MOTIVATION 1. An internal force that drives a worker to perform well is a. job satisfaction b. ego needs c. safety needs d. motivation 2. ____ determines whether a person can do the job properly and ____ determines whether that person will do it properly. a. Satisfaction / motivation b. Ability / satisfaction c. Ability / motivation d. Motivation / satisfaction 3. The personality dimension of _____ is the best predictor of performance whereas _____ is the best predictor of promotions. a. openness / conscientiousness b. conscientiousness / extraversion c. extraversion / agreeableness c. conscientiousness / stability 4. Consistency theory states that there is a relationship between work motivation and: a. self-esteem b. perceived fairness c. expectancy d. salary 5. __ self-esteem focuses on an individual's feelings in a particular situation whereas _____ self-esteem focuses on how a person feels about himself based on the expectations of others. a. Socially influenced / situational b. Situational / chronic c. Chronic / socially influenced d. Situational / socially influenced 6. Janice sends all of her new employees to a self-esteem workshop. She must believe in ______. a. consistency theory b. equity theory c. expectancy theory d. social learning theory 7. Ruth believes that she can effectively handle any customer complaint, whereas Jill is worried that she will cry if a customer yells at her. The ______ would predict that Ruth will perform better than Jill. a. social learning theory b. equity theory c. self-fulfilling prophecy d. expectancy theory 8. An employee thinks he is an idiot and will never be able to master the new computer system. The employee takes a training class on the new system and fails. This situation might best be explained by: a. social learning theory b. the Galatea effect c. expectancy theory d. equity theory 9. An employee's supervisor places full confidence in the employee and believes that the employee can handle a fairly difficult task. This boosts the employee's self-esteem which in turn increases her performance. This phenomena is known as: a. consistency b. the Pygmalion effect c. the Golem effect d. socially influenced self-esteem 10. Temea spends a lot of effort selecting her employees. Thus, when she hires someone, she knows they will perform well and has a lot of confidence in them. According to _______, the employees probably will perform well. a. equity theory b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory 11. According to research by Eden (1998), training supervisors to use the Pygmalion Leadership Style: a. increases employee self-esteem b. does not increase subordinate self-esteem c. has had mixed results d. will save an organization money 12. Bob hates his work but will work hard if the supervisor is around to punish employees who are not working. Bob is probably ______ motivation. a. high in extrinsic b. high in intrinsic c. low in both extrinsic and intrinsic d. high in both extrinsic and intrinsic 13. An individual's orientation toward intrinsic and extrinsic motivation is measured by the: a. Employee Personality Inventory b. Job Descriptive Index c. Test of Motivational Style d. Work Preference Inventory 14. Employees with a high need for _______ are motivated by jobs that are challenging and over which they have some control. a. Theory Y b. power c. achievement d. affiliation 15. Sue is motivated by jobs in which she can help others, whereas Bob is motivated by the desire to influence others. Sue has a high need for _______ and Bob has a high need for _______. a. affiliation / power b. affiliation / achievement c. achievement / affiliation d. achievement / power 16. Which of the following component of job characteristics theory involves an employee being able to connect her efforts with an outcome? a. skill variety b. task significance c. autonomy d. task identification 17. ______ theory states that individuals have five major types of hierarchical needs is: a. Maslow's b. McClelland's c. FIRO d. ERG 18. _______ needs are the third level of Maslow's hierarchy of needs. a. Social b. Safety c. Ego d. Biological 19. In general, research on Maslow's theory: a. has been very supportive b. has shown that there should be six levels c. has shown that people skip levels d. indicates the theory does not make intuitive sense 20. Which need theory has three levels of needs and allows individuals to skip levels? a. Maslow's theory b. ERG theory c. Two-factor Theory d. McClelland's needs theory 21. According to two-factor theory, ____ is an example of a hygiene factor. a. growth b. control c. responsibility d. pay 22. Making goals _______ would not increase their effectiveness. a. specific b. general c. high but attainable d. concrete 23. Fred's parents tell him to try his best in college. Fred's first semester GPA is 1.8 and his parents are mad. What was wrong with the goal set for Fred? a. It was not specific b. It was not general enough c. It was too high d. Fred did not help set the goal 24. Three meta-analyses indicate that allowing an employee to participate in goal setting will result in: a. an increase in performance b. a decrease in performance c. no effect on performance d. decreased job satisfaction 25. Brian assigns tasks that are challenging, yet achievable and specifically tells employees what he expects from them. It sounds like Brian believes in: a. providing feedback b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory 26. The supervisor at a local grocery store schedules individual monthly meetings with her four employees to let them know how they are doing in their respective areas. The supervisor is using a technique known as: a. social learning b. modelling c. feedback d. goal setting 27. Matt constantly posts charts and graphs indicating the latest production statistics. Matt seems to believe in: a. providing feedback b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory 28. Feedback is most effective when it focuses on an employee's ______ and the supervisor explains how the behavior impacts _____ . a. behavior / others b. personality / the employee c. behavior / the employee d. personality / others 29. Self-regulation theory states that employees: a. do not like to receive feedback b. want feedback but tend