Chapter 16 Motivation

Transcription

1 Chapter 16 Motivation TRUE/FALSE. 1) The definition of motivation has three key elements: energy, direction, and persistence. 8) According to the goal-setting theory, a generalized goal of "do your best" will produce a higher output than specific, challenging goals. 9) Due to its emphasis on objectivity and specificity, the goal-setting theory holds across cultures. 2) According to Maslow's hierarchy of needs theory, lower-order needs are predominantly satisfied internally while higher-order needs are satisfied externally. 3) According to Maslow's hierarchy of needs theory, once a need is substantially satisfied, an individual is no longer motivated to satisfy that need. 4) Joseph, a line manager at a plant, believes that his workers have little drive and will not work unless pushed by him. Therefore, he closely monitors and controls their work and pulls up those who do not meet his standards. Joseph is a Theory Y manager. 10) Managers using reinforcement theory to motivate employees should ignore, not punish, undesirable behavior. 11) The term job design refers to the way tasks are combined to form complete jobs. 12) Making jobs smaller and more specialized is the most effective way of motivating employees. 13) Job enlargement refers to the horizontal expansion of a job by increasing job scope. 5) Research clearly indicates that the Theory Y manager is more effective in motivating employees than the Theory X manager. 14) An enriched job allows workers to do an entire activity with increased freedom, independence, and responsibility. 6) Frederick Herzberg found that when employees were dissatisfied, they tended to cite extrinsic factors arising from the job context such as company policy and administration, supervision, interpersonal relationships, and working conditions. 7) People with a high need for achievement strive for the trappings and rewards of success rather than for personal achievement. 15) In the job characteristics model, task significance refers to the degree to which a job requires completion of a whole and identifiable piece of work. 16) According to the job characteristics model, combining fragmented tasks will help increase skill variety and task identity. 17) Recent research shows that distributive justice has a greater influence on employee satisfaction than procedural justice. 1

2 18) Research indicates that the desire for interesting work is important to almost all workers, regardless of national culture. 19) When considering how to motivate employees, it must be kept in mind that professionals tend to be focused on their work as their central life interest, whereas nonprofessionals typically have other interests outside of work that can compensate for needs not met on the job. 20) Research indicates that, for the most part, pay-for-performance programs show positive results. MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question. 21) The element in the definition of motivation is a measure of intensity, drive, and vigor. A) persistence B) conformance C) energy D) direction 22) The hierarchy of needs theory of motivation was proposed by, a psychologist who proposed that within every person is a hierarchy of five needs. A) Douglas McGregor B) Frederick Herzberg C) Abraham Maslow D) David McClelland 23) In Maslow's hierarchy of needs theory, needs form the lowest or foundational step in the hierarchy. A) social B) physiological C) esteem D) safety 24) According to Maslow's hierarchy of needs theory, when an employer provides his employees health insurance, he is taking care of their needs. A) safety B) social C) self-actualization D) esteem 25) In the context of Maslow's hierarchy of needs theory, when a company has a space where employees can meet during breaks and catch up with each other, the company is taking care of the employees' needs. A) safety B) self-actualization C) social D) physiological 26) In the context of Maslow's hierarchy of needs theory, when a company names an "Employee of the Month" and "Employee of the Quarter", the company is addressing employees' needs. A) safety B) self-actualization C) esteem D) physiological 2

3 27) According to Maslow's hierarchy of needs theory, a person's needs for self-respect, autonomy, achievement, status, recognition, and attention constitute his needs. A) safety B) physical C) social D) esteem 28) According to Maslow's hierarchy of needs theory, a person's needs for growth, achieving one's potential, and self-fulfillment, and the drive to become what one is capable of becoming constitute his or her needs. A) physiological B) safety C) social D) self-actualization 29) Which of the following needs is the highest in Maslow's hierarchy of needs theory? A) safety needs B) self-actualization needs C) esteem needs D) social needs 30) Which of the following needs is a lower order need in Maslow's hierarchy of needs theory? A) social B) esteem C) safety D) self-actualization 31) Which of the following needs is a lower order need in Maslow's hierarchy of needs theory? A) physiological B) esteem C) social D) self-actualization 32) According to Maslow's hierarchy of needs theory, needs are predominantly satisfied externally while needs are satisfied internally. A) social; physiological B) safety; self-actualization C) self-actualization; physiological D) social; safety 33) Theory X and Theory Y two assumptions about human nature were proposed by. A) Frederick Herzberg B) Douglas McGregor C) Abraham Maslow D) David McClelland 34) McGregor's Theory X assumes that employees. A) need to be closely controlled to work effectively B) enjoy work C) seek out and accept responsibility D) exercise self-direction 35) McGregor's Theory Y assumes that employees. A) have little ambition 3

