Question 1

Alderfer's ERG theory of motivation and Maslow's need hierarchy are similar in many respects.Describe the primary differences between these two theories.

Accepted Answer

In addition to a difference in the numbe

Question 2

Describe atleast five benefits of Organizational justice.

Accepted Answer

Procedural justice has been shown to hav

Question 3

The expectancy theory of motivation considers two levels of outcomes.These are _______________.

Accepted Answer

A) intrinsic and extrinsic 
B) first-and second-level 
C) hygiene and motivating 
D) positive and negative 
A) intrinsic and extrinsic 
B) first-and second-level 
C) hygiene and motivating 
D) positive and negative

Question 4

Within Herzberg's two-factor theory,"motivators" include all of the following except _______________.

Accepted Answer

A) meaningful work 
B) feeling of achievement 
C) opportunities for growth 
D) Pay 
A) meaningful work 
B) feeling of achievement 
C) opportunities for growth 
D) Pay

Question 5

Does the concept of valence apply to first or second order needs? Justify your answer.

Accepted Answer

The valence concept applies to first-and

Question 6

Equity theory proposes that when inequity exists,a person may be motivated to restore equity by _______________.

Accepted Answer

A) changing inputs 
B) changing the reference person 
C) changing the situation 
D) All of the above 
A) changing inputs 
B) changing the reference person 
C) changing the situation 
D) All of the above

Question 7

The essence of equity theory is that employees compare their efforts and rewards with those of others in similar work situations.

Accepted Answer

A) True 
 B)False

Question 8

Applying Herzberg's two-factor theory,an employee who is paid well,has job security,has good relationships with co-workers and the supervisor but is not given any challenging assignments and is very bored with his/her job is likely to have _______________.

Accepted Answer

A) low job dissatisfaction,high job satisfaction 
B) high job dissatisfaction,low job satisfaction 
C) low job dissatisfaction,low job satisfaction 
D) high job dissatisfaction,high job satisfaction 
A) low job dissatisfaction,high job satisfaction 
B) high job dissatisfaction,low job satisfaction 
C) low job dissatisfaction,low job satisfaction 
D) high job dissatisfaction,high job satisfaction

Question 9

Use expectancy theory of motivation to describe when may a manager expect to observe high levels of motivation?

Accepted Answer

While answers will vary,all should defin

Question 10

Herzberg's two-factor theory of motivation presents a view that job satisfaction results from the presence of extrinsic motivators.

Accepted Answer

A) True 
 B)False

Question 11

Provide a summary of the four content theories of motivation presented in the text.

Accepted Answer

Each of the four content theories explai

Question 12

What is organizational justice? Describe its primary components and provide an organizational example of each.

Accepted Answer

Examples will vary however definitions s

Question 13

Joe believes that his department has not been allocated a fair portion of the organization's research budget.This may be considered a perception of low _______________.

Accepted Answer

A) administrative justice 
B) procedural justice 
C) distributive justice 
D) process justice 
A) administrative justice 
B) procedural justice 
C) distributive justice 
D) process justice

Question 14

John believes that employees are treated arbitrarily and inconsistently.This may be considered a perception of low _______________.

Accepted Answer

A) administrative justice 
B) procedural justice 
C) distributive justice 
D) process justice 
A) administrative justice 
B) procedural justice 
C) distributive justice 
D) process justice

Question 15

One apparent weakness of Herzberg's two-factor theory of motivation is that its findings haven't been replicated by other researchers.

Accepted Answer

A) True 
 B)False

Question 16

Alderfer's ERG theory of motivation differs from Maslow's need hierarchy _______________.

Accepted Answer

A) on how the "comparison other" are determined 
B) on how people move through the different levels of needs 
C) on what is considered a dissatisfier 
D) All of the above 
A) on how the "comparison other" are determined 
B) on how people move through the different levels of needs 
C) on what is considered a dissatisfier 
D) All of the above

Question 17

Using McClelland's prescriptions,a manager trying to develop a positive high need for affiliation would be encouraged to all of the following except: _______________.

Accepted Answer

A) Point out models of achievement to employees.Identify and publicize the accomplishments of achievement heroes-the successful people,the winners-and use them as models 
B) Arrange job tasks so that employees receive periodic feedback on performance,providing information that enables them to make modifications or corrections 
C) Introduce realism into all work-related topics: promotion,rewards,transfer,development opportunities,and team membership opportunities.Employees should think in realistic terms and think positively about how they can accomplish goals 
D) None of the above 
A) Point out models of achievement to employees.Identify and publicize the accomplishments of achievement heroes-the successful people,the winners-and use them as models 
B) Arrange job tasks so that employees receive periodic feedback on performance,providing information that enables them to make modifications or corrections 
C) Introduce realism into all work-related topics: promotion,rewards,transfer,development opportunities,and team membership opportunities.Employees should think in realistic terms and think positively about how they can accomplish goals 
D) None of the above

Question 18

What approaches might a manager use to ensure high levels of informational justice during an impending layoff?

