Question 1

Individual differences explain why needs can be "learned" to some extent.

Accepted Answer

A) True 
 B)False

Question 2

In the context of motivation, drives are also called primary needs, fundamental needs, or innate needs.

Accepted Answer

A) True 
 B)False

Question 3

Which motivation theory is based on the idea that work effort is directed towards behaviours that people believe will lead to desired outcomes?

Accepted Answer

A) Four-drive theory 
B) Expectancy theory 
C) Equity theory 
D) ERG theory 
E) Goal setting theory 
A) Four-drive theory 
B) Expectancy theory 
C) Equity theory 
D) ERG theory 
E) Goal setting theory

Question 4

Positive organizational behaviour focuses on teaching students the correct behaviours expected of them in modern work organizations.

Accepted Answer

A) True 
 B)False

Question 5

Effective feedback is all of the following EXCEPT

Accepted Answer

A) sufficiently frequent. 
B) general. 
C) relevant. 
D) timely. 
E) credible. 
A) sufficiently frequent. 
B) general. 
C) relevant. 
D) timely. 
E) credible.

Question 6

According to expectancy theory, linking valued rewards to higher job performance mainly increases motivation by:

Accepted Answer

A) weakening the E-to-P expectancy. 
B) strengthening the P-to-O expectancy. 
C) strengthening the E-to-P expectancy. 
D) increasing the valence of a $1,000 bonus. 
E) strengthening both the E-to-P and P-to-O expectancies. 
A) weakening the E-to-P expectancy. 
B) strengthening the P-to-O expectancy. 
C) strengthening the E-to-P expectancy. 
D) increasing the valence of a $1,000 bonus. 
E) strengthening both the E-to-P and P-to-O expectancies.

Question 7

When people experience procedural injustice, they are more likely to

Accepted Answer

A) engage in more organizational citizenship behaviours. 
B) more likely to comply with higher authorities in the future. 
C) engage in counterproductive work behaviours. 
D) All of the answers are correct. 
E) engage in more organizational citizenship behaviours and are more likely to comply with higher authorities in the future. 
A) engage in more organizational citizenship behaviours. 
B) more likely to comply with higher authorities in the future. 
C) engage in counterproductive work behaviours. 
D) All of the answers are correct. 
E) engage in more organizational citizenship behaviours and are more likely to comply with higher authorities in the future.

Question 8

Which of the following actions would increase employee motivation mainly by enhancing their effort-to-performance expectancy?

Accepted Answer

A) Convince employees that poor performance will not be rewarded. 
B) Reward employees with things that they value. 
C) Let employees know that their chances of performing successfully are good. 
D) Measure performance more accurately. 
E) All of the answers are correct. 
A) Convince employees that poor performance will not be rewarded. 
B) Reward employees with things that they value. 
C) Let employees know that their chances of performing successfully are good. 
D) Measure performance more accurately. 
E) All of the answers are correct.

Question 9

People with a high need for affiliation tend to be more effective in jobs that allocate scarce resources among employees.

Accepted Answer

A) True 
 B)False

Question 10

According to equity theory, feelings of inequity can be reduced by all of the following EXCEPT:

Accepted Answer

A) disassociating inputs from outcomes. 
B) changing the comparison other. 
C) actually altering inputs or outcomes. 
D) leaving the field. 
E) cognitively distorting inputs and outcomes. 
A) disassociating inputs from outcomes. 
B) changing the comparison other. 
C) actually altering inputs or outcomes. 
D) leaving the field. 
E) cognitively distorting inputs and outcomes.

Question 11

Four-drive theory is one of the few theories of motivation that recognizes the central role of human emotions in the motivation process. Explain how four-drive theory applies emotions to employee motivation.

Accepted Answer

Four-drive theory recognizes that we per

Question 12

According to equity theory

Accepted Answer

A) we choose people as comparison others only when we know that they receive fewer outcomes than we do. 
B) our comparison other never exists in real life. 
C) our comparison other is always someone in another organization. 
D) we compare ourselves with a comparison other only when we are certain that inequity exists. 
E) none of these statements are true. 
A) we choose people as comparison others only when we know that they receive fewer outcomes than we do. 
B) our comparison other never exists in real life. 
C) our comparison other is always someone in another organization. 
D) we compare ourselves with a comparison other only when we are certain that inequity exists. 
E) none of these statements are true.

Question 13

Goal setting potentially improves employee performance by increasing motivation and clarifying role perceptions.

Accepted Answer

A) True 
 B)False

Question 14

Organizational behaviour modification emphasizes human thoughts rather than the environment as the source of all learning.

Accepted Answer

A) True 
 B)False

Question 15

Feelings of inequity occur when employees receive less than others, but not when they receive more than others.