4 B) want to avoid responsibility C) enjoy work D) need to be closely controlled to work effectively 36) Irene, CEO of a small company, strongly believes in Douglas McGregor's assumptions about human nature. Which of the following management practices is Irene most likely to favor to maximize employee motivation? A) a top-down decision-making structure B) a stringent system of monitoring and controlling employees C) making jobs narrower in scope and shallow in depth D) participatory management 37) The two-factor theory also known as the motivation-hygiene theory was proposed by. A) David McClelland B) Abraham Maslow C) Douglas McGregor D) Frederick Herzberg 38) Frederick Herzberg's two-factor theory proposes that. A) intrinsic factors cause job dissatisfaction B) extrinsic factors have the maximum effect on job satisfaction C) extrinsic factors are associated with job dissatisfaction D) intrinsic factors have little effect on job satisfaction 39) According to Herzberg's two-factor theory, which of the following is a hygiene factor? A) recognition B) advancement C) working conditions D) responsibility 40) According to Herzberg's two-factor theory, which of the following is a motivator? A) working conditions B) salary C) responsibility D) security 41) Herzberg called the factors that create job dissatisfaction factors; when these factors are adequate, people won't be dissatisfied, but they won't be satisfied either. A) intrinsic B) hygiene C) motivating D) neutral 42) Which of the following is true about Herzberg's two-factor theory? A) Herzberg believed that the factors that led to job satisfaction were the same as those that led to job dissatisfaction. B) To motivate people, Herzberg suggested emphasizing the hygiene factors of a job. C) Herzberg's theory has influenced how we currently design jobs. D) According to Herzberg, removing dissatisfying characteristics from a job will invariably make that job more satisfying and motivating. 43) and his associates proposed the three-needs theory. A) Frederick Herzberg B) Abraham Maslow C) David McClelland 4

5 D) Douglas McGregor 44) The three-needs theory of motivation states that there are three needs that are major motives in work. A) physical B) acquired C) safety D) innate 45) Which of the following are the three needs identified in the three-needs theory of motivation? A) need for affiliation, need for security, need for power B) need for achievement, need for power, need for affiliation C) need for power, need for achievement, need for safety D) need for power, need for safety, need for affiliation 46) According to the three-needs theory, the need for is the drive to succeed and excel in relation to a set of standards. A) control B) affiliation C) power D) achievement 47) According to the three-needs theory, the need for is the need to make others behave in a way that they would not have behaved otherwise. A) safety B) affiliation C) power D) achievement 48) According to the three-needs theory, the need for is the desire for friendly and close interpersonal relationships. A) control B) affiliation C) power D) achievement 49) Which of the following needs identified in the three-needs theory has been researched the most? A) security B) affiliation C) power D) achievement 50) People with a high need for achievement. A) emphasize helping others accomplish their goals B) make good managers, especially in large organizations C) prefer moderately challenging goals D) emphasize the rewards of success 51) You are acting as manager and mentor to Melanie, an employee who has been identified as a high achiever. Going by McClelland's three-needs theory, which of the following measures would best help you motivate Marsha to do her best? A) promising her a promotion and a raise if she reaches her targets B) giving her a job that holds her personally responsible for finding solutions to problems C) setting goals that are just out of her reach D) giving her a managerial position that requires her to help others accomplish their goals 5

