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Chapter 8
Employee Behavior and Motivation
1) Performance behaviors contribute directly to company productivity.
Answer: TRUE
Explanation: Performance is related to how well a job is done.
Difficulty: Easy
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
2) In terms of a psychological contract, inducements represent what employees will contribute to
an organization.
Answer: FALSE
Explanation: Inducements represent what will motivate employees to do well.
Difficulty: Easy
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
3) According to the classical theory of motivation, attention from the supervisor is more of a
motivator than money.
Answer: FALSE
Explanation: According to the classical theory of motivation, money is a more fundamental
motivating factor.
Difficulty: Easy
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
4) The two-factor theory examines the relationship between effort and performance.
Answer: FALSE
Explanation: Two-factor theory examines the contributors to motivation.
Difficulty: Easy
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
5) According to expectancy theory, people are motivated to work toward rewards that they want
and that they believe they have a reasonable chance of obtaining.
Answer: TRUE
Explanation: Expectancy theory deals with an employee's perceived ability to reach goals.
Difficulty: Easy
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
6) With job rotation, conventional office space is redesigned to accommodate jobs that are less
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dependent on assigned spaces.
Answer: FALSE
Explanation: Job rotation deals with assigning different duties, not rearranging office space.
Difficulty: Easy
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
7) When people feel they are being inequitably treated, they are likely to ask for raises, increase
their efforts, and work longer hours.
Answer: FALSE
Explanation: When people feel they are being inequitably treated, they are likely to lose
motivation.
Difficulty: Easy
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
8) The essence behind management by objectives (MBO) is that performance goals are used to
direct and motivate behavior.
Answer: TRUE
Explanation: MBO involves employees and managers in goal-setting.
Difficulty: Easy
Objective:
8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
9) Participation and empowerment work more effectively in large firms than in small firms.
Answer: FALSE
Explanation: Participation and empowerment work effectively in both large and small firms.
Difficulty: Easy
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
10) Job rotation is a form of job enrichment.
Answer: TRUE
Explanation: Job rotation gives employees opportunities to try different jobs that may represent
growth opportunities.
Difficulty: Easy
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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11) With job sharing, companies often experience increased turnover.
Answer: FALSE
Explanation: Job sharing gives employees opportunities to work part-time when they might not
otherwise have been able to.
Difficulty: Easy
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
12) Hygiene factors affect motivation only if they are absent or fail to meet expectations.
Answer: TRUE
Explanation: Hygiene factors likely do not make us satisfied, but do keep us from becoming
dissatisfied when they are present or suitable.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
13) Motivation factors are directly related to the work that employees perform; hygiene factors
refer to the environment in which they work.
Answer: TRUE
Explanation: Once hygiene factors are acceptable, managers can offer motivation factors.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
14) For an individual to feel equitably treated, his ratio of contribution to return must be the same
as the other individual's ratio with whom he or she is comparing.
Answer: FALSE
Explanation: The ratios do not have to be the same, only fair.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
15) MBO involves managers and subordinates in setting goals and evaluating progress.
Answer: TRUE
Explanation: As workers become more adept at what they do, rewards can be used less
frequently.
Difficulty: Moderate
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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16) Individuals may satisfy social needs by making and maintaining friendships at work.
Answer: TRUE
Explanation: Social needs are the mid-level needs in the hierarchy.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
17) Equity theory is based on the premise that workers prefer a workplace where all employees
are paid equally.
Answer: FALSE
Explanation: Equity theory focuses on people evaluating their treatment by the organization
relative to the treatment of others.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
18) Positive reinforcement is used when a company or manager provides a reward when
employees exhibit desired behaviors.
Answer: TRUE
Explanation: As workers become more adept at what they do, rewards can be used less
frequently.
Difficulty: Moderate
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
19) According to many experts, motivational impact is the biggest advantage of MBO.
Answer: TRUE
Explanation: When employees sit down with managers to set goals, they learn more about
companywide objectives, come to feel that they are an important part of a team, and see how
they can improve companywide performance by reaching their own goals.
Difficulty: Moderate
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
20) The use of teams can increase motivation and job satisfaction.
Answer: TRUE
Explanation: On one level, employees may be given decision-making responsibility for certain
narrow activities; on a broader level, they may be consulted on such decisions as production
scheduling, work procedures, hiring, etc.
Difficulty: Moderate
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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21) Balancing anxiety, fear, and anger so that they do not overly interfere with getting things
accomplished is a part of emotional intelligence.
Answer: TRUE
Explanation: Managing emotions, which is one dimension of emotional intelligence, refers to a
person's capacities to balance anxiety, fear, and anger so that they do not overly interfere with
getting things accomplished.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
22) According to research, emotional intelligence cannot be developed or learned.
Answer: FALSE
Explanation: Research shows that emotional intelligence can be developed.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
23) Organizational commitment reflects an individual's identification with the organization and
its mission.
Answer: TRUE
Explanation: Attitudes can be formed by our personal values, experiences, and personalities;
any of the "big five" personality traits can influence our attitudes.
Difficulty: Moderate
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
24) What is the term for behavior that is related to doing a certain job?
A) performance behavior
B) interpersonal behavior
C) disruptive behavior
D) potential behavior
E) assertive behavior
Answer: A
Explanation: A) Performance behaviors are the total set of work-related behaviors that an
organization expects employees to display.
Difficulty: Easy
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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25) Which would an employee who is productive but refuses to help others or the organization
be lacking in?
A) organizational citizenship
B) workplace aggression
C) performance behavior
D) personal productivity
E) self-esteem
Answer: A
Explanation: A) Good organizational citizenship includes such factors as being willing to work
overtime and to help orient new employees.
Difficulty: Moderate
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
26) Behaviors that detract from, instead of contribute to, organizational performance are known
as what?
A) inclusive
B) negative reinforcement
C) counterproductive
D) turnover
E) associative
Answer: C
Explanation: C) The prefix counter- means "against," and so counterproductive behaviors work
against production and organizational performance.
Difficulty: Easy
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
27) Which of the following is NOT a central aspect of organizational citizenship?
A) reporting structure
B) corporate culture
C) workgroup attitude
D) business field
E) team composition
Answer: D
Explanation: D) The qualities that make a good organizational citizen, such as willingness to
work overtime if asked, are common across business fields.
Difficulty: Moderate
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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28) What does turnover refer to?
A) people quitting their jobs
B) managers reprimanding staff
C) employers cutting down costs
D) employees calling in sick
E) benefits being improved
Answer: A
Explanation: A) Turnover is counterproductive because a business must hire a replacement
and, in the meantime, other employees have to complete the work of the employee who has left.
Difficulty: Easy
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
29) Which of the following would have the lowest cost to an organization?
