Exam 7: Motivation Ii: Equity, Expectancy, and Goal Setting

_____ exists for an individual when his/her ratio of perceived outcomes to inputs is equal to the ratio of outcomes to inputs for a relevant co-worker.

Free

(Multiple Choice)

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Question 1

Correct Answer:

Verified

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

Free

(Multiple Choice)

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Question 2

Correct Answer:

Verified

The value of a reward or outcome,according to Vroom,is called:

Free

(Multiple Choice)

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Question 3

Correct Answer:

Verified

According to Festinger's theory,people are motivated to maintain consistency between their cognitive beliefs and their:

(Multiple Choice)

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Question 4

_____ lets people know if they are headed toward their goals or if they are off course and need to redirect their efforts.

(Multiple Choice)

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Question 5

Explain the dangers associated with the use of monetary incentives to motivate employees.

(Essay)

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Question 6

Three general steps to follow when implementing a goal-setting program are: set goals,promote goal commitment,and provide support and feedback.

(True/False)

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Question 7

According to Adams,the two primary components in the employee-employer exchange are:

(Multiple Choice)

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Question 8

Employees at Globe Trade,Inc.,have always felt that resources and rewards are allocated unfairly at work.Such employee perceptions reflect the lack of:

(Multiple Choice)

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Question 9

Equity theory is based on goal-setting theory.

(True/False)

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Question 10

According to research,expectancy theory significantly predicts job performance,preference,effort,intentions,and choice.

(True/False)

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Question 11

List at least five important practical implications from equity theory.

(Essay)

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Question 12

People with _____ goal orientation view skills as malleable; they make efforts not only to achieve current tasks but also to develop the ability to accomplish future tasks.

(Multiple Choice)

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Question 13

Psychologist Leon Festinger pioneered the application of the equity principle to the workplace.

(True/False)

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Question 14

Equity theory is based on _____ theory.

(Multiple Choice)

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Question 15

Marie has no tolerance for negative inequity.She can be described as a(n):

(Multiple Choice)

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Question 16

Motivation and performance are the same thing.

(True/False)

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Question 17

A person will experience negative inequity when his/her outcome to input ratio is greater than that of a relevant co-worker.

(True/False)

4.8/5

(80)

Question 18

_ inform(s)people about performance standards and expectations so that they can channel their energies accordingly.In turn,_ provide(s)the information needed to adjust direction,effort,and strategies for its accomplishment.

(Multiple Choice)

4.7/5

(82)

Question 19

According to Adams,the two primary components involved in the employee-employer exchange are inputs and outcomes.

(True/False)

5.0/5

(78)

Question 20

Showing 1 - 20 of 101

_____ exists for an individual when his/her ratio of perceived outcomes to inputs is equal to the ratio of outcomes to inputs for a relevant co-worker.

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

The value of a reward or outcome,according to Vroom,is called:

According to Festinger's theory,people are motivated to maintain consistency between their cognitive beliefs and their:

_____ lets people know if they are headed toward their goals or if they are off course and need to redirect their efforts.

Explain the dangers associated with the use of monetary incentives to motivate employees.

Three general steps to follow when implementing a goal-setting program are: set goals,promote goal commitment,and provide support and feedback.

According to Adams,the two primary components in the employee-employer exchange are:

Employees at Globe Trade,Inc.,have always felt that resources and rewards are allocated unfairly at work.Such employee perceptions reflect the lack of:

Equity theory is based on goal-setting theory.

According to research,expectancy theory significantly predicts job performance,preference,effort,intentions,and choice.

List at least five important practical implications from equity theory.

People with _____ goal orientation view skills as malleable; they make efforts not only to achieve current tasks but also to develop the ability to accomplish future tasks.

Psychologist Leon Festinger pioneered the application of the equity principle to the workplace.

Equity theory is based on _____ theory.

Marie has no tolerance for negative inequity.She can be described as a(n):

Motivation and performance are the same thing.

A person will experience negative inequity when his/her outcome to input ratio is greater than that of a relevant co-worker.

_ inform(s)people about performance standards and expectations so that they can channel their energies accordingly.In turn,_ provide(s)the information needed to adjust direction,effort,and strategies for its accomplishment.

According to Adams,the two primary components involved in the employee-employer exchange are inputs and outcomes.

Needed: People-Centered Managers and Workplaces

Organizational Culture, Socialization, and Mentoring

Developing Global Managers

Understanding Social Perception and Managing Diversity

Appreciating Individual Differences: Intelligence, ability, personality, core Self-Evaluations, attitudes, and Emotions

Motivation I: Needs, Job Design, and Satisfaction

Improving Performance With Feedback, Rewards, and Positive Reinforcement

Effective Groups and Teams

Making Decisions

Managing Conflict and Negotiating

Communicating in the Digital Age

Influence, Power, and Politics: an Organizational Survival Kit

Leadership

Designing Effective Organizations

Managing Change and Organizational Learning

Filters

Exam 7: Motivation Ii: Equity, Expectancy, and Goal Setting

_____ exists for an individual when his/her ratio of perceived outcomes to inputs is equal to the ratio of outcomes to inputs for a relevant co-worker.

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

The value of a reward or outcome,according to Vroom,is called:

According to Festinger's theory,people are motivated to maintain consistency between their cognitive beliefs and their:

_____ lets people know if they are headed toward their goals or if they are off course and need to redirect their efforts.

Explain the dangers associated with the use of monetary incentives to motivate employees.

Three general steps to follow when implementing a goal-setting program are: set goals,promote goal commitment,and provide support and feedback.

According to Adams,the two primary components in the employee-employer exchange are:

Employees at Globe Trade,Inc.,have always felt that resources and rewards are allocated unfairly at work.Such employee perceptions reflect the lack of:

Equity theory is based on goal-setting theory.

According to research,expectancy theory significantly predicts job performance,preference,effort,intentions,and choice.

List at least five important practical implications from equity theory.

People with _____ goal orientation view skills as malleable; they make efforts not only to achieve current tasks but also to develop the ability to accomplish future tasks.

Psychologist Leon Festinger pioneered the application of the equity principle to the workplace.

Equity theory is based on _____ theory.

Marie has no tolerance for negative inequity.She can be described as a(n):

Motivation and performance are the same thing.

A person will experience negative inequity when his/her outcome to input ratio is greater than that of a relevant co-worker.

_____ inform(s)people about performance standards and expectations so that they can channel their energies accordingly.In turn,_____ provide(s)the information needed to adjust direction,effort,and strategies for its accomplishment.

According to Adams,the two primary components involved in the employee-employer exchange are inputs and outcomes.

Needed: People-Centered Managers and Workplaces

Organizational Culture, Socialization, and Mentoring

Developing Global Managers

Understanding Social Perception and Managing Diversity

Appreciating Individual Differences: Intelligence, ability, personality, core Self-Evaluations, attitudes, and Emotions

Motivation I: Needs, Job Design, and Satisfaction

Improving Performance With Feedback, Rewards, and Positive Reinforcement

Effective Groups and Teams

Making Decisions

Managing Conflict and Negotiating

Communicating in the Digital Age

Influence, Power, and Politics: an Organizational Survival Kit

Leadership

Designing Effective Organizations

Managing Change and Organizational Learning

Filters

_ inform(s)people about performance standards and expectations so that they can channel their energies accordingly.In turn,_ provide(s)the information needed to adjust direction,effort,and strategies for its accomplishment.