Question 1

Distributive justice reflects the perceived fairness of how resources and rewards are distributed.

Accepted Answer

A) True 
 B)False

Question 2

Achievement-motivated people prefer to work on highly difficult tasks.

Accepted Answer

A) True 
 B)False

Question 3

According to equity theory, job security is an outcome in the individual-organization exchange relationship.

Accepted Answer

A) True 
 B)False

Question 4

Ken recently completed his MBA degree. He has received two job offers. Which of the following theories is most useful in predicting the choice that Ken will make?

Accepted Answer

A) Expectancy theory 
B) Goal setting theory 
C) Behavior modification theory 
D) Equity theory 
E) Cognitive dissonance theory 
A) Expectancy theory 
B) Goal setting theory 
C) Behavior modification theory 
D) Equity theory 
E) Cognitive dissonance theory

Question 5

A characteristic of high achievers is that they:

Accepted Answer

A) prefer working on tasks of extreme difficulty. 
B) prefer situations in which their performance is due to their own efforts. 
C) desire feedback on their failures but not their successes. 
D) desire feedback on their successes but not their failures. 
E) like to compete against people who are much more skilled than they are. 
A) prefer working on tasks of extreme difficulty. 
B) prefer situations in which their performance is due to their own efforts. 
C) desire feedback on their failures but not their successes. 
D) desire feedback on their successes but not their failures. 
E) like to compete against people who are much more skilled than they are.

Question 6

Describe the need for achievement, need for affiliation, and need for power as discussed in McClelland's Need Theory. Discuss the managerial implications of McClelland's needs.

Accepted Answer

The need for achievement represents the

Question 7

Ted was dissatisfied with his job. He said that the company policy, supervision, and working conditions were responsible for his dissatisfaction. According to Frederick Herzberg's theory, these extrinsic factors that create job dissatisfaction are called:

Accepted Answer

A) motivators. 
B) hygiene factors. 
C) affiliation factors. 
D) wellness factors. 
E) achievement factors. 
A) motivators. 
B) hygiene factors. 
C) affiliation factors. 
D) wellness factors. 
E) achievement factors.

Question 8

According to Vroom's expectancy theory, _____ represents an individual's belief that a particular outcome is contingent on accomplishing a specific level of performance.

Accepted Answer

A) goal difficulty 
B) valence 
C) instrumentality 
D) self-esteem 
E) expectancy 
A) goal difficulty 
B) valence 
C) instrumentality 
D) self-esteem 
E) expectancy

Question 9

People with a high need for affiliation prefer to spend more time maintaining social relationships, joining groups, and wanting to be loved.

Accepted Answer

A) True 
 B)False

Question 10

Needs are physiological or psychological deficiencies that arouse behavior.

Accepted Answer

A) True 
 B)False

Question 11

_____ holds that people are motivated to behave in ways that produce desired combinations of expected outcomes.

Accepted Answer

A) Equity theory 
B) Expectancy theory 
C) Management by objective 
D) Goal setting theory 
E) Cognitive dissonance theory 
A) Equity theory 
B) Expectancy theory 
C) Management by objective 
D) Goal setting theory 
E) Cognitive dissonance theory

Question 12

_____ is defined as the perceived fairness of the process used to make decisions regarding the allocation of rewards and resources.

Accepted Answer

A) Interactional justice 
B) Positive inequity 
C) Negative inequity 
D) Procedural justice 
E) Distributive justice 
A) Interactional justice 
B) Positive inequity 
C) Negative inequity 
D) Procedural justice 
E) Distributive justice

Question 13

Define a goal. Explain the motivational mechanisms of goal-setting.

Accepted Answer

If you are here and your goal is out the

Question 14

According to equity theory, _____ is an input in the employee-employer exchange.

Accepted Answer

A) a challenging assignment 
B) skill 
C) pay 
D) job security 
E) a safe working environment 
A) a challenging assignment 
B) skill 
C) pay 
D) job security 
E) a safe working environment

Question 15

A person can alter his/her sense of equity either behaviorally or cognitively.

Accepted Answer

A) True 
 B)False

Question 16

According to Vroom's expectancy theory, _____ represents an individual's belief that a particular degree of effort will be followed by a particular level of performance.

Accepted Answer

A) goal difficulty 
B) valence 
C) instrumentality 
D) self-esteem 
E) expectancy 
A) goal difficulty 
B) valence 
C) instrumentality 
D) self-esteem 
E) expectancy

Question 17

An instrumentality of -1.0 indicates attainment of a particular outcome is totally dependent on task performance.

Accepted Answer

A) True 
 B)False

Question 18

Explain the three concepts within Vroom's model.

Accepted Answer

The three key concepts within Vroom's mo

Question 19

The _____ is defined as the desire to spend time in social relationships and activities.

Accepted Answer

A) need for achievement 
B) safety need 
C) need for power 
D) need for affiliation 
E) self-actualization need 
A) need for achievement 
B) safety need 
C) need for power 
D) need for affiliation 
E) self-actualization need

Question 20

Content theories of motivation focus on identifying internal factors influencing motivation.

