Question 1

Most employers say that nowadays motivating employees is more challenging than it used to be.

Accepted Answer

A) True 
 B)False  True

Question 2

The main practical implication of four-drive theory is that:

Accepted Answer

A)  companies should ensure everyone fulfills their social needs before status needs. 
B)  companies should avoid offering rewards with a high valence. 
C)  people experience a sense of fairness in the process, not just the outcomes. 
D)  companies should provide a balanced opportunity for employees to acquire, bond, learn, and defend. 
E)  employees should receive 360-degree feedback rather than just from their supervisor. 
A)  companies should ensure everyone fulfills their social needs before status needs. 
B)  companies should avoid offering rewards with a high valence. 
C)  people experience a sense of fairness in the process, not just the outcomes. 
D)  companies should provide a balanced opportunity for employees to acquire, bond, learn, and defend. 
E)  employees should receive 360-degree feedback rather than just from their supervisor. D

Question 3

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

Accepted Answer

A) True 
 B)False  False

Question 4

Motivating employees is more challenging today than two decades ago because:

Accepted Answer

A)  employers have difficulty understanding the different needs and expectations that younger generation employees bring to the workplace. 
B)  there are more layers of management today, which makes it more difficult to motivate everyone in management positions. 
C)  corporate downsizing and reduced job security have damaged the levels of trust employees need to work beyond minimum levels. 
D)  All of the answers are correct. 
E)  employers have difficulty understanding the different needs and expectations that younger generation employees bring to the workplace, and corporate downsizing and reduced job security have damaged the levels of trust employees need to work beyond minimum levels. 
A)  employers have difficulty understanding the different needs and expectations that younger generation employees bring to the workplace. 
B)  there are more layers of management today, which makes it more difficult to motivate everyone in management positions. 
C)  corporate downsizing and reduced job security have damaged the levels of trust employees need to work beyond minimum levels. 
D)  All of the answers are correct. 
E)  employers have difficulty understanding the different needs and expectations that younger generation employees bring to the workplace, and corporate downsizing and reduced job security have damaged the levels of trust employees need to work beyond minimum levels.

Question 5

Which of these is found in the expectancy theory model?

Accepted Answer

A)  P-to-O expectancy 
B)  E-to-F expectancy 
C)  V-to-E expectancy 
D)  P-to-E expectancy 
E)  O-to-P expectancy 
A)  P-to-O expectancy 
B)  E-to-F expectancy 
C)  V-to-E expectancy 
D)  P-to-E expectancy 
E)  O-to-P expectancy

Question 6

Compared with supervisor-only feedback,360-degree feedback tends to be:

Accepted Answer

A)  less accurate. 
B)  less relevant to the employee's actual performance. 
C)  less ambiguous. 
D)  All of the answers are correct. 
E)  None of the answers apply. 
A)  less accurate. 
B)  less relevant to the employee's actual performance. 
C)  less ambiguous. 
D)  All of the answers are correct. 
E)  None of the answers apply.

Question 7

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 and humanistic approach to human motivation.Discuss these two elements and point out how they were applied in Maslow's needs hierarchy theory.

Accepted Answer

Students should describe each of these t

Question 8

Motivation is closely related to the concept of employee engagement.

Accepted Answer

A) True 
 B)False

Question 9

Expectations of new workforce entrants have:

Accepted Answer

A)  made employee motivation less relevant as an influence on job performance. 
B)  made it less difficult to motivate employees using financial rewards. 
C)  made it more difficult to identify what motivates employees. 
D)  made it impossible to use any form of goal setting. 
E)  had no effect on employee motivation. 
A)  made employee motivation less relevant as an influence on job performance. 
B)  made it less difficult to motivate employees using financial rewards. 
C)  made it more difficult to identify what motivates employees. 
D)  made it impossible to use any form of goal setting. 
E)  had no effect on employee motivation.

Question 10

Susan and Courtney have been in the same job for about the same length of time and perform very similar tasks.Susan's bonus for her performance over the past year was higher than Courtney's bonus.Susan believes that Courtney's job performance was lower than her job performance.Based on this information:

Accepted Answer

A)  Susan would definitely have feelings of under reward inequity. 
B)  Susan would definitely have feelings of over reward inequity. 
C)  Susan would definitely feel that she is rewarded equitably. 
D)  Susan would never have Courtney as a comparison other. 
E)  we cannot determine Susan's feelings of equity or inequity. 
A)  Susan would definitely have feelings of under reward inequity. 
B)  Susan would definitely have feelings of over reward inequity. 
C)  Susan would definitely feel that she is rewarded equitably. 
D)  Susan would never have Courtney as a comparison other. 
E)  we cannot determine Susan's feelings of equity or inequity.

Question 11

Which of these theories states that we are motivated by several needs,but the strongest source is the lowest unsatisfied need?

Accepted Answer

A)  Four-drive theory 
B)  Needs hierarchy theory 
C)  Equity theory 
D)  Distributive justice theory 
E)  Learned needs theory 
A)  Four-drive theory 
B)  Needs hierarchy theory 
C)  Equity theory 
D)  Distributive justice theory 
E)  Learned needs theory

Question 12

Expectancy theory mainly explains how employees:

Accepted Answer

A)  have different needs at different times. 
B)  can use personal expectations to reduce work-related stress. 
C)  can motivate themselves through power. 
D)  have different levels of work effort based on their expectations of performance and reward outcomes. 
E)  compare their inputs and outcomes to other people. 
A)  have different needs at different times. 
B)  can use personal expectations to reduce work-related stress. 
C)  can motivate themselves through power. 
D)  have different levels of work effort based on their expectations of performance and reward outcomes. 
E)  compare their inputs and outcomes to other people.