A) absenteeism
B) workplace violence
C) sexual harassment
D) theft
E) racism
Answer: A
Explanation: A) Although absenteeism does have a cost to the organization, its cost is lower
than the monetary and emotional cost of workplace violence, the cost of potential lawsuits from
sexual harassment or racism (both in dollars and in lost reputation), and the cost of theft, which
can run into the millions.
Difficulty: Difficult
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
30) Which of these behaviors BEST indicates good organizational citizenship?
A) being willing to help new employees
B) asking for a pay raise
C) meeting job performance standards
D) keeping regular hours
E) using office supplies for business use
Answer: A
Explanation: A) Good employee citizenship is more than simply showing up and doing the job,
but extends to improving and supporting other workers and the organization.
Difficulty: Moderate
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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31) Which of these is one of the "big five" personality traits?
A) openness
B) logic
C) creativity
D) organization
E) musical talent
Answer: A
Explanation: A) The "big five" personality traits (agreeableness, conscientiousness,
emotionality, extroversion, and openness) can be viewed as continuums that run from high levels
of the trait to low levels of the trait.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
32) What is emotionality?
A) the ability of a person to get along with others
B) the degree to which someone tends to be positive or negative
C) the number of things a person tries to accomplish at once
D) the relative rigidity of an individual's beliefs
E) the likelihood that a person will react aggressively
Answer: B
Explanation: B) Emotionality is a continuum of positivity and negativity.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
33) Which of the following might you, as a manager, expect to see in an employee who has a
low degree of conscientiousness?
A) a tendency to be unprepared at meetings
B) an inability to work in a team setting
C) a tendency toward mood swings
D) a high level of comfort with other people
E) an ability to meet deadlines without fail
Answer: A
Explanation: A) Conscientious employees tend to be thorough and organized and would not
arrive at a meeting unprepared.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
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34) You need to assign a task to one of your employees. The task involves a high level of detail.
To whom should you assign the task?
A) Amy, who exhibits high agreeableness and low conscientiousness
B) David, who exhibits more negative emotionality and low agreeableness
C) Sarah, who exhibits high openness and low negative emotionality
D) Winston, who exhibits high conscientiousness and low extraversion
E) Liza, who exhibits high creativity and low negative emotionality
Answer: D
Explanation: D) Winston is your most conscientious employee and will probably excel at the
task.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
35) The extent to which people are self-aware is an aspect of which of the following?
A) attitude
B) emotional intelligence
C) negative emotionality
D) social skills
E) empathy
Answer: B
Explanation: B) Self-awareness, including recognizing and controlling one's emotions, is an
important aspect of emotional intelligence.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
36) An employee with a low level of social skills would be unlikely to do which of the
following?
A) be very detail oriented
B) circulate a get-well card
C) produce creative work
D) work well independently
E) track milestones effectively
Answer: B
Explanation: B) People with low levels of social skills tend to have difficulty forming positive
relationships.
Difficulty: Difficult
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
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37) Which of the following is the set of expectations held by employees and the organization
regarding what the employee will contribute and what he or she will receive?
A) psychological contract
B) nondisclosure agreement
C) job satisfaction
D) mutual commitment
E) self expression
Answer: A
Explanation: A) Although it is not written, the psychological contract is an understanding that
each party will provide a benefit to the other.
Difficulty: Moderate
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
38) Which of the following aspects of the psychological contract is provided by the
organization?
A) competency
B) effort
C) loyalty
D) status
E) talent
Answer: D
Explanation: D) Status within the organization is one of the contractual aspects that the
organization provides to employees, along with pay, benefits, job security, and job and career
opportunities.
Difficulty: Moderate
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
39) Which of the following aspects of the psychological contract is provided by the employee?
A) benefits
B) pay
C) skills
D) security
E) status
Answer: C
Explanation: C) The employee brings his or her skill to the position as part of the
psychological contract, along with effort, loyalty, ability, time, and competency.
Difficulty: Moderate
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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40) Michelle has been working at AdCo for five years. The company recently hired a new
college graduate to work in a position very similar to Michelle's position. In a casual
conversation with the new hire, Michelle discovers that the new employee is making $4,000
more annually than she is. What might Michelle's reaction be?
A) Michelle may feel that the psychological contract has been broken.
B) Michelle may feel that her job description no longer applies.
C) Michelle may feel that her supervisor is not empathetic.
D) Michelle may feel that her person-job fit cannot be improved.
E) Michelle may feel that she has benefitted from the Hawthorne effect.
Answer: A
Explanation: A) The pay inequity between herself and a newcomer would make Michelle feel
that there has been a violation of the status aspect of the psychological contract.
Difficulty: Moderate
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
41) Because job permanence is less likely in today's economy, which of the following are some
companies offering in order to keep the psychological contract in balance?
A) additional promotions
B) additional vacation time
C) fewer training opportunities
D) flexible scheduling
E) additional sick days
Answer: D
Explanation: D) Offering a new option to employees when one factor of the psychological
contract is uncertain helps keep the relationship solid.
Difficulty: Moderate
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
42) What is the term for the extent to which a person's contributions and the organization's
inducements match?
A) employee equity
B) person-job fit
C) psychological contract
D) time-motion study
E) team culture
Answer: B
Explanation: B) If there is a poor match between a person's contributions, such as skills, and
the inducements, such as pay, the result will be a dissatisfied and unhappy employee.
Difficulty: Moderate
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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43) If an employee needs to feel that she is a part of a team and yet her position involves working
alone, which of the following may not be right?
A) the pay scale
B) the person-job fit
C) the employee's attitude
D) the organization's plan
E) the team structure
Answer: B
Explanation: B) Aspects of a person's personality should be taken into consideration when
assigning tasks.
Difficulty: Moderate
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
44) Jane is a very conscientious worker, but she has poor social skills. Which of the following
jobs might be best for her?
A) working independently on spreadsheets
B) providing customer service
C) handling problems in a call center
D) training new employees
E) working in public relations
Answer: A
Explanation: A) Asking Jane to work independently on a detailed task makes the best use of
her abilities.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
45) Brooke was excited to take a job at Film, Inc. She was looking forward to working with
Robert, the man who had hired her, because of his experience and status within the industry.
Eight months after her hire, Robert retired. Which aspect of the psychological contract might
Brooke feel has been violated?
A) benefits
B) career opportunities
C) pay
D) job security
E) talent
Answer: B
Explanation: B) Brooke may have thought that by working with such a mentor, her own career
prospects would be improved, but his retirement changed that.
Difficulty: Difficult
Objective: 8.3
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
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46) What is the Hawthorne effect?