Accepted Answer

A) True 
 B)False

Distributive justice reflects the perceived fairness of how resources and rewards are distributed.

Achievement-motivated people prefer to work on highly difficult tasks.

According to equity theory, job security is an outcome in the individual-organization exchange relationship.

Ken recently completed his MBA degree. He has received two job offers. Which of the following theories is most useful in predicting the choice that Ken will make?

A characteristic of high achievers is that they:

Describe the need for achievement, need for affiliation, and need for power as discussed in McClelland's Need Theory. Discuss the managerial implications of McClelland's needs.

Ted was dissatisfied with his job. He said that the company policy, supervision, and working conditions were responsible for his dissatisfaction. According to Frederick Herzberg's theory, these extrinsic factors that create job dissatisfaction are called:

According to Vroom's expectancy theory, _____ represents an individual's belief that a particular outcome is contingent on accomplishing a specific level of performance.

People with a high need for affiliation prefer to spend more time maintaining social relationships, joining groups, and wanting to be loved.

Needs are physiological or psychological deficiencies that arouse behavior.

_____ holds that people are motivated to behave in ways that produce desired combinations of expected outcomes.

_____ is defined as the perceived fairness of the process used to make decisions regarding the allocation of rewards and resources.

Define a goal. Explain the motivational mechanisms of goal-setting.

According to equity theory, _____ is an input in the employee-employer exchange.

A person can alter his/her sense of equity either behaviorally or cognitively.

According to Vroom's expectancy theory, _____ represents an individual's belief that a particular degree of effort will be followed by a particular level of performance.

An instrumentality of -1.0 indicates attainment of a particular outcome is totally dependent on task performance.

Explain the three concepts within Vroom's model.

The _____ is defined as the desire to spend time in social relationships and activities.

Content theories of motivation focus on identifying internal factors influencing motivation.

Organizational Behavior: The Quest for People-Centered Organizations and Ethical Conduct

Managing Diversity: Releasing Every Employees Potential

Organizational Culture, Socialization, and Mentoring

International OB: Managing Across Cultures

Key Individual Differences and the Road to Success

Values, Attitudes, Job Satisfaction, and Counter-Productive Work Behaviors

Social Perception and Attributions

Improving Job Performance With Goals, Feedback, Rewards, and Positive Reinforcement

Group Dynamics

Developing and Leading Effective Teams

Individual and Group Decision Making

Managing Conflict and Negotiating

Communicating in the Digital Age

Influence, Empowerment, and Politics

Leadership

Organizational Design, Effectiveness, and Innovation

Managing Change and Stress

Filters

Exam 8: Foundations of Motivation

Distributive justice reflects the perceived fairness of how resources and rewards are distributed.

Achievement-motivated people prefer to work on highly difficult tasks.

According to equity theory, job security is an outcome in the individual-organization exchange relationship.

Ken recently completed his MBA degree. He has received two job offers. Which of the following theories is most useful in predicting the choice that Ken will make?

A characteristic of high achievers is that they:

Describe the need for achievement, need for affiliation, and need for power as discussed in McClelland's Need Theory. Discuss the managerial implications of McClelland's needs.

Ted was dissatisfied with his job. He said that the company policy, supervision, and working conditions were responsible for his dissatisfaction. According to Frederick Herzberg's theory, these extrinsic factors that create job dissatisfaction are called:

According to Vroom's expectancy theory, _____ represents an individual's belief that a particular outcome is contingent on accomplishing a specific level of performance.

People with a high need for affiliation prefer to spend more time maintaining social relationships, joining groups, and wanting to be loved.

Needs are physiological or psychological deficiencies that arouse behavior.

_____ holds that people are motivated to behave in ways that produce desired combinations of expected outcomes.

_____ is defined as the perceived fairness of the process used to make decisions regarding the allocation of rewards and resources.

Define a goal. Explain the motivational mechanisms of goal-setting.

According to equity theory, _____ is an input in the employee-employer exchange.

A person can alter his/her sense of equity either behaviorally or cognitively.

According to Vroom's expectancy theory, _____ represents an individual's belief that a particular degree of effort will be followed by a particular level of performance.

An instrumentality of -1.0 indicates attainment of a particular outcome is totally dependent on task performance.

Explain the three concepts within Vroom's model.

The _____ is defined as the desire to spend time in social relationships and activities.

Content theories of motivation focus on identifying internal factors influencing motivation.

Organizational Behavior: The Quest for People-Centered Organizations and Ethical Conduct

Managing Diversity: Releasing Every Employees Potential

Organizational Culture, Socialization, and Mentoring

International OB: Managing Across Cultures

Key Individual Differences and the Road to Success

Values, Attitudes, Job Satisfaction, and Counter-Productive Work Behaviors

Social Perception and Attributions

Improving Job Performance With Goals, Feedback, Rewards, and Positive Reinforcement

Group Dynamics

Developing and Leading Effective Teams

Individual and Group Decision Making

Managing Conflict and Negotiating

Communicating in the Digital Age

Influence, Empowerment, and Politics

Leadership

Organizational Design, Effectiveness, and Innovation

Managing Change and Stress

Filters