6 52) Lorenzo, a sales executive at Opheus International, was identified early on as a high-achiever. His manager took a personal interest in his career and provided him good assignments and targeted training and development programs. However, after a couple of years, it was evident that Lorenzo was not living up to his potential. He was demotivated and dissatisfied with his job. Which of the following facts, if true, would explain Lorenzo's lack of motivation? A) His sales targets set personally by him were challenging but achievable for a person of his calibre in current market conditions. B) His manager used to have frequent meetings with him to let him know exactly how he was doing on his tasks and whether he was improving. C) Over the past year, he had been given the charge for developing a marketing plan for making inroads into a new market. D) Over the past year, he was moved into a supervisory position where his main responsibility was to provide leads and support to others in his team and to help achieve their targets. 53) According to the three-needs theory, the best managers tend to be. A) low in the need for affiliation B) low in the need for power C) high in the need for security D) high in the need for achievement 54) The three needs identified in the three-needs theory can be measured by using a projective test known as the in which respondents react to a set of pictures. Each picture is briefly shown to a person who writes a story based on the picture. Trained interpreters then determine the individual's levels of nach, npow, and naff from the stories written. A) House-Tree-Person Test B) Thematic Apperception Test C) Robert's Apperception Test D) Rorschach test 55) Goal-setting theory says that. A) goals should be loosely defined and moderately challenging to maximize motivation B) a generalized goal of "do your best" is likely to be most effective in ensuring high performance C) difficult goals, when accepted, result in higher performance than do easy goals D) to be effective, goals set should be easily achievable for the top performers 56) Jacob is Project Manager at a large software services company. In a bid to maximize his team's productivity, Jacob decides to follow the goal-setting theory. In line with the principles of the theory, he sets specific, difficult goals for all of his team members and ensures that they understand and accept the new standards. Which of the following facts, if true would undermine Jacob's strategy? A) Jacob's team is a virtual team that is spread across cities in the United States and they rely on various communication technology to collaborate on projects. B) Before he adopted the goal-setting approach, Jacob was following a system of providing his team indicative goals rather than specific ones. C) Jacob's team handles development projects that are critical to the company and is comprised largely of carefully selected high-achievers who excel at their work. 6

7 D) Jacob's company has a horizontal organizational structure and an open and participatory management style. 57) Jacob is Project Manager at a large software services company. In a bid to maximize his team's productivity, Jacob decides to follow the goal-setting theory. In line with the principles of the theory, he sets specific, difficult goals for all of his team members and ensures that they understand and accept the new standards. Which of the following facts, if true would support Jacob's strategy? A) Jacob's company operates exclusively in the United States and has a policy of hiring from the local communities to ensure sensitivity to customer needs. B) Jacob is a Theory X manager who assumes that his team members must be monitored and controlled carefully. C) Jacob personally hand-picked high-achievers from other departments in the organization when forming his team. D) Jacob's company has a vertical organizational structure and a top-down decision-making approach. 58) The goal-setting theory states that. A) employee participation in goal-setting is not always necessary for ensuring performance B) self-generated feedback is largely ineffective as a motivator C) in order to maximize performance, goals must not be made public D) motivation is maximized by setting moderately challenging goals 59) Goal-setting theory assumes that an individual is committed to the goal. Commitment is most likely when. A) goals are assigned and not self-set B) goals are not made public C) the individual has an internal locus of control D) the individual has low self-efficacy 60) The goal-setting theory has the most value when. A) the individual is a high achiever B) the goals are assigned to the individual C) the individual has low self-efficacy D) the goals are made public 61) The goal-setting theory has most value in countries where. A) there is low uncertainity avoidance B) there is high power distance C) individuals are low in assertiveness D) subordinates are reasonably independent 62) theory says that behavior is a function of its consequences. A) Reinforcement B) Goal-setting C) Equity D) Two-factor 63) In the context of the reinforcement theory, reinforcers are. A) those consequences that immediately follow a behavior and increase the probability that the behavior will be repeated B) punishments or rewards that are given out for negative or positive employee behavior, respectively C) the specific, unambiguous goals that have been set for employees as a standard for measuring their performance D) the supervisors or managers who have the responsibility of monitoring and reinforcing desired employee behavior 7

8 64) Which of the following actions accurately reflects the reinforcement theory of motivation? A) A company's policy of cutting a day's pay if an employee reports to work later than A.M. B) A company's policy of giving its sales staff cash coupons for exceeding their daily targets. C) A company initiating a process of job redesign to engage its employees better. D) A company setting specific and difficult goals and ensuring that employees accept them. 65) The way tasks are combined to form complete jobs is referred to as. A) job evaluation B) job rotation C) job design D) job specification 66) refers to the number of different tasks required in a job and the frequency with which those tasks are repeated. A) Job scope B) Job depth C) Task significance D) Task identity 67) refers to the horizontal expansion of a job by increasing job scope, or the number of different tasks required in a job and the frequency with which those tasks are repeated. A) Job enrichment B) Empowerment C) Job enlargement D) Job sharing 68) refers to the vertical expansion of a job by adding planning and evaluating responsibilities. A) Job enrichment B) Job enlargement C) Job sharing D) Job rotation 69) refers to the degree of control employees have over their work. A) Task identity B) Task significance C) Job scope D) Job depth 70) Which of the following is true about job enlargement and job enrichment? A) Job enlargement efforts that focus solely on increasing the number of tasks are largely effective in increasing employee motivation. B) Research shows that job enrichment improves employee motivation and satisfaction. C) Expanding the scope of knowledge used in a job leads to more job satisfaction, enhanced customer service, and fewer errors. D) Research shows that job enrichment is very useful in improving the quality of work of employees. 71) Which of the following is a framework for analyzing and designing jobs that identifies five primary core job dimensions, their interrelationships, and their impact on outcomes. A) relational perspective of work design 8