A) the belief that employees are motivated by money alone
B) the conclusion that workers are more productive if management pays attention to them
C) the determination that the level of lighting in a workplace has no effect on productivity
D) the theory that workers are more productive if their jobs are analyzed closely
E) the unspoken agreement between the employee and the employer
Answer: B
Explanation: B) Almost any management action that workers viewed as special attention
caused an increase in productivity in this study at the Hawthorne Works.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
47) What is MOST useful about Theory X and Theory Y?
A) They shed light on managers' attitudes toward employees.
B) They provide a useful blueprint for taking action.
C) They help managers better understand employees.
D) They accurately depict the attitude of employees at work.
E) They support management decisions and plans.
Answer: A
Explanation: A) By understanding his or her own attitudes toward employees, a manager can
better understand how he or she relates to employees.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
48) According to Maslow's model, a set of needs will be a motivator until which of the following
occurs?
A) The needs are satisfied.
B) New needs are identified.
C) The person becomes self-motivated.
D) A supervisor changes the work.
E) The needs are replaced by hygiene factors.
Answer: A
Explanation: A) Once a set of needs has been satisfied, it is no longer a motivator.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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49) Which of the following lists Maslow's Hierarchy of Human Needs in order, starting with the
most basic?
A) physiological, security, social, esteem, self-actualization
B) social, security, physiological, esteem, self-actualization
C) physiological, self-actualization, security, esteem, social
D) physiological, esteem, security, social, self-actualization
E) esteem, self-actualization, social, physiological, security
Answer: A
Explanation: A) The most basic needs relate to survival (physiological), and then proceed to
become more complex until they deal with personal satisfaction.
Difficulty: Easy
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
50) Douglas believes that his employees are self-motivated and growth-oriented. He is what type
of manager?
A) Theory Y
B) Theory X
C) classical
D) hierarchical
Answer: A
Explanation: A) According to Theory X, people are lazy and lack ambition. According to
Theory Y, people are energetic and eager for responsibility.
Difficulty: Easy
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
51) Which of the following theories focuses on people evaluating their treatment by the
organization relative to the treatment of others?
A) equity theory
B) hierarchy of needs
C) expectancy theory
D) goal-setting theory
E) X and Y theory
Answer: A
Explanation: A) Equity theory is one of the contemporary, more complex theories of
motivation.
Difficulty: Easy
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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52) According to which theory are employees given a voice in how they do their jobs and how
the company is managed?
A) participative management and empowerment
B) Theory X
C) classical theory of motivation
D) modified work schedules
E) scientific management
Answer: A
Explanation: A) This allows employees to take more responsibility for their own performance.
Difficulty: Moderate
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
53) Which of the following works to achieve a more satisfactory fit between workers and their
jobs?
A) job redesign
B) team management
C) MBO
D) participative management
E) person-position fitting
Answer: A
Explanation: A) Instead of finding a worker to fit a job, the job is tailored to the worker.
Difficulty: Easy
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
54) Which is an example of a modified work schedule?
A) job sharing
B) job redesign
C) job rotation
D) job enrichment
E) job elimination
Answer: A
Explanation: A) Job sharing allows for the accommodation of the needs of employees,
increasing the likelihood that they will be retained.
Difficulty: Easy
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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55) Which of the following allows people to choose their working hours by adjusting a standard
work schedule on a daily or weekly basis?
A) job enrichment
B) flextime programs
C) job enlargement
D) job redesign
E) work sharing
Answer: B
Explanation: B) Flextime allows workers to accommodate the needs of their personal life, such
as family and childcare demands.
Difficulty: Easy
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
56) What is telecommuting an example of?
A) job sharing
B) job rotation
C) modified work scheduling
D) work sharing
E) modified workplace planning
Answer: C
Explanation: C) Telecommuting allows employees to start their days earlier or extend them
past the normal closing time, which is especially useful when dealing with a global client base.
Difficulty: Easy
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
57) Which of the following BEST describes scientific management?
A) a theory of motivation holding that job satisfaction depends on two factors, hygiene and
motivation
B) a theory of motivation holding that people are motivated to work toward rewards that they
want and that they have a reasonable chance of obtaining
C) a theory of motivation holding that people evaluate their treatment by the organization
relative to the treatment of others
D) a theory of motivation holding that managers should analyze jobs to find the most efficient
methods and use money as a primary motivator
E) a theory of motivation that people will work more productively as long as they receive some
kind of attention from management
Answer: D
Explanation: D) Scientific management led to the application of industrial techniques to each
facet of a job to determine how to perform it most efficiently.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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58) Which of the following helps explain why some people do not work as hard as they can
when their salaries are based purely on seniority?
A) two-factor theory
B) Maslow's hierarchy of human needs
C) scientific management
D) expectancy theory
E) Theory X and Theory Y
Answer: D
Explanation: D) Paying employees the same whether they work very hard or just hard enough
to get by removes the financial incentive for them to work harder.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
59) Tina is the most productive employee in her department. When her manager retires, Tina
doesn't apply for the job, in spite of her excellent record and the pay and prestige associated with
the job. She believes that the job will go to someone who has more seniority. Based on
expectancy theory, which would explain why Tina doesn't apply for the job?
A) the effort-performance issue
B) the rewards-personal goals issue
C) the performance-reward issue
D) her personal goals
E) her family demands
Answer: C
Explanation: C) Expectancy theory suggests that employees work harder toward reaching a
goal if they know they have a good chance of reaching it; Tina doesn't feel that her chance of
getting the position will be based on her excellent performance.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
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60) Sue works very hard and is the most productive worker on her day shift. When a position
opens on the evening shift, Sue is encouraged to apply, but does not; she has children and wants
to be home in the evening. Based on expectancy theory, which explains why Sue doesn't apply
for the job?
A) the effort-performance issue
B) the rewards-personal goals issue
C) the performance-rewards issue
D) the rewards-ethics issue
E) the ethics-performance issue
Answer: B
Explanation: B) Sue does not feel that the rewards obtained from the new position will
outweigh the value she places on being with her family in the evening.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
61) Kent wants to motivate the maintenance staff to be more productive. He starts by providing
training and assures employees that high productivity will be rewarded. Employees are asked to
identify the rewards that would mean the most to them. Kent likely subscribes to which theory of
motivation?
A) equity
B) expectancy
C) two-factor
D) hierarchy of needs
E) productivity
Answer: B
Explanation: B) Kent is attempting to convince the maintenance staff that the company's
rewards for their work will be worth the increased productivity; expectancy theory suggests that
people are motivated when they feel they have a good chance of obtaining the desired rewards.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
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62) Terry generally likes her job and works hard. However, Terry's level of effort has declined
recently. Terry became aware that a new employee, with far less experience, was hired at Terry's
current salary. Terry's lack of motivation can best be described by which theory of motivation?
