Question 1

There is a direct relationship between motivation and work performance.

Accepted Answer

A) True 
 B)False  False

Question 2

Herzberg developed his two-factor theory by

Accepted Answer

A)  examining his own feelings and perceptions as a worker. 
B)  observing workers in actual work settings. 
C)  analyzing and interpreting survey responses. 
D)  asking the opinions of key executives and managers in work settings. 
A)  examining his own feelings and perceptions as a worker. 
B)  observing workers in actual work settings. 
C)  analyzing and interpreting survey responses. 
D)  asking the opinions of key executives and managers in work settings. C

Question 3

Recent meta-analyses indicate that the Thematic Apperception Test is a reasonably good
measurement tool.

Accepted Answer

A) True 
 B)False  True

Question 4

Motivation is defined as

Accepted Answer

A)  a measure of how hard a person works. 
B)  the force that energizes, directs, and sustains behavior. 
C)  the degree of ambition exhibited by a worker. 
D)  physiological brain activity. 
A)  a measure of how hard a person works. 
B)  the force that energizes, directs, and sustains behavior. 
C)  the degree of ambition exhibited by a worker. 
D)  physiological brain activity.

Question 5

Hackman and Oldham propose that improving the dimensions of the five core job characteristics will be most likely to motivate

Accepted Answer

A)  all employees. 
B)  blue-collar workers. 
C)  white-collar workers with an advanced degree of work specialization. 
D)  workers high in growth need strength. 
A)  all employees. 
B)  blue-collar workers. 
C)  white-collar workers with an advanced degree of work specialization. 
D)  workers high in growth need strength.

Question 6

If a worker were experiencing overpayment inequity, he or she may

Accepted Answer

A)  work less to balance inputs and outcomes. 
B)  call in sick more often. 
C)  change comparison others. 
D)  All of the above 
A)  work less to balance inputs and outcomes. 
B)  call in sick more often. 
C)  change comparison others. 
D)  All of the above

Question 7

Research has shown that the effects of job enrichment

Accepted Answer

A)  are always large increases in worker motivation. 
B)  are still in question. 
C)  are always decreases in worker motivation. 
D)  None of the above 
A)  are always large increases in worker motivation. 
B)  are still in question. 
C)  are always decreases in worker motivation. 
D)  None of the above

Question 8

The expectancy theory of motivation led to the development of job enrichment.

Accepted Answer

A) True 
 B)False

Question 9

Herzberg's two-factor theory is currently viewed as one of the most viable theories of worker motivation.

Accepted Answer

A) True 
 B)False

Question 10

Explain the distinction between extrinsic and intrinsic motivation. How could each be influenced in workers?

Accepted Answer

Extrinsic motivation refers to the drive

Question 11

Expectancy theory and equity theory are cognitive theories of motivation.

Accepted Answer

A) True 
 B)False

Question 12

Allowing outstanding employees to leave work early is an example of the use of

Accepted Answer

A)  positive reinforcement. 
B)  negative reinforcement. 
C)  punishment. 
D)  job enrichment. 
A)  positive reinforcement. 
B)  negative reinforcement. 
C)  punishment. 
D)  job enrichment.

Question 13

According to equity theory, workers who perceive themselves as overpaid may work harder to justify the overpayment.

Accepted Answer

A) True 
 B)False

Question 14

In the job characteristics model, the motivating potential score is calculated by

Accepted Answer

A)  averaging the five core job characteristics. 
B)  adding the five core job characteristics. 
C)  converting the five core job characteristics to percentiles. 
D)  None of the above 
A)  averaging the five core job characteristics. 
B)  adding the five core job characteristics. 
C)  converting the five core job characteristics to percentiles. 
D)  None of the above

Question 15

According to Herzberg, if an employee receives a fair wage, he/she is likely to

Accepted Answer

A)  not feel satisfied. 
B)  feel dissatisfied. 
C)  feel satisfied. 
D)  not feel dissatisfied. 
A)  not feel satisfied. 
B)  feel dissatisfied. 
C)  feel satisfied. 
D)  not feel dissatisfied.

Question 16

According to the job characteristics model, the motivating potential score (MPS) will be
equal to zero if feedback is absent.

