Question 1

Gen Xers, Millennials, and Gen Zers often expect change and may find the lack of change questionable.

Accepted Answer

A) True 
 B)False

Question 2

Rafael thinks he makes life easy on his employees. He tells them exactly what to do, how to do it, and when. He believes that most of his employees are lazy, and will go straight to their phones if he doesn't keep an eye on them. Therefore, he spends much of his time monitoring their work. When he finds an employee who is not performing up to his or her expectations, Rafael uses threats and punishment to increase the worker's motivation. Rafael is a Theory X manager.

Accepted Answer

A) True 
 B)False

Question 3

Regardless of cultural background, most employees respond the same way to motivational approaches.

Accepted Answer

A) True 
 B)False

Question 4

Which of the following problems would indicate that a manager failed to apply the basic concepts of expectancy theory?

Accepted Answer

A)  Employees are frustrated because they have no say in their organization's goals and objectives. 
B)  Some of the organization's employees reduce their effort because they feel that they are being treated unfairly compared to other employees. 
C)  Employees are unwilling to work toward achieving an important goal because they believe the reward offered is not sufficient to justify the effort. 
D)  Employees are confused and frustrated because managers do not provide them with adequate feedback about their job performance.

Question 5

The original results of the Hawthorne studies proved that employees were much more productive when they worked in well-lit areas than when they worked in poorly lit areas.

Accepted Answer

A) True 
 B)False

Question 6

A strength of Generation X managers is likely to be their

Accepted Answer

A)  loyalty to the firm. 
B)  individualistic approach to problem solving. 
C)  ability to provide feedback to employees. 
D)  willingness to sacrifice other aspects of their lives to achieve success in the workplace.

Question 7

Since hygiene factors do not motivate workers toward high achievement at work, managers can safely ignore these factors when trying to develop an effective work environment.

Accepted Answer

A) True 
 B)False

Question 8

Peyton is disappointed with the effort his employees are putting forth. According to expectancy theory, Peyton could improve employee performance by setting more ambitious performance standards that exceed the ability of most employees to attain them.

Accepted Answer

A) True 
 B)False

Question 9

In Maslow's hierarchy, ________ needs refer to the desire to reach one's fullest potential.

Accepted Answer

A)  social 
B)  esteem 
C)  egoistic 
D)  self-actualization

Question 10

One of the original objectives of the Hawthorne studies was to determine the degree of lighting needed in the workplace to enable employees to achieve optimum productivity.

Accepted Answer

A) True 
 B)False

Question 11

The findings of the Hawthorne studies led researchers to look more closely at how ________ could lead to better productivity.

Accepted Answer

A)  changes in salary and benefits 
B)  disciplinary factors and punishment 
C)  changes in physical working conditions 
D)  the human side of motivation

Question 12

________ is a system of goal setting and implementation that involves a cycle of discussion, review, and evaluation of objectives among top and middle managers, supervisors, and employees.

Accepted Answer

A)  Objective planning 
B)  Management by objectives 
C)  The three-step planning system 
D)  Cyclical objective analysis

Question 13

One implication of goal-setting theory is that goals should be

Accepted Answer

A)  set by top management. 
B)  relatively easy to achieve. 
C)  set at a level that slightly exceeds the ability of employees to achieve them. 
D)  set through a process that involves all persons responsible for formulating and implementing the goals.

Question 14

Job enrichment is based on Herzberg's higher motivators, such as responsibility, achievement, and recognition.

Accepted Answer

A) True 
 B)False

Question 15

Margot finally finished her Ph.D. program. Although she has a great and secure teaching job at an urban college, she does not hold a faculty position at a prestigious university. It is obvious to her colleagues that Margot is unsatisfied with her position at work. She constantly gives coworkers subtle reminders of her superior academic credentials and only participates in work activities where she will assume a leadership role. Looking at Margot's situation using Maslow's hierarchy of needs, which of the following needs are unmet?

Accepted Answer

A)  self-actualization 
B)  esteem 
C)  social 
D)  physiological

Question 16

American employees put great value in being treated fairly. According to equity theory, if things seem unfair, they will do their best to make them equitable by withholding effort, increasing effort, or by rationalizing that they are undeserving of the same as others.