A) equity
B) expectancy
C) two-factor
D) scientific management
E) planning
Answer: A
Explanation: A) Equity theory focuses on people evaluating their treatment by the organization
relative to the treatment of others.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
A manager has noticed that her workers are more likely to be in negative moods between 3 p.m.
and 4:30 p.m. She believes that employees will make valuable contributions to staff meetings
when they are in positive moods, and that staff meetings cannot be successful unless the
employees make valuable contributions. For these reasons, she has moved her daily staff meeting
from 3 p.m. to 10 a.m.
63) Which of the following is assumed by the manager?
A) The meetings would be more effective if they were held once a week.
B) The staff meetings are not the cause of the workers' bad moods.
C) If the workers make valuable contributions, then the meetings will be successful.
D) Successful meetings will be an important contributor to the success of the organization.
E) The workers' moods will be more positive at 10 a.m. than at any other time of the day.
Answer: B
Explanation: B) The manager wants to change the daily meeting from 3 p.m. to 10 a.m.
because at 3 p.m. the employees are in bad moods. But why are they in bad moods? If it's
because of the time of day, then the manager's plan might work. But if the bad moods are caused
by the meetings themselves, then it doesn't matter what time they are held. So the manager must
be assuming that the meetings aren't the cause of the problem, as Choice B indicates. Choice A
would undermine the manager's argument, because she wants to hold these meetings every day.
Choice C is a distortion of the manager's prediction. She thinks that contributions are necessary
for success, not a guarantee of success. Choice D isn't assumed because the manager is not
making claims about the success of the organization. She's just talking about her meetings.
Choice E goes too far. The workers need to be in positive moods in order for the plan to work,
but they don't have to be in more positive moods than they are at any other time of the day.
Difficulty: Difficult
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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64) If the manager's beliefs are all true, which of the following must also be TRUE?
A) If the employees make valuable contributions during a staff meeting, then that meeting will
be successful.
B) If the employees are in positive moods during a staff meeting, then that meeting will be
successful.
C) If the employees did not make valuable contributions during a staff meeting, then they must
have been in negative moods.
D) If the employees do not make valuable contributions during a staff meeting, then that staff
meeting cannot be successful.
E) If the employees are not in positive moods during a staff meeting, then they will not make
valuable contributions during that staff meeting.
Answer: D
Explanation: D) The manager thinks that when the employees are in positive moods, they will
make valuable contributions to staff meetings. So positive moods guarantee valuable
contributions, but that doesn't mean that they are necessary for valuable contributions, so
Choices C and E need not be true. The manager believes that valuable contributions are
necessary for successful meetings, but that does not mean that those contributions guarantee a
successful meeting, and so Choice A need not be true. Nothing the manager says suggests what
would guarantee a successful meeting, and so Choice B need not be true. But Choice D must be
true. Since valuable contributions are necessary for successful meetings, if a meeting doesn't
have valuable contributions then it cannot be successful.
Difficulty: Difficult
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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A company is convinced of the benefits of exercise for its workers. Healthy employees take
fewer sick days and tend to be more focused on their job. In addition, exercise enhances the
workers' positive moods. The company is so persuaded of the value of exercise that it has
adopted a new policy: Moving forward, all workers will be allowed to exercise during the work
day for up to three hours per week.
65) The reasoning behind the company's exercise policy assumes which of the following?
A) Exercise is the most effective way to improve the moods of the workers.
B) The exercise that the workers would engage in will be more strenuous than the exercise they
would do on their own.
C) Most employees will not exercise more unless they are forced to do so.
D) Adopting the policy will not require the company to purchase any special equipment or
reallocate any office space.
E) The employees who would exercise during the work day are not getting enough exercise.
Answer: E
Explanation: E) The company reaps benefits when the employees exercise during the day only
if those employees are otherwise couch potatoes. If employees are already exercising during
non-work hours, displacing that exercise into the work day has no additional effect, so Choice E
is the company's assumption. Choice A: The company doesn't assume that exercise is the most
effective way to improve workers' moods, only that it is an effective way. There is no mention in
the policy about how strenuous the workers will exercise (Choice B) or whether space or
equipment is necessary (Choice D). Choice C: The company is not forcing employees to
exercise; it's merely providing the opportunity.
Difficulty: Difficult
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
66) All of the following questions are relevant to the company's decision with respect to its
exercise policy EXCEPT:
A) What is the value of the time the workers will spend exercising during the work day?
B) How likely is it that workers will be injured by overexercising?
C) Would the workers have different exercise needs if they had formed different behavioral
patterns when they were children?
D) What resources will be required to monitor the workers to make sure that they do not spend
more than 3 hours per week exercising during work hours?
E) After how much exercise do the benefits of exercise diminish?
Answer: C
Explanation: C) All of the choices are relevant except Choice C. The policy is designed to help
the workers as they are now. The company can't go back in time and change the patterns they
formed in the past.
Difficulty: Moderate
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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67) Which of the following, if true, would weaken the argument for the company's exercise
policy?
A) The company has set up an arrangement with a local gym to provide facilities for exercising.
B) The policy is not designed to increase the amount of time that the workers' families will spend
exercising.
C) Many of the workers who exercise more because of the policy would return to their previous
levels of exercise if they left the company.
D) Different people require different kinds of exercise in order to get the benefits of exercise.
E) The workers who are most in need of additional exercise are least likely to participate in the
exercise program.
Answer: E
Explanation: E) Exercise helps, but if the people who need help the most are least likely to
exercise (Choice E), then this voluntary program would not be likely to reach those people. The
program could still be valuable, but Choice E makes it sound less valuable. Choice A: Facilities
at a local gym are a reasonable option, so there's nothing in Choice A that makes the plan sound
worse. Choice B is not a problem because the program isn't designed to get the families
exercising, and failing to do so isn't a flaw in the policy. This is about the workers, not everyone.
Choice C doesn't matter, because the company has no duty to ensure that ex-employees get
enough exercise. But if anything, Choice C would be a strengthener because it suggests that the
policy will be effective in getting people to exercise. Choice D would be a problem if the
exercise offered was the same for everyone, but there is no reason to believe that this is so.
Difficulty: Moderate
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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The salespeople at Macmoo Real Estate are compensated primarily based on the value of the
properties they sell. However, in order to encourage the salespeople to act in the best interests of
the company, Macmoo bases ten percent of each salesperson's yearly bonus on whether the
company as a whole reaches its yearly financial goals.
68) Macmoo's compensation structure is based on which of the following principles?
A) People will act to accomplish a goal when they have a stake in the accomplishment of that
goal.
B) An incentive structure should be as simple as possible.
C) An incentive structure is more effective when it encourages people to act in ways that benefit
society in general as well as themselves.
D) Compensation policies should always follow the specific requirements of all applicable laws.
E) People will be more likely to follow a policy when they have had some input into the creation
of that policy.
