Question 1

Feedback to employees is most effective when it is frequent, credible, and general.

Accepted Answer

A) True 
 B)False

Question 2

Briefly describe four-drive theory and explain how drives influence employee motivation.

Accepted Answer

Four-drive theory states that everyone h

Question 3

Studies have concluded that people progress through Maslow's Needs Hierarchy as predicted.

Accepted Answer

A) True 
 B)False

Question 4

Needs hierarchy theory explains how people develop perceptions of fairness in the distribution and exchange of resources.

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

To learn about their progress towards goal accomplishment, employees usually prefer:

Accepted Answer

A) nonsocial feedback sources. 
B) multisource feedback. 
C) customer surveys. 
D) nonverbal communication. 
E) positive feedback. 
A) nonsocial feedback sources. 
B) multisource feedback. 
C) customer surveys. 
D) nonverbal communication. 
E) positive feedback.

Question 7

ABC Corporation recently held a "Vision Day" event in which all of their employees formed teams to develop 60-second videos for management around how the company is making lives better.Shortly after, their CEO was quoted as saying "We try to get the best out of everybody." "Vision Day" was an exercise attempting to increase:

Accepted Answer

A) positive public relations. 
B) feedback from management. 
C) employee engagement. 
D) behavior modification. 
E) goal setting. 
A) positive public relations. 
B) feedback from management. 
C) employee engagement. 
D) behavior modification. 
E) goal setting.

Question 8

Maslow's needs hierarchy theory was dismissed by experts more than three decades ago, yet Maslow's writing has had a lasting and valuable effect by advocating a more holistic, humanistic, and positive approach to human motivation.Discuss these three approaches and point out how they were applied in Maslow's needs hierarchy theory.

Accepted Answer

Holistic perspective of motivation: Masl

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

Combining goal setting with monetary incentives motivates many employees to set difficult goals that are hard to achieve.

Accepted Answer

A) True 
 B)False

Question 11

The most effective reinforcement schedule for learning new tasks is variable ratio schedule.

Accepted Answer

A) True 
 B)False

Question 12

Self-concept, social norms, and past experiences help us to:

Accepted Answer

A) have a fixed level of drive-based emotions. 
B) fully regulate our decisions and behaviors. 
C) minimize cognitive dissonances. 
D) make unemotional decisions based on reason and logic. 
E) have stronger or weaker needs by amplifying or suppressing emotions. 
A) have a fixed level of drive-based emotions. 
B) fully regulate our decisions and behaviors. 
C) minimize cognitive dissonances. 
D) make unemotional decisions based on reason and logic. 
E) have stronger or weaker needs by amplifying or suppressing emotions.

Question 13

Jessie and Paul have worked in the same office at DEF Insurance LLC for 6 years.Jessie has always taken extra care to follow the office norms and ensure that everyone has a happy and harmonious working experience.Paul has been very driven during his years at DEF Insurance, and though he started as an insurance agent, he has since been promoted to the agency manager and proudly displays all of his awards on the wall of his new office.According to four drive theory, Paul most likely has a high:

Accepted Answer

A) drive to acquire. 
B) drive to comprehend. 
C) drive to defend. 
D) drive to accept. 
E) drive to control. 
A) drive to acquire. 
B) drive to comprehend. 
C) drive to defend. 
D) drive to accept. 
E) drive to control.

Question 14

Goal setting is most effective when:

Accepted Answer

A) goals are measured in quantitative, qualitative, and cost terms. 
B) the goals do not stretch the employee's abilities and motivation. 
C) the goal statements are general rather than specific. 
D) the intensity of employee effort is minimal. 
E) it does not compel people to increase the persistence of their work effort. 
A) goals are measured in quantitative, qualitative, and cost terms. 
B) the goals do not stretch the employee's abilities and motivation. 
C) the goal statements are general rather than specific. 
D) the intensity of employee effort is minimal. 
E) it does not compel people to increase the persistence of their work effort.

Question 15

Multisource feedback is information about an employee's performance, collected from a full circle of people, including subordinates, peers, supervisors, and customers.

Accepted Answer

A) True 
 B)False

Question 16

Four-drive theory recommends keeping all four drives in balance; that is, organizations should avoid too much or too little opportunity to fulfill each drive.

Accepted Answer

A) True 
 B)False

Question 17

The optimal level difficulty of a goal:

Accepted Answer

A) occurs when the goal is challenging but not impossible. 
B) is the most challenging goal that the company can possibly imagine. 
C) occurs only when employees set their own goal. 
D) is the point at which the employees exert minimal effort to achieve a certain outcome. 
E) occurs when the employees work using alternate work arrangements. 
A) occurs when the goal is challenging but not impossible. 
B) is the most challenging goal that the company can possibly imagine. 
C) occurs only when employees set their own goal. 
D) is the point at which the employees exert minimal effort to achieve a certain outcome. 
E) occurs when the employees work using alternate work arrangements.

Question 18

The concept of employee engagement is related to motivation, but not to role clarity.

Accepted Answer

A) True 
 B)False

Question 19

Behavior is learned only through personal interaction with the environment.

Accepted Answer

A) True 
 B)False

Question 20

Equity theory research has found that employees who feel over-rewarded tend to alter their perceptions of inputs and outcomes rather than attempt to actually change them.

Accepted Answer

A) True 
 B)False

Feedback to employees is most effective when it is frequent, credible, and general.

Briefly describe four-drive theory and explain how drives influence employee motivation.

Studies have concluded that people progress through Maslow's Needs Hierarchy as predicted.

Needs hierarchy theory explains how people develop perceptions of fairness in the distribution and exchange of resources.

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

To learn about their progress towards goal accomplishment, employees usually prefer:

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

Combining goal setting with monetary incentives motivates many employees to set difficult goals that are hard to achieve.

The most effective reinforcement schedule for learning new tasks is variable ratio schedule.

Self-concept, social norms, and past experiences help us to:

Goal setting is most effective when:

Multisource feedback is information about an employee's performance, collected from a full circle of people, including subordinates, peers, supervisors, and customers.

Four-drive theory recommends keeping all four drives in balance; that is, organizations should avoid too much or too little opportunity to fulfill each drive.

The optimal level difficulty of a goal:

The concept of employee engagement is related to motivation, but not to role clarity.

Behavior is learned only through personal interaction with the environment.

Equity theory research has found that employees who feel over-rewarded tend to alter their perceptions of inputs and outcomes rather than attempt to actually change them.

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

Feedback to employees is most effective when it is frequent, credible, and general.

Briefly describe four-drive theory and explain how drives influence employee motivation.

Studies have concluded that people progress through Maslow's Needs Hierarchy as predicted.

Needs hierarchy theory explains how people develop perceptions of fairness in the distribution and exchange of resources.

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

To learn about their progress towards goal accomplishment, employees usually prefer:

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

Combining goal setting with monetary incentives motivates many employees to set difficult goals that are hard to achieve.

The most effective reinforcement schedule for learning new tasks is variable ratio schedule.

Self-concept, social norms, and past experiences help us to:

Goal setting is most effective when:

Multisource feedback is information about an employee's performance, collected from a full circle of people, including subordinates, peers, supervisors, and customers.

Four-drive theory recommends keeping all four drives in balance; that is, organizations should avoid too much or too little opportunity to fulfill each drive.

The optimal level difficulty of a goal:

The concept of employee engagement is related to motivation, but not to role clarity.

Behavior is learned only through personal interaction with the environment.

Equity theory research has found that employees who feel over-rewarded tend to alter their perceptions of inputs and outcomes rather than attempt to actually change them.

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