Accepted Answer

Some approaches that managers can take t

Question 19

Process motivation theories include Herzberg's,Vroom's and Skinners' work.

Accepted Answer

A) True 
 B)False

Question 20

_______________ refers to the perceived equity or fairness of the organization's processes and procedures used to make resource and allocation decisions.

Accepted Answer

A) Organizational justice 
B) Procedural justice 
C) Distributive justice 
D) Process justice 
A) Organizational justice 
B) Procedural justice 
C) Distributive justice 
D) Process justice

Alderfer's ERG theory of motivation and Maslow's need hierarchy are similar in many respects.Describe the primary differences between these two theories.

Describe atleast five benefits of Organizational justice.

The expectancy theory of motivation considers two levels of outcomes.These are _______________.

Within Herzberg's two-factor theory,"motivators" include all of the following except _______________.

Does the concept of valence apply to first or second order needs? Justify your answer.

Equity theory proposes that when inequity exists,a person may be motivated to restore equity by _______________.

The essence of equity theory is that employees compare their efforts and rewards with those of others in similar work situations.

Applying Herzberg's two-factor theory,an employee who is paid well,has job security,has good relationships with co-workers and the supervisor but is not given any challenging assignments and is very bored with his/her job is likely to have _______________.

Use expectancy theory of motivation to describe when may a manager expect to observe high levels of motivation?

Herzberg's two-factor theory of motivation presents a view that job satisfaction results from the presence of extrinsic motivators.

Provide a summary of the four content theories of motivation presented in the text.

What is organizational justice? Describe its primary components and provide an organizational example of each.

Joe believes that his department has not been allocated a fair portion of the organization's research budget.This may be considered a perception of low _______________.

John believes that employees are treated arbitrarily and inconsistently.This may be considered a perception of low _______________.

One apparent weakness of Herzberg's two-factor theory of motivation is that its findings haven't been replicated by other researchers.

Alderfer's ERG theory of motivation differs from Maslow's need hierarchy _______________.

Using McClelland's prescriptions,a manager trying to develop a positive high need for affiliation would be encouraged to all of the following except: _______________.

What approaches might a manager use to ensure high levels of informational justice during an impending layoff?

Process motivation theories include Herzberg's,Vroom's and Skinners' work.

_______________ refers to the perceived equity or fairness of the organization's processes and procedures used to make resource and allocation decisions.

Managing Effective Organizations

Organizational Culture

Managing Globally

Individual Behavior and Differences

Motivation: Organizational Applications

Managing Workplace Stress

Group and Team Behavior

Conflict and Negotiation

Power and Politics

Leadership: Fundamentals

Leadership: Emerging Perspectives

Work Design

Organization Structure

Managing Communication

Decision Making

Managing Organizational Change and Learning

Filters

Exam 5: Motivation: Background and Theories

Alderfer's ERG theory of motivation and Maslow's need hierarchy are similar in many respects.Describe the primary differences between these two theories.

Describe atleast five benefits of Organizational justice.

The expectancy theory of motivation considers two levels of outcomes.These are _______________.

Within Herzberg's two-factor theory,"motivators" include all of the following except _______________.

Does the concept of valence apply to first or second order needs? Justify your answer.

Equity theory proposes that when inequity exists,a person may be motivated to restore equity by _______________.

The essence of equity theory is that employees compare their efforts and rewards with those of others in similar work situations.

Applying Herzberg's two-factor theory,an employee who is paid well,has job security,has good relationships with co-workers and the supervisor but is not given any challenging assignments and is very bored with his/her job is likely to have _______________.

Use expectancy theory of motivation to describe when may a manager expect to observe high levels of motivation?

Herzberg's two-factor theory of motivation presents a view that job satisfaction results from the presence of extrinsic motivators.

Provide a summary of the four content theories of motivation presented in the text.

What is organizational justice? Describe its primary components and provide an organizational example of each.

Joe believes that his department has not been allocated a fair portion of the organization's research budget.This may be considered a perception of low _______________.

John believes that employees are treated arbitrarily and inconsistently.This may be considered a perception of low _______________.

One apparent weakness of Herzberg's two-factor theory of motivation is that its findings haven't been replicated by other researchers.

Alderfer's ERG theory of motivation differs from Maslow's need hierarchy _______________.

Using McClelland's prescriptions,a manager trying to develop a positive high need for affiliation would be encouraged to all of the following except: _______________.

What approaches might a manager use to ensure high levels of informational justice during an impending layoff?

Process motivation theories include Herzberg's,Vroom's and Skinners' work.

_______________ refers to the perceived equity or fairness of the organization's processes and procedures used to make resource and allocation decisions.

Managing Effective Organizations

Organizational Culture

Managing Globally

Individual Behavior and Differences

Motivation: Organizational Applications

Managing Workplace Stress

Group and Team Behavior

Conflict and Negotiation

Power and Politics

Leadership: Fundamentals

Leadership: Emerging Perspectives

Work Design

Organization Structure

Managing Communication

Decision Making

Managing Organizational Change and Learning

Filters