Answer: A
Explanation: A) The incentive policy rewards people when a goal (overall success) is met. This
potential reward gives people a stake in accomplishing that goal and encourages them to act in
order to make it happen. So the designers of the compensation structure are following the
principle in Choice A. They think that people will act to accomplish a goal (overall success)
because they will be rewarded if it happens. Choice B: The structure is more complicated than it
could be, so Choice B doesn't fit. Choice C: There's no provision for the benefit of society in
general here. Choice D is good advice, but legal requirements have no role here. Choice E
doesn't fit because as far as we know, no salespeople were consulted.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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69) The incentive plan is based on which assumption?
A) In comparison to other Macmoo employees, Macmoo salespeople are less interested in the
overall success of the company.
B) Macmoo salespeople believe that they can have a significant effect on the overall
performance of the company.
C) In the past, Macmoo salespeople have not consistently acted in the best interests of the
company.
D) The only effective way to motivate employees is through financial incentives.
E) Macmoo employees are similar to other salespeople in the industry.
Answer: B
Explanation: B) The incentive plan rewards salespeople when the company does well because
Macmoo wants employees to act in the best interest of the overall company. But incentives only
make sense if there's some connection between the actions of the person with the incentive and
the chance that they'll get the reward. This incentive will only work if the salespeople believe
that their actions make a difference, and so Choice B must be assumed. If the salespeople don't
believe that what they do makes a difference to Macmoo's overall success, then why would they
alter their behavior? Choices A and E bring in two irrelevant groups, other Macmoo employees
(Choice A) and salespeople in other companies (Choice E). This is about Macmoo salespeople,
not those groups. Choice C would strengthen the case for the plan, but doesn't need to be true in
order for the plan to work. Choice D goes too far. The plan assumes that incentives work, but not
that they're the only thing that works.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
70) In which of the following situations would the interests of the salesperson be MOST likely to
conflict with the interests of the overall organization?
A) A Macmoo real estate agent and another real estate agent have a difference of opinion about
the fair market value of a property.
B) A Macmoo real estate agent completes a transaction, earns a commission, and generates sales
leads that become profitable relationships for other Macmoo agents.
C) A Macmoo agent becomes the selling agent for the same property multiple times.
D) A real estate transaction would generate a high commission for an agent, but would associate
the agency with the destruction of a beloved local landmark.
E) A Macmoo agent works excessively to earn a big bonus, but neglects her personal life.
Answer: D
Explanation: D) In Choice D, the individual agent would have an interest in making the sale,
but the company would not want to be associated with destroying something popular. So Choice
D has a conflict. Choice A involves a conflict with a person outside the company. Choice B is an
example of what the company wants to happen. Choice C has no conflict at all. Choice E is a
conflict between two of the employee's own interests.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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Executive: At Oak Meteors, we want all of our business developers to be outstanding. For these
reasons, we have started the "excellence club," whose membership is limited to those who place
in the top ten percent in terms of the dollar value of the deals they complete. The annual goals of
each business developer include membership in this club. We also believe in continuous
improvement. To meet their annual goals the business developers also must generate more
dollars in sales than they did last year. In order to keep the business developers focused, they
have no other annual goals.
71) Which of the following must be true about the business developers at Oak Meteors during
any given year?
A) Some of them meet all of their annual goals.
B) Some of those that meet all of their annual goals are among the top performers in the entire
organization.
C) All of those who generate more dollars in sales than they did in the previous year qualify for
the "excellence club."
D) Some of those in the "excellence club" do not meet all of their annual goals.
E) Not all of them meet all of their annual goals.
Answer: E
Explanation: E) Business developers need to be in the top ten percent in order to meet their
annual goals, but it's impossible for everyone to be in the top ten percent, so Choice E is true. At
least some (ninety percent, actually) have to fail in this regard. Choice A might be true, but it
doesn't need to be. If everyone generates less than they did last year, then no one will meet all of
their goals. Choice B need not be true, because we're not told anything about the entire
organization. Choice C need not be true, because the people who did better in any given year
need not be in the top ten percent overall. Choice D could be true, but need not be true. All of
them could meet all their goals if they did better than they did last year.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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72) A manager criticizes the "excellence club" because she believes that it encourages negative
behavior that would not happen otherwise. She believes instead that business developers should
be rewarded based on the revenue they bring in. Which of the following, if true, would MOST
strongly support this conclusion?
A) Business developers often pursue deals that generate revenue in the year they are completed,
but are bad propositions in the long term.
B) Business developers who are less successful have been known to try to take credit for deals
completed by more successful business developers.
C) Business developers have sometimes lied to customers about the real value of the deals they
offer.
D) Toward the end of the fiscal year, business developers outside the top ten percent put in extra
hours in order to increase their chances of qualifying for the "excellence club."
E) Business developers outside the top ten percent have contacted some customers of those in the
top ten percent in an effort to prevent those customers from completing their deals.
Answer: E
Explanation: E) The "excellence club" rewards people in the top ten percent. That could
encourage people to try to earn more in order to qualify. But it could also encourage people to
destroy other people's deals in an attempt to bring those rivals out of the top ten percent. Choice
E, if true, would be an example of negative behavior that most likely would not occur under the
"revenue only" approach. The "excellence club" gives people an incentive to destroy their rivals'
deals, but that incentive would disappear if others' performances were irrelevant. Choices A, B,
and C are bad things, but they would be encouraged by either approach. Choice D is an example
of what the company wants to happen.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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73) Suppose that Oak Meteors institutes a "Super Bonus" program that provides a large cash
award for the business developer with the greatest year-to-year increase in revenue. A manager
claims that this would encourage business developers to do poorly in one year in order to make it
easier to do much better in the subsequent year. All of the following would help address this
concern EXCEPT:
A) restricting eligibility for the "Super Bonus" program to those who achieved their annual goals
in the previous year
B) changing the "Super Bonus" so that it is awarded only to those who have increased their
revenue by a substantial percentage
C) offering the "Super Bonus" for the current year's performance and then never offering it again
D) including a review panel empowered to disallow the "Super Bonus" for those who have
abused the process
E) disqualifying all business developers who have earned a negative performance review within
the last three years
Answer: B
Explanation: B) Giving a bonus for a big increase can give people an incentive to
underperform in one year, making it easier to get that big increase in the second year. To stop
this, Oak Meteors could use its judgment to disqualify people who seem to be doing this, as
Choices D and E suggest. Oak Meteors could also use a clear rule such as the one in Choice A.