Accepted Answer

A) True 
 B)False

Question 16

Having a formalized way of appealing the decision of managers to a higher authority is a form of procedural justice.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following increases the future probability of behaviour by removing a negative stimulus after the desired behaviour occurs?

Accepted Answer

A) Intrinsic motivators 
B) Extinction 
C) Positive reinforcement 
D) Negative reinforcement 
E) Punishment 
A) Intrinsic motivators 
B) Extinction 
C) Positive reinforcement 
D) Negative reinforcement 
E) Punishment

Question 18

In most situations, we should follow desired behaviour withand follow undesirable behaviour with_.

Accepted Answer

A) negative reinforcement; positive reinforcement 
B) punishment; positive reinforcement 
C) extinction; punishment 
D) positive reinforcement; extinction 
E) positive reinforcement; punishment 
A) negative reinforcement; positive reinforcement 
B) punishment; positive reinforcement 
C) extinction; punishment 
D) positive reinforcement; extinction 
E) positive reinforcement; punishment

Question 19

A large manufacturer of Internet hardware wants to hire an executive who will help develop the firm's marketing division. This executive must be a 'team player' by working with other executives. The successful candidate will also delegate more responsibility to the marketing professionals, but is responsible for making tough decisions regarding allocation of limited budgets. Describe the level of need for achievement, affiliation, and socialized and personalized power that the ideal candidate would have for this position. Your answer should also briefly define these terms.

Accepted Answer

To answer this question, students need t

Question 20

One way to increase a person's P-to-O expectancy is to measure his or her job performance more accurately.

Accepted Answer

A) True 
 B)False

Individual differences explain why needs can be "learned" to some extent.

In the context of motivation, drives are also called primary needs, fundamental needs, or innate needs.

Which motivation theory is based on the idea that work effort is directed towards behaviours that people believe will lead to desired outcomes?

Positive organizational behaviour focuses on teaching students the correct behaviours expected of them in modern work organizations.

Effective feedback is all of the following EXCEPT

According to expectancy theory, linking valued rewards to higher job performance mainly increases motivation by:

When people experience procedural injustice, they are more likely to

Which of the following actions would increase employee motivation mainly by enhancing their effort-to-performance expectancy?

People with a high need for affiliation tend to be more effective in jobs that allocate scarce resources among employees.

According to equity theory, feelings of inequity can be reduced by all of the following EXCEPT:

Four-drive theory is one of the few theories of motivation that recognizes the central role of human emotions in the motivation process. Explain how four-drive theory applies emotions to employee motivation.

According to equity theory

Goal setting potentially improves employee performance by increasing motivation and clarifying role perceptions.

Organizational behaviour modification emphasizes human thoughts rather than the environment as the source of all learning.

Feelings of inequity occur when employees receive less than others, but not when they receive more than others.

Having a formalized way of appealing the decision of managers to a higher authority is a form of procedural justice.

Which of the following increases the future probability of behaviour by removing a negative stimulus after the desired behaviour occurs?

In most situations, we should follow desired behaviour withand follow undesirable behaviour with_.

One way to increase a person's P-to-O expectancy is to measure his or her job performance more accurately.

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

Individual differences explain why needs can be "learned" to some extent.

In the context of motivation, drives are also called primary needs, fundamental needs, or innate needs.

Which motivation theory is based on the idea that work effort is directed towards behaviours that people believe will lead to desired outcomes?

Positive organizational behaviour focuses on teaching students the correct behaviours expected of them in modern work organizations.

Effective feedback is all of the following EXCEPT

According to expectancy theory, linking valued rewards to higher job performance mainly increases motivation by:

When people experience procedural injustice, they are more likely to

Which of the following actions would increase employee motivation mainly by enhancing their effort-to-performance expectancy?

People with a high need for affiliation tend to be more effective in jobs that allocate scarce resources among employees.

According to equity theory, feelings of inequity can be reduced by all of the following EXCEPT:

Four-drive theory is one of the few theories of motivation that recognizes the central role of human emotions in the motivation process. Explain how four-drive theory applies emotions to employee motivation.

According to equity theory

Goal setting potentially improves employee performance by increasing motivation and clarifying role perceptions.

Organizational behaviour modification emphasizes human thoughts rather than the environment as the source of all learning.

Feelings of inequity occur when employees receive less than others, but not when they receive more than others.

Having a formalized way of appealing the decision of managers to a higher authority is a form of procedural justice.

Which of the following increases the future probability of behaviour by removing a negative stimulus after the desired behaviour occurs?

In most situations, we should follow desired behaviour withand follow undesirable behaviour with_.

One way to increase a person's P-to-O expectancy is to measure his or her job performance more accurately.

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