Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

Maslow's needs hierarchy theory incorporates only five basic categories.

Accepted Answer

A) True 
 B)False

Question 3

Balanced scorecards are used mainly to measure performance of production employees.

Accepted Answer

A) True 
 B)False

Question 4

According to expectancy theory,communicating the existence of a performance-based reward system motivates employees by increasing their outcome valences.

Accepted Answer

A) True 
 B)False

Question 5

The balanced scorecard is a performance measurement system that rewards people on several factors.

Accepted Answer

A) True 
 B)False

Question 6

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

Accepted Answer

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

Question 7

Strength-based coaching is also known as appreciative coaching.

Accepted Answer

A) True 
 B)False

Question 8

According to equity theory:

Accepted Answer

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

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

Goal setting is most effective when:

Accepted Answer

A)  the supervisor sets the goals before discussing them with the employee. 
B)  the goals stretch the employee's abilities and motivation. 
C)  the goal statements are general rather than specific. 
D)  All of the answers are correct. 
E)  the supervisor sets the goals before discussing them with the employee and the goals stretch the employee's abilities and motivation. 
A)  the supervisor sets the goals before discussing them with the employee. 
B)  the goals stretch the employee's abilities and motivation. 
C)  the goal statements are general rather than specific. 
D)  All of the answers are correct. 
E)  the supervisor sets the goals before discussing them with the employee and the goals stretch the employee's abilities and motivation.

Question 11

According to equity theory,employees feel inequity only when other people receive higher salaries than they do.

Accepted Answer

A) True 
 B)False

Question 12

Your organization wants to improve employee motivation.Employees already have strong P-to-O expectancies and the outcome valences are quite favourable for strong performance,but they seem to have a low E-to-P expectancy.Identify three distinct types of strategies that would potentially increase employee motivation by improving the E-to-P expectancy.

Accepted Answer

The E-to-P expectancy may be improved ge

Question 13

According to learned needs theory,companies should hire leaders with a strong need for personalized power.

Accepted Answer

A) True 
 B)False

Question 14

Overreward inequity occurs whenever other people receive less money than you do.

Accepted Answer

A) True 
 B)False

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

Research has concluded that punishment and negative reinforcement should never be used in organizational settings.

Accepted Answer

A) True 
 B)False

Question 17

David McClelland's research on need for achievement concluded that all needs are instinctive and fixed for life.

Accepted Answer

A) True 
 B)False

Question 18

Individualizing rewards enhances which expectancy theory component?

Accepted Answer

A)  performance expectancy 
B)  E-to-O expectancy 
C)  Valences of outcomes 
D)  E-to-P expectancy 
E)  V-to-E outcomes 
A)  performance expectancy 
B)  E-to-O expectancy 
C)  Valences of outcomes 
D)  E-to-P expectancy 
E)  V-to-E outcomes

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization?

Accepted Answer

A)  Expectancy theory 
B)  Equity theory 
C)  Needs-based theory 
D)  Need theory 
E)  Goal setting 
A)  Expectancy theory 
B)  Equity theory 
C)  Needs-based theory 
D)  Need theory 
E)  Goal setting

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

Maslow's needs hierarchy theory incorporates only five basic categories.

Balanced scorecards are used mainly to measure performance of production employees.

According to expectancy theory,communicating the existence of a performance-based reward system motivates employees by increasing their outcome valences.

The balanced scorecard is a performance measurement system that rewards people on several factors.

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

Strength-based coaching is also known as appreciative coaching.

According to equity theory:

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

Goal setting is most effective when:

According to equity theory,employees feel inequity only when other people receive higher salaries than they do.

According to learned needs theory,companies should hire leaders with a strong need for personalized power.

Overreward inequity occurs whenever other people receive less money than you do.

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

Research has concluded that punishment and negative reinforcement should never be used in organizational settings.

David McClelland's research on need for achievement concluded that all needs are instinctive and fixed for life.

Individualizing rewards enhances which expectancy theory component?

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

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization?

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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

Understanding and Managing Workplace Conflict

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change Additional Cases

Filters

Exam 5: Foundations of Employee Motivation

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

Maslow's needs hierarchy theory incorporates only five basic categories.

Balanced scorecards are used mainly to measure performance of production employees.

According to expectancy theory,communicating the existence of a performance-based reward system motivates employees by increasing their outcome valences.

The balanced scorecard is a performance measurement system that rewards people on several factors.

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

Strength-based coaching is also known as appreciative coaching.

According to equity theory:

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

Goal setting is most effective when:

According to equity theory,employees feel inequity only when other people receive higher salaries than they do.

According to learned needs theory,companies should hire leaders with a strong need for personalized power.

Overreward inequity occurs whenever other people receive less money than you do.

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

Research has concluded that punishment and negative reinforcement should never be used in organizational settings.

David McClelland's research on need for achievement concluded that all needs are instinctive and fixed for life.

Individualizing rewards enhances which expectancy theory component?

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

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization?

Introduction to the Field of Organizational Behaviour

Individual Behaviour, 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

Understanding and Managing Workplace Conflict

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change Additional Cases

Filters