized power. 
D) a high need for affiliation. 
E) a high need for socialized power. 
A) a high existence need. 
B) a high need for personalized power and a high need for affiliation. 
C) a high need for personalized power. 
D) a high need for affiliation. 
E) a high need for socialized power.

Question 17

According to equity theory

Accepted Answer

A) everyone has the same needs over their working life. 
B) employees must set their own goals. 
C) improving job security and working conditions will improve job satisfaction and, consequently, employee motivation. 
D) the importance of inputs and outcomes varies from one person to the next. 
E) money should never be used to motivate employees. 
A) everyone has the same needs over their working life. 
B) employees must set their own goals. 
C) improving job security and working conditions will improve job satisfaction and, consequently, employee motivation. 
D) the importance of inputs and outcomes varies from one person to the next. 
E) money should never be used to motivate employees.

Question 18

Employees consider feedback from nonsocial sources to be more accurate than feedback from social sources.

Accepted Answer

A) True 
 B)False

Question 19

The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontation is called:

Accepted Answer

A) Need for power 
B) Need for existence 
C) Need for safety 
D) Need for affiliation 
E) Need for achievement 
A) Need for power 
B) Need for existence 
C) Need for safety 
D) Need for affiliation 
E) Need for achievement

Question 20

Feedback can be more frequent when employees perform short rather than long job cycles.

Accepted Answer

A) True 
 B)False

Drives are needs, and are essential parts of human psychology.

Overall, expectancy theory is a useful model that explains how people rationally figure out the best direction, intensity, and persistence of effort. Discuss some limitations of this theory.

Actively disengaged employees tend to be disruptive at work, not just disconnected

Motivation is one of the four essential drivers of individual behaviour and performance.

After completing a difficult assignment, you reward your accomplishment by playing a game on your computer. This reward is part of which of the following organizational behaviour concepts?

People with a high need for affiliation tend to be more effective in jobs that require them to mediate conflicts.

Combining goal setting with monetary incentives motivates many employees to set up difficult goals.

The definition of employee engagement is still in debate.

Feelings of procedural injustice produce anger, which, in turn, generates either withdrawal or aggression.

Self-concept, social norms, and past experience help

Inputs, outcomes, and comparison other are elements of

Why is it such a challenge for employers to maintain feelings of equity among employees?

When employees want to improve their self-image, they seek out positive feedback from social sources.

Research has found that effective leaders possess

According to equity theory

Employees consider feedback from nonsocial sources to be more accurate than feedback from social sources.

The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontation is called:

Feedback can be more frequent when employees perform short rather than long job cycles.

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

Drives are needs, and are essential parts of human psychology.

Overall, expectancy theory is a useful model that explains how people rationally figure out the best direction, intensity, and persistence of effort. Discuss some limitations of this theory.

Actively disengaged employees tend to be disruptive at work, not just disconnected

Motivation is one of the four essential drivers of individual behaviour and performance.

After completing a difficult assignment, you reward your accomplishment by playing a game on your computer. This reward is part of which of the following organizational behaviour concepts?

People with a high need for affiliation tend to be more effective in jobs that require them to mediate conflicts.

Combining goal setting with monetary incentives motivates many employees to set up difficult goals.

The definition of employee engagement is still in debate.

Feelings of procedural injustice produce anger, which, in turn, generates either withdrawal or aggression.

Self-concept, social norms, and past experience help

Inputs, outcomes, and comparison other are elements of

Why is it such a challenge for employers to maintain feelings of equity among employees?

When employees want to improve their self-image, they seek out positive feedback from social sources.

Research has found that effective leaders possess

According to equity theory

Employees consider feedback from nonsocial sources to be more accurate than feedback from social sources.

The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontation is called:

Feedback can be more frequent when employees perform short rather than long job cycles.

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