9 B) job skill matrix C) job characteristics model D) job descriptive index 72) In the job characteristics model, refers to the degree to which a job requires completion of a whole and identifiable piece of work. A) task significance B) skill variety C) autonomy D) task identity 73) In the job characteristics model, task significance refers to the degree to which a job. A) provides freedom, independence, and discretion to the individual in carrying out the work B) requires a variety of activities and uses a number of different employee skills and talents C) requires completion of a whole and identifiable piece of work D) has a substantial impact on the lives or work of other people 74) In the job characteristics model, the dimension of refers to the degree to which a job provides substantial freedom, independence, and discretion to the individual in scheduling the work and determining the procedures to be used in carrying it out. A) task significance B) autonomy C) task identity D) skill variety 75) In the job characteristics model, the dimension of refers to the degree to which doing work activities required by a job results in an individual obtaining direct and clear information about the effectiveness of his or her performance. A) task significance B) feedback C) task identity D) autonomy 76) According to the JCM, which three job characteristics are crucial to an employee experiencing meaningfulness of his or her work? A) autonomy, task identity, and task significance B) skill variety, task identity, and task significance C) autonomy, feedback, and task significance D) skill variety, autonomy, and feedback 77) According to the JCM, which job characteristic leads to an employee experiencing responsibility for outcomes of his or her work? A) task significance B) autonomy C) feedback D) skill variety 78) According to the JCM, which job characteristic results in the employee knowing about the actual results of his or her work activities? A) task significance B) autonomy C) feedback D) skill variety 9

10 79) Sarah is using the JCM to redesign jobs for her small team of writers. After carefully analyzing their jobs, she determines that while their jobs are high in skill variety, task identity, task significance, and autonomy, they receive little feedback about their work. Which of the following steps will enable Sarah to improve this aspect of their jobs? A) adding editing and proof-reading duties to their existing work B) allowing the writers to directly conduct business with their clients C) allowing writers to choose their topics and assignments D) making employees responsible for executing a piece of work from start to finish 80) "In jobs today, employees rely more and more on those around them for information, advice, and assistance." Which of the following approaches to job design best reflects this statement? A) the relational perspective of work design B) the job characteristics model C) the proactive perspective of work design D) high involvement work practices 81) The of work design says that employees are taking the initiative to change how their work is performed. A) social model B) proactive perspective C) job characteristics model D) relational perspective 82) The equity theory proposes that. A) offering employees part of the company's shares, or equity, motivates them to do their best because their performance directly ties in with the company's B) employees expect that exerting a given amount of effort will lead to a certain level of performance and will be demotivated if that does not happen C) an employee compares his or her job's input outcomes ratio with that of relevant others and then corrects any inequity D) employees are more likely to show initiative at work if they are more involved in decisions that affect their work 83) Polly was a dedicated employee and a team player who did whatever it took to meet her tough deadlines, including taking work home and putting in long hours at work. In order to express his appreciation and to keep her motivated, her manager gave her a 25 percent raise and commended her work at the quarterly team meeting. However, Polly soon began showing signs that she was not satisfied at work and eventually moved to a different company. Which of the following statements would explain this scenario? A) The manager had given each team member specific and challenging goals to help them maximize their performance. B) The raises and commendations were given out to the entire team, regardless of individual performance. C) Polly's manager had already indicated to her privately that she will be receiving a raise for her good work. D) Polly is a high achiever who values her personal achievements more than the trappings and rewards of success. 84) justice is the perceived fairness of the amount and allocation of rewards among individuals. A) Distributive B) Restorative C) Retributive D) Procedural 10

11 85) In the expectancy theory, is the probability perceived by the individual that exerting a given amount of effort will lead to a certain level of performance. A) expectancy B) valence C) instrumentality D) saliency 86) In the expectancy theory, is the degree to which the individual believes that performing at a particular level is instrumental in attaining the desired outcome. A) expectancy B) valence C) performance reward linkage D) effort performance linkage 89) Write a short essay on Maslow's hierarchy of needs theory, describing the various needs and describing how managers can use this theory to motivate employees. 87) In the expectancy theory, is the importance that the individual places on the potential outcome or reward that can be achieved on the job. A) expectancy B) valence C) instrumentality D) saliency ESSAY. Write your answer in the space provided or on a separate sheet of paper. 88) Define motivation and discuss the three elements of motivation. 11