Accepted Answer

A) True 
 B)False

Question 17

While Maslow's research categorized a person's needs in terms of higher-order and lower-order needs, Herzberg's research recognized that

Accepted Answer

A)  employees aspire to satisfy lower-order needs at work and higher-order needs through other life activities. 
B)  certain work-related factors satisfied higher-order needs, while other work-related factors satisfied lower-order needs. 
C)  the physical environment and general working conditions were of no consequence to employees. These factors did not affect higher- or lower-order needs. 
D)  hygiene factors satisfied higher-order needs and motivating factors satisfied lower-order needs.

Question 18

As a manager, Avery works hard to ensure all of her employees are treated fairly. She still, however, gets feedback that implies that some employees don't believe she is fair. This problem most likely results from the fact that

Accepted Answer

A)  Avery doesn't understand that employees are not concerned with equity, only with getting the biggest possible reward for the least possible effort. 
B)  fair treatment is a hygiene factor rather than a motivator. 
C)  attempts to treat employees fairly only work in an Asian or European culture. American employees tend to be individualists who believe that rewarding results is more important than perceptions of fairness. 
D)  equity judgments are based on perceptions, and the perceptions of employees are not always accurate.

Question 19

Leighton has been an assistant at Security Financial for more than 14 years. She earns a good salary and has made friends at work, but she has been passed over for promotion twice and feels that no one appreciates her abilities and skills. Leighton is concerned with satisfying her

Accepted Answer

A)  physiological needs. 
B)  social needs. 
C)  safety needs. 
D)  esteem needs.

Question 20

According to Maslow's Hierarchy of Needs theory, which of the following would be an issue that requires the fulfillment of a lower-order need?

Accepted Answer

A)  The need for a challenging project at work. 
B)  The need for a promotion at work. 
C)  The need for a mentor to help you ascend within the company. 
D)  The need to locate your business in an area with a low crime rate.

Exam 10: Motivating Employees

Gen Xers, Millennials, and Gen Zers often expect change and may find the lack of change questionable.

Regardless of cultural background, most employees respond the same way to motivational approaches.

Which of the following problems would indicate that a manager failed to apply the basic concepts of expectancy theory?

The original results of the Hawthorne studies proved that employees were much more productive when they worked in well-lit areas than when they worked in poorly lit areas.

A strength of Generation X managers is likely to be their

Since hygiene factors do not motivate workers toward high achievement at work, managers can safely ignore these factors when trying to develop an effective work environment.

Peyton is disappointed with the effort his employees are putting forth. According to expectancy theory, Peyton could improve employee performance by setting more ambitious performance standards that exceed the ability of most employees to attain them.

In Maslow's hierarchy, ________ needs refer to the desire to reach one's fullest potential.

One of the original objectives of the Hawthorne studies was to determine the degree of lighting needed in the workplace to enable employees to achieve optimum productivity.

The findings of the Hawthorne studies led researchers to look more closely at how ________ could lead to better productivity.

________ is a system of goal setting and implementation that involves a cycle of discussion, review, and evaluation of objectives among top and middle managers, supervisors, and employees.

One implication of goal-setting theory is that goals should be

Job enrichment is based on Herzberg's higher motivators, such as responsibility, achievement, and recognition.

American employees put great value in being treated fairly. According to equity theory, if things seem unfair, they will do their best to make them equitable by withholding effort, increasing effort, or by rationalizing that they are undeserving of the same as others.

While Maslow's research categorized a person's needs in terms of higher-order and lower-order needs, Herzberg's research recognized that

As a manager, Avery works hard to ensure all of her employees are treated fairly. She still, however, gets feedback that implies that some employees don't believe she is fair. This problem most likely results from the fact that

Leighton has been an assistant at Security Financial for more than 14 years. She earns a good salary and has made friends at work, but she has been passed over for promotion twice and feels that no one appreciates her abilities and skills. Leighton is concerned with satisfying her

According to Maslow's Hierarchy of Needs theory, which of the following would be an issue that requires the fulfillment of a lower-order need?