Accepted Answer

A) True 
 B)False

Question 17

According to expectancy theory, underpayment inequity occurs when valence is less than
expectancy.

Accepted Answer

A) True 
 B)False

Question 18

In the job characteristics model, the degree to which a job requires the completion of an entire job or function is referred to as

Accepted Answer

A)  skill variety. 
B)  task identity. 
C)  task variety. 
D)  task significance. 
A)  skill variety. 
B)  task identity. 
C)  task variety. 
D)  task significance.

Question 19

In general, workers on interval schedules of reinforcement have higher levels of motivation than workers paid on ratio schedules.

Accepted Answer

A) True 
 B)False

Question 20

According to expectancy theory, motivation to perform depends on

Accepted Answer

A)  whether the outcome of the behavior is desirable. 
B)  whether the individual has the ability or energy to perform the behavior. 
C)  whether performance will lead to the expected outcome. 
D)  All of the above 
A)  whether the outcome of the behavior is desirable. 
B)  whether the individual has the ability or energy to perform the behavior. 
C)  whether performance will lead to the expected outcome. 
D)  All of the above

There is a direct relationship between motivation and work performance.

Herzberg developed his two-factor theory by

Recent meta-analyses indicate that the Thematic Apperception Test is a reasonably good measurement tool.

Motivation is defined as

Hackman and Oldham propose that improving the dimensions of the five core job characteristics will be most likely to motivate

If a worker were experiencing overpayment inequity, he or she may

Research has shown that the effects of job enrichment

The expectancy theory of motivation led to the development of job enrichment.

Herzberg's two-factor theory is currently viewed as one of the most viable theories of worker motivation.

Explain the distinction between extrinsic and intrinsic motivation. How could each be influenced in workers?

Expectancy theory and equity theory are cognitive theories of motivation.

Allowing outstanding employees to leave work early is an example of the use of

According to equity theory, workers who perceive themselves as overpaid may work harder to justify the overpayment.

In the job characteristics model, the motivating potential score is calculated by

According to Herzberg, if an employee receives a fair wage, he/she is likely to

According to the job characteristics model, the motivating potential score (MPS) will be equal to zero if feedback is absent.

According to expectancy theory, underpayment inequity occurs when valence is less than expectancy.

In the job characteristics model, the degree to which a job requires the completion of an entire job or function is referred to as

In general, workers on interval schedules of reinforcement have higher levels of motivation than workers paid on ratio schedules.

According to expectancy theory, motivation to perform depends on

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Employee Recruitment, Selection, and Placement

Methods for Assessing and Selecting Employees

Evaluating Employee Performance

Employee Training and Development

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters

Exam 8: Motivation

There is a direct relationship between motivation and work performance.

Herzberg developed his two-factor theory by

Recent meta-analyses indicate that the Thematic Apperception Test is a reasonably good measurement tool.

Motivation is defined as

Hackman and Oldham propose that improving the dimensions of the five core job characteristics will be most likely to motivate

If a worker were experiencing overpayment inequity, he or she may

Research has shown that the effects of job enrichment

The expectancy theory of motivation led to the development of job enrichment.

Herzberg's two-factor theory is currently viewed as one of the most viable theories of worker motivation.

Explain the distinction between extrinsic and intrinsic motivation. How could each be influenced in workers?

Expectancy theory and equity theory are cognitive theories of motivation.

Allowing outstanding employees to leave work early is an example of the use of

According to equity theory, workers who perceive themselves as overpaid may work harder to justify the overpayment.

In the job characteristics model, the motivating potential score is calculated by

According to Herzberg, if an employee receives a fair wage, he/she is likely to

According to the job characteristics model, the motivating potential score (MPS) will be equal to zero if feedback is absent.

According to expectancy theory, underpayment inequity occurs when valence is less than expectancy.

In the job characteristics model, the degree to which a job requires the completion of an entire job or function is referred to as

In general, workers on interval schedules of reinforcement have higher levels of motivation than workers paid on ratio schedules.

According to expectancy theory, motivation to perform depends on

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Employee Recruitment, Selection, and Placement

Methods for Assessing and Selecting Employees

Evaluating Employee Performance

Employee Training and Development

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters