Question 1

To learn about their progress towards goal accomplishment, employees usually prefer feedback from supervisors and other people over nonsocial sources.

Accepted Answer

A) True 
 B)False

Question 2

Describe the three ideas of social cognitive theory that are most relevant to employee motivation.

Accepted Answer

Learning behavioral outcomes.People lear

Question 3

Explain the four types of consequences identified by organizational behavior modification.

Accepted Answer

OB Mod identifies four types of conseque

Question 4

Four-drive theory recommends that organizations should:

Accepted Answer

A) encourage employees to fulfill one drive at a time. 
B) provide sufficient rewards, learning opportunities, and social interaction at the same time. 
C) only hire people with a strong drive to defend. 
D) create a work environment that routinely triggers the employee's drive to defend. 
E) encourage the desire for aesthetic beauty and the desire to know. 
A) encourage employees to fulfill one drive at a time. 
B) provide sufficient rewards, learning opportunities, and social interaction at the same time. 
C) only hire people with a strong drive to defend. 
D) create a work environment that routinely triggers the employee's drive to defend. 
E) encourage the desire for aesthetic beauty and the desire to know.

Question 5

Which of the following statements portrays the essence of appreciative coaching?

Accepted Answer

A) Managers should provide frequent corrective feedback to employees. 
B) Organizations should concentrate on maintaining a participative management style. 
C) Employees should openly discuss their problems with their managers. 
D) An organization should strike a balance between punishments and rewards. 
E) Managers should concentrate on the strengths of employees rather than their weaknesses. 
A) Managers should provide frequent corrective feedback to employees. 
B) Organizations should concentrate on maintaining a participative management style. 
C) Employees should openly discuss their problems with their managers. 
D) An organization should strike a balance between punishments and rewards. 
E) Managers should concentrate on the strengths of employees rather than their weaknesses.

Question 6

Which of the following is applied by supervisors when they stop criticizing employees whose substandard performance has improved?

Accepted Answer

A) Future probability 
B) Extinction 
C) Positive reinforcement 
D) Punishment 
E) Negative reinforcement 
A) Future probability 
B) Extinction 
C) Positive reinforcement 
D) Punishment 
E) Negative reinforcement

Question 7

The outcome/input ratio is the value of the inputs you provide divided by the value of the outcomes you receive in the exchange relationship.

Accepted Answer

A) True 
 B)False

Question 8

According to four-drive theory, organizations maximize motivation by focusing employees on opportunities to fulfill only one of the four drives.

Accepted Answer

A) True 
 B)False

Question 9

Jack Smith and Sam Clemens are neighbors who work as purchasing managers in different companies in the petrochemical industry.During one neighborly discussion, Jack learned that Sam's salary was nearly 15% higher than his even though their job duties were similar.Jack was upset about Sam's higher salary although he hid his emotions from Sam (after all, it wasn't Sam's fault that they received different salary levels).Jack was frustrated not only because Sam received a significantly higher salary, but also because Jack was certain that he worked longer hours and was more productive than Sam.According to equity theory research, what will Jack most likely do to reduce his upset feelings?

Accepted Answer

The textbook describes six possible cons

Question 10

Which of the following statements is true about situations involving equity judgments?

Accepted Answer

A) People avoid having a comparison other. 
B) People tend to be tolerant of situations where they are under-rewarded. 
C) People have a low E-to-P expectancy. 
D) People feel more comfortable in situations where they receive proportionately more than others. 
E) People believe that their outcome/input ratio should be similar to the outcome/input ratio of the comparison other. 
A) People avoid having a comparison other. 
B) People tend to be tolerant of situations where they are under-rewarded. 
C) People have a low E-to-P expectancy. 
D) People feel more comfortable in situations where they receive proportionately more than others. 
E) People believe that their outcome/input ratio should be similar to the outcome/input ratio of the comparison other.

Question 11

Which of the following components are enhanced by individualizing rewards?

Accepted Answer

A) Performance expectancies 
B) E-to-O expectancies 
C) Valences of outcomes 
D) E-to-P expectancies 
E) V-to-E outcomes 
A) Performance expectancies 
B) E-to-O expectancies 
C) Valences of outcomes 
D) E-to-P expectancies 
E) V-to-E outcomes

Question 12

Compliments or teasing received from co-workers when an employee wears safety goggles are referred to as consequences.

Accepted Answer

A) True 
 B)False

Question 13

Distributive justice increases directly with the extent that the decision allows voice, can be appealed, and has an unbiased decision maker.

Accepted Answer

A) True 
 B)False

Question 14

According to four-drive theory, social norms, past experience, and personal values translate emotional signals into goal-directed effort.

Accepted Answer

A) True 
 B)False

Question 15

Self-concept and past experiences regulate a person's motivated decisions and behavior, but social norms have little to no influence on them.

Accepted Answer

A) True 
 B)False

Question 16

According to four-drive theory, when observing something that is inconsistent with or beyond our current knowledge, we experience tension that causes us to block out the discrepancy.

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

Which of the following statements is true about the innate drives of people?

Accepted Answer

A) Drives refer to the secondary needs of individuals. 
B) Emotions that energize individuals to act on their environment produce drives. 
C) Drives include only the basic physiological essentials of individuals. 
D) Drives are the secondary sources of employee motivation. 
E) Drives are innate and universal to human beings. 
A) Drives refer to the secondary needs of individuals. 
B) Emotions that energize individuals to act on their environment produce drives. 
C) Drives include only the basic physiological essentials of individuals. 
D) Drives are the secondary sources of employee motivation. 
E) Drives are innate and universal to human beings.

Question 19

People with a high need for achievement tend to avoid risks and prefer working in teams.

Accepted Answer

A) True 
 B)False

Question 20

According to expectancy theory, which of the following would be a way to increase an employees' E-to-P expectancy?

Accepted Answer

A) Assure the employee that he or she has the necessary competencies. 
B) Measure job performance accurately. 
C) Provide examples of where good performance has resulted in higher rewards. 
D) Distribute rewards that employees value. 
E) Minimize the presence of countervailing outcomes. 
A) Assure the employee that he or she has the necessary competencies. 
B) Measure job performance accurately. 
C) Provide examples of where good performance has resulted in higher rewards. 
D) Distribute rewards that employees value. 
E) Minimize the presence of countervailing outcomes.

To learn about their progress towards goal accomplishment, employees usually prefer feedback from supervisors and other people over nonsocial sources.

Describe the three ideas of social cognitive theory that are most relevant to employee motivation.

Explain the four types of consequences identified by organizational behavior modification.

Four-drive theory recommends that organizations should:

Which of the following statements portrays the essence of appreciative coaching?

Which of the following is applied by supervisors when they stop criticizing employees whose substandard performance has improved?

The outcome/input ratio is the value of the inputs you provide divided by the value of the outcomes you receive in the exchange relationship.

According to four-drive theory, organizations maximize motivation by focusing employees on opportunities to fulfill only one of the four drives.

Which of the following statements is true about situations involving equity judgments?

Which of the following components are enhanced by individualizing rewards?

Compliments or teasing received from co-workers when an employee wears safety goggles are referred to as consequences.

Distributive justice increases directly with the extent that the decision allows voice, can be appealed, and has an unbiased decision maker.

According to four-drive theory, social norms, past experience, and personal values translate emotional signals into goal-directed effort.

Self-concept and past experiences regulate a person's motivated decisions and behavior, but social norms have little to no influence on them.

According to four-drive theory, when observing something that is inconsistent with or beyond our current knowledge, we experience tension that causes us to block out the discrepancy.

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

Which of the following statements is true about the innate drives of people?

People with a high need for achievement tend to avoid risks and prefer working in teams.

According to expectancy theory, which of the following would be a way to increase an employees' E-to-P expectancy?

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and 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

To learn about their progress towards goal accomplishment, employees usually prefer feedback from supervisors and other people over nonsocial sources.

Describe the three ideas of social cognitive theory that are most relevant to employee motivation.

Explain the four types of consequences identified by organizational behavior modification.

Four-drive theory recommends that organizations should:

Which of the following statements portrays the essence of appreciative coaching?

Which of the following is applied by supervisors when they stop criticizing employees whose substandard performance has improved?

The outcome/input ratio is the value of the inputs you provide divided by the value of the outcomes you receive in the exchange relationship.

According to four-drive theory, organizations maximize motivation by focusing employees on opportunities to fulfill only one of the four drives.

Which of the following statements is true about situations involving equity judgments?

Which of the following components are enhanced by individualizing rewards?

Compliments or teasing received from co-workers when an employee wears safety goggles are referred to as consequences.

Distributive justice increases directly with the extent that the decision allows voice, can be appealed, and has an unbiased decision maker.

According to four-drive theory, social norms, past experience, and personal values translate emotional signals into goal-directed effort.

Self-concept and past experiences regulate a person's motivated decisions and behavior, but social norms have little to no influence on them.

According to four-drive theory, when observing something that is inconsistent with or beyond our current knowledge, we experience tension that causes us to block out the discrepancy.

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

Which of the following statements is true about the innate drives of people?

People with a high need for achievement tend to avoid risks and prefer working in teams.

According to expectancy theory, which of the following would be a way to increase an employees' E-to-P expectancy?

Introduction to the Field of Organizational Behavior

Individual Behavior, Personality, and Values

Perceiving Ourselves and Others in Organizations

Workplace Emotions, Attitudes, and Stress

Applied Performance Practices

Decision Making and Creativity

Team Dynamics

Communicating in Teams and 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