Choice C also addresses the problem, because the business developers can't go back in time and
sabotage last year's performance. If Choice C is true and the award is never offered again, there
will be no year in which the employees have an incentive to underperform. The one that doesn't
help is Choice B. Switching to a percentage increase gives people even more of an incentive to
underperform. If someone earned $1 this year and $100 next year, their revenue would have
gone up by only $99, but it would have gone up by a staggering 9900 percent! That's a big
percentage increase and a terrible performance.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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74) If it were possible to qualify for membership in the "excellence club" by completing a new
product deal worth over $1,000,000, then which of the following business developers would
have met all of his or her annual goals?
A) Ali, who did not complete any deal worth over $1,000,000, but generated more dollars in
sales than he did last year.
B) Yero, who completed more new product deals worth over $1,000,000 than any other business
developer.
C) Kelly, who qualified for the "excellence club" and completed a new product deal worth over
$1,000,000.
D) Shelly, who did not place in the top ten percent in terms of the dollar value of the deals
completed, completed a new product deal worth over $1,000,000 and generated more dollars in
sales than she did last year.
E) Bobby, who did not qualify for the "excellence club," completed a deal worth over
$1,000,000, and generated more dollars in sales than he did last year.
Answer: D
Explanation: D) If completing a new product deal worth $1,000,000 or more gets you into the
"excellence club," then Shelly in Choice D qualifies by completing that deal and doing better this
year. Choice A: Ali might not qualify because we don't know if he placed in the top ten percent.
Choices B and C: Yero and Kelly might not qualify if they didn't do better this year than they did
last year. Choice E: We know Bobby completed a deal worth over $1,000,000, but we don't
know if it was a new product deal. We're also told that he didn't qualify for the "excellence club."
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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full file at http://testbankeasy.com
Gordon: Our experimentation with a teams-focused product development process is complete,
and the evidence clearly supports adopting this process across our organization. We picked a test
project to see if productivity would be better under shared leadership, team accountability, and
collaborative work. That project, Zen Park Frantic, was a market success. What more do we need
to know?
Linda: You are jumping to conclusions. If Zen Park Frantic went especially well, then that
improvement was probably caused by the "Hawthorne effect": Almost any change from the
normal procedures would have produced a benefit.
75) Which of the following is a point at issue between Gordon and Linda?
A) Was Zen Park Frantic a market success?
B) Would Zen Park Frantic have been as successful if it had followed the organization's normal
procedures?
C) Are team-based product development processes successful in any organizational setting?
D) Is the "Hawthorne effect" an important concept in explaining the causes of increased
productivity?
E) Does the evidence support a move to team-based product development?
Answer: E
Explanation: E) Gordon thinks that the success of the Zen Park Frantic project demonstrates
the superiority of the team-focused product development process. Linda thinks that any change
would have resulted in improved performance. So Linda believes that the evidence isn't strong
enough to support a general move to team-based product development. So the speakers disagree
about Choice E. Choice A: Linda agrees that it was a success, but has a different view about the
cause. Choice B: Both speakers agree that it would have been worse using normal procedures.
Choice C goes too far to be covered by Linda. She is talking about this organization, not all of
them. Choice D: Gordon doesn't mention the "Hawthorne effect," so we don't know what he
thinks about it in general. He probably thinks that it doesn't apply here, but Choice D makes a
much broader claim.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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Peck: Our new incentive system is the best way to encourage high performance out of each
employee. It specifies the things that employees should do and the results that will lead to
rewards.
Witt: You ignore a key issue: no matter what else is going on, employees will not be motivated if
they do not feel that they are being treated fairly. Workers who feel that they are paid less than
others for the same work will not feel that they are being treated fairly unless the organization
provides some kind of persuasive justification. For example, Robin cannot possibly be motivated
given that she is paid much less than Jonaki.
76) All of the following are assumed by Peck's argument EXCEPT:
A) Employees can understand the new incentive system.
B) Employees are capable of achieving the results specified by the new incentive system.
C) Employees who exhibit a similar level of effort will receive similar rewards.
D) Employees will perceive that the rewards offered by the new incentive system are worth the
effort required to achieve the results that lead to those rewards.
E) Employees believe that the things that the new incentive system calls for them to do are likely
to have an effect on the outcomes that affect their rewards.
Answer: C
Explanation: C) All of the choices are assumptions in an expectancy-theory based approach
except for Choice C, which is something that a supporter of equity theory would want to see.
Choice A: If they don't understand what they're supposed to do, they'll be unlikely to do it.
Choice B: Asking people to do the impossible won't work. Choice D: Employees won't do what
the system calls for if the rewards aren't worth it. Choice E: Incentives don't work when there's
no connection between the actions of the individual and the outcome that's rewarded.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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77) Witt's claim that Robin must be dissatisfied assumes which of the following?
A) Jonaki is aware of Robin's salary.
B) Most people in the organization would agree that Robin and Jonaki do comparable work.
C) Jonaki receives more favorable employee reviews than Robin does.
D) Robin has met all of the goals specified by the organization's incentive system.
E) Robin has not been provided with a persuasive justification for the difference in salary.
Answer: E
Explanation: E) Jonaki is paid more than Robin, and Witt says that will be a barrier to
motivation unless there's some kind of persuasive justification. Since Witt concludes that Robin
must be dissatisfied, but never mentions anything about any justification, Witt must assume that
no persuasive justification was offered. If it were, then the fact that Jonaki is paid more than
Robin would not guarantee that Robin is not motivated. Choice A: The argument does assume
that Robin is aware of Jonaki's salary, but not the reverse. Choice B: The argument does assume
that Robin thinks that the work is comparable, but it does not assume that most people agree.
This is about Robin's perspective only. Choice C might be part of a persuasive justification for
the difference, which could only weaken the argument. Choice D sounds like something Peck
would say, but Witt says that these fairness considerations apply no matter what else is going on.
So nothing about the incentive program need be assumed.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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78) If all of Witt's statements are true, which of the following must also be TRUE?
A) If Robin were paid more than Jonaki, she would be motivated.
B) All employees who are motivated and feel that they are paid less than employees who do the
same work have received a persuasive justification.
C) If Robin felt that she is being treated fairly, then she would be motivated.
D) Workers who are provided with a persuasive justification for differences in pay will be
motivated.
E) Any employees who are not motivated and feel that they have been treated unfairly must not
have received a persuasive justification.
Answer: B
Explanation: B) Witt says that feeling that you are being treated unfairly guarantees that you
will be unmotivated, and feeling that you are paid less for the same work guarantees that you will
feel that you are being treated unfairly. The one exception to this is if you receive a persuasive
justification. So if you are motivated despite the pay difference, you must have received a
persuasive justification, which makes it impossible that you didn't receive such a justification.
That's what Choice B says in very complicated language. Choices A, C, and D: The pay gap and
feeling that you are being treated unfairly may not be the only things that can destroy motivation.