Question 13

The distributive justice rule applies the concept of:

Accepted Answer

A)  motivation. 
B)  individual needs. 
C)  equity. 
D)  goal setting. 
E)  None of the answers apply. 
A)  motivation. 
B)  individual needs. 
C)  equity. 
D)  goal setting. 
E)  None of the answers apply.

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

According to equity theory,feelings of inequity can be reduced by all of the following EXCEPT:

Accepted Answer

A)  disassociating inputs from outcomes 
B)  changing the comparison other 
C)  leaving the field 
D)  cognitively distorting inputs and outcomes 
E)  actually altering inputs or outcomes 
A)  disassociating inputs from outcomes 
B)  changing the comparison other 
C)  leaving the field 
D)  cognitively distorting inputs and outcomes 
E)  actually altering inputs or outcomes

Question 16

Research has found that senior executives should have:

Accepted Answer

A)  a high need for socialized power. 
B)  a high need for personalized power. 
C)  a high need for affiliation. 
D)  a high existence need. 
E)  a high need for personalized power and a high need for affiliation. 
A)  a high need for socialized power. 
B)  a high need for personalized power. 
C)  a high need for affiliation. 
D)  a high existence need. 
E)  a high need for personalized power and a high need for affiliation.

Question 17

According to expectancy theory,which of the following actions would NOT alter outcome valences?

Accepted Answer

A)  Show employees how their skills can accomplish the task. 
B)  Give employees a choice of rewards. 
C)  Minimize the presence of countervailing outcomes. 
D)  Distribute rewards that employees want. 
E)  Adapt the type of rewards offered to each employee's dominant needs. 
A)  Show employees how their skills can accomplish the task. 
B)  Give employees a choice of rewards. 
C)  Minimize the presence of countervailing outcomes. 
D)  Distribute rewards that employees want. 
E)  Adapt the type of rewards offered to each employee's dominant needs.

Question 18

The desire to seek approval from others,conform to their wishes and expectations,and avoid conflict and confrontations is called:

Accepted Answer

A)  Need for affiliation 
B)  Need for power 
C)  Need for achievement 
D)  Need for safety 
E)  Need for existence 
A)  Need for affiliation 
B)  Need for power 
C)  Need for achievement 
D)  Need for safety 
E)  Need for existence

Question 19

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 20

One feature of Maslow's needs hierarchy theory that continues to have support is that:

Accepted Answer

A)  everyone has the same needs hierarchy. 
B)  no one ever experiences self-actualization. 
C)  motivation is caused by the environment, not by internal thoughts or emotions. 
D)  motivation theories should consider need gratification, not just need deprivation. 
E)  everyone compares themselves to other people when determining what is fair. 
A)  everyone has the same needs hierarchy. 
B)  no one ever experiences self-actualization. 
C)  motivation is caused by the environment, not by internal thoughts or emotions. 
D)  motivation theories should consider need gratification, not just need deprivation. 
E)  everyone compares themselves to other people when determining what is fair.

Most employers say that nowadays motivating employees is more challenging than it used to be.

The main practical implication of four-drive theory is that:

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

Motivating employees is more challenging today than two decades ago because:

Which of these is found in the expectancy theory model?

Compared with supervisor-only feedback,360-degree feedback tends to be:

Motivation is closely related to the concept of employee engagement.

Expectations of new workforce entrants have:

Which of these theories states that we are motivated by several needs,but the strongest source is the lowest unsatisfied need?

Expectancy theory mainly explains how employees:

The distributive justice rule applies the concept of:

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

According to equity theory,feelings of inequity can be reduced by all of the following EXCEPT:

Research has found that senior executives should have:

According to expectancy theory,which of the following actions would NOT alter outcome valences?

The desire to seek approval from others,conform to their wishes and expectations,and avoid conflict and confrontations is called:

Individualizing rewards enhances which expectancy theory component?

One feature of Maslow's needs hierarchy theory that continues to have support is that:

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

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

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Exam 5: Foundations of Employee Motivation

Most employers say that nowadays motivating employees is more challenging than it used to be.

The main practical implication of four-drive theory is that:

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

Motivating employees is more challenging today than two decades ago because:

Which of these is found in the expectancy theory model?

Compared with supervisor-only feedback,360-degree feedback tends to be:

Motivation is closely related to the concept of employee engagement.

Expectations of new workforce entrants have:

Which of these theories states that we are motivated by several needs,but the strongest source is the lowest unsatisfied need?

Expectancy theory mainly explains how employees:

The distributive justice rule applies the concept of:

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

According to equity theory,feelings of inequity can be reduced by all of the following EXCEPT:

Research has found that senior executives should have:

According to expectancy theory,which of the following actions would NOT alter outcome valences?

The desire to seek approval from others,conform to their wishes and expectations,and avoid conflict and confrontations is called:

Individualizing rewards enhances which expectancy theory component?

One feature of Maslow's needs hierarchy theory that continues to have support is that:

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

Conflict and Negotiation in the Workplace

Leadership in Organizational Settings

Designing Organizational Structures

Organizational Culture

Organizational Change

Filters