So Robin (or anyone else) could be unmotivated even if she is paid fairly, treated fairly, and/or
gets a persuasive justification. Choice E: The persuasive justification is necessary only in the pay
gap case. Someone who is unmotivated for other reasons might have received a persuasive
justification.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
79) Which of the following, if true, would BEST show that a manager's strategy for motivating
his team is consistent with "Theory Y" about employee motivation?
A) The employees would need to see incentives as worth having for their own sake.
B) The employees would need to see their work as contributing to a success that they share in.
C) The manager wants his team to feel rewarded by doing their job well.
D) The manager thinks that his team will not do their work well without added incentives.
E) The manager thinks that incentives are needed in order to boost morale.
Answer: B
Explanation: B) Theory Y says that employees will be most motivated by factors intrinsic to
their work itself. If employees see their work as contributing to their own success, this will help.
Choice A is about the incentives and not about how employees are motivated to do the work
itself. Choices C and E do not tell whether the manager's strategy will reward employees on
factors inherent in the job itself. Choice D would show that the manager's strategy is consistent
with Theory X, not Theory Y.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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80) If, instead of offering incentives for sales goals, a manager were to get ideas on increasing
sales revenue from his sales team to implement, which of the following would MOST likely
result?
A) The sales team would be more motivated by feeling more invested in the process.
B) The sales team would prefer to be given clearly defined goals to meet.
C) The sales team would not have enough information to go on in order to get ideas.
D) The sales team would come up with too many different ideas.
E) The sales team would be more motivated because of the chance to earn more money.
Answer: A
Explanation: A) Letting the sales team engineer their own solution from their own ideas is
likely to motivate them much more than merely being given incentives. Choice B describes what
may be true in some situations, but being able to engineer their own solutions will be much more
motivating. Choices C and D are possible outcomes, but not particularly likely, given the
information. Choice E does not apply, since the plan described is not primarily focused on
earning more money as the primary motivation.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
81) Suppose that a manager decides to experiment with making changes in his employees'
working environment to see if morale increases. Which of the following is MOST likely to
result?
A) The employees will be annoyed at any of the changes made.
B) One of the possible environmental changes will work much better than others.
C) The changes will have no effect because the source of the employees' morale problems likely
come from elsewhere.
D) No environmental changes will be possible in his team's work environment due to the nature
of their work.
E) His employees will increase their productivity regardless of which changes are made.
Answer: E
Explanation: E) Employees will likely be more motivated simply because they know that
attention is being paid to them. (This is known as the "Hawthorne effect.") Choices A and B are
possible outcomes, but not more likely than any other. Choice C is incorrect because even if the
employees' morale problems come from elsewhere, the manager's experimentation is likely to
have an effect. Choice D is incorrect because there are always changes in the work environment
that can be made.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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full file at http://testbankeasy.com
82) Deidra is a manager whose team has a morale problem. According to the two-factor theory
of motivation, which of the following, if true, would be the MOST reliable indication that the
morale problem with Deidra's team is primarily due to a lack of motivators?
A) Deidra's team members all report that they like the building and location in which they work.
B) A survey of Deidra's team members shows that most of them have a sense of the importance
of their work.
C) Many of Deidra's team members have difficulty relating to each other.
D) Deidra's team members report getting negative messages about customers from other parts of
the company.
E) When surveyed, Deidra's team members do not express any dissatisfaction with existing work
conditions.
Answer: E
Explanation: E) Dissatisfaction with existing work conditions would indicate the presence of
"hygiene" issues, according to the two-factor theory of motivation. By the process of elimination,
according to the two-factor theory of motivation, if no hygiene factors are causing
dissatisfaction, then it must be due to lack of motivators.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
83) Sam manages a team of employees and wants to motivate them. Which of the following, if
true, would provide the BEST reason for thinking that Sam operates under Theory X of
employee motivation?
A) Sam decides to arrange private conferences individually with his employees to gauge their
sources of dissatisfaction.
B) Sam decides to give all of his employees a raise in order to boost their morale.
C) Sam decides to initiate a system of stricter rules and work policies in order to increase his
team's productivity.
D) Sam assumes that something must be wrong with the conditions under which his employees
work.
E) Sam decides to survey his employees to determine what it would take to make them work
more productively.
Answer: C
Explanation: C) Sam seems to be working under the assumption that his team will dislike their
work anyway, in which case he needs to put stricter policies in place to make them do the work.
Difficulty: Difficult
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
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full file at http://testbankeasy.com
84) Alexus, a manager, decides to increase the morale of his team by giving more conspicuous
praise for work done well. Which of the following, if true, would likely make this strategy
ineffective?
A) Alexus's employees are already receiving effective praise from their co-workers.
B) Alexus's employees feel that their salaries are below industry standard.
C) Alexus's employees feel that they are not living up to their full potential.
D) Alexus's employees are already being paid very well by industry standards.
E) Alexus's employees indicate that they are satisfied with their physical working environment.
Answer: B
Explanation: B) In the "hierarchy of needs," the need for financial security comes before the
need for recognition. So recognition for a job well done will not be an effective motivator if the
more fundamental need for financial security is not met first.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
Estelle took a new position as team leader of a software development team and is finding the
position far more frustrating than she had expected. The six members of her team are all highly
qualified and produce good work, but one of the team members behaves negatively every time a
new problem or challenge arises. This programmer, Jake, defines every problem as someone
else's fault. He avoids volunteering for any new assignment, saying he has a hard enough time
meeting deadlines as it is. The rest of the team is visibly annoyed with Jake.
In addition, Estelle finds that the team members do not accept her direction well. When she
makes assignments to the team, some of the members openly question whether she is distributing
the work effectively. Estelle has pointed out that since she is the team leader, she should make
the assignments, and although she says it pleasantly, she can tell from the faces around her that
the team members resent her.
85) Which of the following personality traits might be influencing Jake's behavior?
A) Machiavellianism and low self-esteem
B) External locus of control and low self-efficacy
C) Internal locus of control and high self-efficacy
D) Internal locus of control and low emotional intelligence
E) High self-efficacy and high authoritarianism
Answer: B
Explanation: B) Someone with an external locus of control tends to blame others (or luck) for
problems, as Jake does. People with low self-efficacy tend to doubt their ability to perform tasks,
as Jake implies when he suggests he won't be able to meet deadlines.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
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86) How might an understanding of authoritarianism help Estelle lead her team more effectively?
A) An understanding of authoritarianism could teach Estelle how to become a firmer leader
when employees resist.
B) Estelle could see that the team members are more authoritarian than she is, so they want to
direct their own work.
C) Estelle could see that she is more authoritarian than her team members, so they are less
accepting of status differences on the team.
D) An understanding of authoritarianism could teach Estelle to be more rational, less emotional,
and better able to manipulate others.
E) Estelle could learn to be more willing to take chances, make risky decisions, and experiment
with new ideas.
Answer: C
Explanation: C) Estelle's behavior shows that she is highly authoritarian; she believes power
and status differences are appropriate on her team. Because she is the team leader, she should
give directions, and the team members should comply. If the team members also were highly
authoritarian, they would accept this arrangement as appropriate. However, they resist being
directed, suggesting that their personalities are low in authoritarianism. Of course, this is only
one possible explanation of their attitudes.
Difficulty: Moderate
Objective: 8.2
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Critical Thinking
87) In what three ways is job redesign typically implemented?
Answer: Job redesign is usually implemented through combining tasks, forming natural work
groups, or through establishing client relationships.
Explanation: Job redesign is usually implemented through combining tasks, forming natural
work groups, or through establishing client relationships.
Difficulty: Moderate
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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full file at http://testbankeasy.com
88) Jack is a manager at StyleCo. His CEO has started a program that encourages employee
empowerment. Jack presented the idea to his staff, and the employees seem reluctant to take part.
Jack tells his CEO that his staff is not interested in empowerment. What assumption is Jack
making that the CEO needs to take into account?
Answer: Jack is attributing the employees' reluctance to take part to a lack of interest.
However, they may have other reasons, such as fearing they are unprepared for the
responsibility, believing the company is adding to their responsibilities with no rewards, or
doubting the program will bring a meaningful change.
Explanation: For empowerment to succeed, employees must believe they are equipped to
handle the responsibilities, and they must believe the empowerment program is substantive, not
just symbolic.
Difficulty: Difficult
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Application
89) What are some potential consequences of employees being dissatisfied?
Answer: Dissatisfied employees may be absent more often, may experience stress that disrupts
coworkers, and may be continually looking for another job.
Explanation: Unlike dissatisfied employees, satisfied employees tend to be absent less often, to
be good organizational citizens, and to stay with the organization.
Difficulty: Moderate
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
90) How are equity theory and the psychological contract connected?
Answer: In both situations, employees compare a ratio of contribution to return. With equity
theory, one employee compares his or her ratio with another employee's ratio.
Explanation: According to both theories, employees need to know that they are being treated
fairly.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
91) How does Maslow's hierarchy of needs model explain employee motivation?
Answer: Maslow identified five levels of human needs, arranged in a hierarchy of importance.
Lower-level needs must be met before a person will try to satisfy higher-level needs. Maslow's
theory recognizes that because people have different needs, they are motivated by different
factors.
Explanation: Maslow's hierarchy of needs explains the human needs that must be met for
people to be motivated.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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full file at http://testbankeasy.com
92) According to the two-factor theory, how should managers enhance motivation?
Answer: According to this theory, managers should follow a two-step approach to enhance
motivation. First, managers must ensure that hygiene factors are acceptable, reducing
dissatisfaction. Then they must offer motivational factors as a means of improving satisfaction
and motivation.
Explanation: The two-factor theory includes hygiene factors and motivation factors.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
93) Why is workplace violence increasing?
Answer: Workplace violence is increasing because of economic fears regarding job security,
heightened concern for personal safety since 9/11, and generalized stress and anxiety among
workers.
Explanation: Employee insecurity leads to workplace violence.
Difficulty: Easy
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
94) How can managers minimize the chance of workplace violence?
Answer: Managers can minimize the chance of workplace violence by treating people with
respect, dignity, fairness, and honesty. When a cut to hours, pay, or elimination of jobs becomes
necessary, managers should provide as much advance information as possible. They should also
make sure each person affected understands the basis for the decision.
Explanation: Enhancing employee feelings of security and fairness can reduce workplace
violence.
Difficulty: Difficult
Objective: 8.1
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
95) How can teams lead to higher levels of employee motivation and satisfaction in smaller
firms?
Answer: They help employees make decisions more quickly and effectively; in addition,
participation on teams enhances companywide communications and encourages organizational
members to feel more like a part of the organization.
Explanation: Teams give employees opportunities to feel as if their level of contribution is
meaningful.
Difficulty: Difficult
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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full file at http://testbankeasy.com
96) Under what conditions might the use of work teams be inappropriate?
Answer: Work teams may not be appropriate when workers perform repetitive, highly
specialized tasks. Basing pay on team productivity can result in resentment, as faster workers
feel that slower workers reduce the group's total output, and slower workers feel their coworkers
are putting pressure on them to produce more.
Explanation: Teamwork is not always appropriate for every kind of work.
Difficulty: Difficult
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
97) Contrast Theory X and Theory Y.
Answer: Theory X carries the assumption that people are lazy, lack ambition, are self-centered,
resist change, and are gullible. Theory Y carries the assumption that people are energetic,
ambitious, selfless, intelligent, and want to contribute to company growth.
Explanation: Theory X and Theory Y are two competing informal theories of motivation.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
98) How does expectancy theory explain employee motivation?
Answer: Expectancy theory suggests that people are motivated to work toward rewards that
they want and that they believe they have a reasonable chance, or expectancy, of obtaining.
Expectancy theory states that a number of issues must be considered for individuals to exert high
effort. The individual must expect that high effort will result in high individual performance, and
thereby organizational rewards. Finally, the individual must expect that the organizational
reward will meet their personal goals.
Explanation: Expectancy theory explains the circumstances in which employees will work
toward goals.
Difficulty: Moderate
Objective: 8.4
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
99) Discuss management by objectives (MBO).
Answer: MBO is a system of collaborative goal setting that extends from the top of an
organization to the bottom. MBO involves both managers and subordinates in setting goals and
evaluating progress. MBO can serve as a program for improving satisfaction and motivation.
Explanation: Management by objectives is the most frequently used method for setting
performance goals, which are commonly used to direct and motivate behavior.
Difficulty: Difficult
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
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full file at http://testbankeasy.com
100) Discuss modified work schedules and how they increase job satisfaction.
Answer: Modified work schedules are different approaches to working hours. Work sharing
programs and flextime programs, such as telecommuting, give employees more freedom in their
professional and personal lives.
Explanation: Modified work schedules can give employees more flexibility in balancing work
with life.
Difficulty: Moderate
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
101) Discuss the potential benefits to the employer from a flextime program.
Answer: Employers implementing flextime programs can expect a number of benefits. Studies
have shown that the increased sense of freedom associated with flextime reduces stress and
improves individual productivity. In urban areas, flextime programs can reduce traffic
congestion and similar problems that contribute to stress and lost work time. Employers also
benefit from higher levels of commitment and job satisfaction.
Explanation: Flextime programs can increase employee satisfaction and motivation by helping
them to balance work and life.
Difficulty: Moderate
Objective: 8.5
Learning Outcome: Discuss the factors that affect motivation and behavior in the workplace.
Skill: Concept
full file at http://testbankeasy.com