to ignore it c. monitor their own progress toward goals d. consistently set unrealistic goals 30. Operant conditioning focuses on: a. modelling of behavior b. self-esteem c. reinforcement of behavior d. employee needs 31. Which of the following types of rewards has been shown not to increase performance? a. Financial b. Non-financial c. Social d. All three can increase performance 32. A supervisor rewards a restaurant employee for cleaning the bathrooms by allowing the employee to stock the salad bar. ______ would predict that the opportunity to stock the salad bar would actually be reinforcing. a. Gainsharing b. The Premark principle c. Social loafing d. Classical conditioning 33. Managers constructing a reinforcement hierarchy for employees are probably using: a. gainsharing b. the Premack principle c. social loafing d. classical conditioning 34. An individual does not like to do laundry but prefers to do laundry over studying for exams. Because doing laundry is liked more than studying, _______ predicts that the opportunity to do laundry will motivate a person to study. a. equity theory b. the Anderson adage c. the Thompson tenet d. the Premack principle 35. Which part of a pay plan is designed to motivate employees? a. Benefits b. Base pay c. Shift and location adjustments d. Variable pay 36. Benefits provide ______ and variable pay provides _____. a. incentive / security b. security / security c. incentive / incentive d. security / incentive 37. Lona gives her employees attention, smiles at them, and nods her head in approval when they perform well. She is using _____ to motivate her employees. a. social recognition b. social learning c. equity d. valence 38. Employees at Denton Electronics receive $3 for each electrical switch they assemble. Denton is using a _____ system. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing 39. _______ plans are also called earnings-at-risk plans. a. Pay-for-performance b. Merit pay c. Stock options d. Profit sharing 40. Which of the following incentive plans is most geared toward short term performance? a. Pay-for-performance b. Profit sharing c. Stock options d. All three are short-term oriented 41. Janelle will receive $1,000 if her performance appraisal score is at least a 4.0. It sounds like Janelle is under a _____ plan. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing 42. Which of the following incentive plans is not a group incentive plan? a. Merit pay b. Gainsharing c. Profit sharing d. Stock options 43. A problem with _____ plans, is that they are based on subjective supervisor ratings. a. pay-for-performance b. merit pay c. stock option d. profit sharing 44. _______ incentive plans often result in social loafing. a. Individual b. Group c. Both individual and group d. Neither individual nor group 45. Employees at Roth Robotics receive a bonus at the end of each year. The bonus is based on the amount of money the company made during the year. Roth is using a _______ system. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing 46. In 2011, Harris Optical lost $450,000 in missing merchandise. As a result, it developed a plan in which employees in 2012 would share half of each dollar under $450,000 that was lost. Harris Optical is using a ______ plan. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing 47. Approximately what percentage of organizations have gainsharing plans? a. 3% b. 11% c. 41% d. 83% 48. Which of the following is the most complicated incentive plan? a. Merit pay b. Profit sharing c. Stock options d. Pay for performance 49. Which of the following plans is most geared toward long-term organizational performance? a. Merit pay b. Profit sharing c. Stock options d. Gainsharing 50. In expectancy theory, _____ is the perceived relationship between the amount of effort an employee puts in and the resulting outcome, and ______ is the extent to which the outcome of a worker's performance will result in a particular consequence. a. instrumentality / expectancy b. expectancy / instrumentality c. instrumentality / valence d. valence / expectancy 51. In expectancy theory, the three components are ____ to get an overall motivation index. a. added b. divided c. subtracted d. multiplied 52. An employer will give $3 each month to every employee with perfect attendance. According to the ____ component of expectancy theory, this plan will not motivate employees. a. equity b. expectancy c. instrumentality d. valence 53. The president of Peso Bank tries to motivate employees by giving them $1,000 every time he notices them providing excellent customer service. The problem is that the president is never in the branch offices. According to the ____ component of expectancy theory, this plan will not motivate employees. a. equity b. expectancy c. instrumentality d. valence 54. The sales manager for Clinton Inhalants has promised a $5,000 bonus to any sales representative who increases sales by 500%. According to the ____ component of expectancy theory, this plan will not motivate employees. a. equity b. expectancy c. instrumentality d. valence 55. A waiter is asked to increase his check average by "suggestively selling" appetizers, salads, and desserts. It has been explained to the waiter that the larger his check average, the more he will make in tips. However, the waiter does not believe that suggestive selling will actually result in increased tips. In this scenario, the waiter's belief that suggestive selling is not likely to result in more tips exemplifies: a. equity b. expectancy c. instrumentality d. valence 56. Dave is the owner of Cohen's Sassy Designs. He takes great effort to make sure that his employees know that if he promises a reward, he will always keep his word. Dave seems to believe in: a. consistency theory b. equity theory c. expectancy theory d. social learning theory 57. According to _______, an employee's motivation is related to how fairly she believes she is being treated compared to other employees. a. Maslow's theory b. equity theory c. consistency theory d. ERG theory 58. If an employee feels she is underpaid for the effort she exerts, she will probably: a. work harder b. not change her effort c. reduce her effort d. feel guilty 59. All of Armand's employees make the same amount of money but he thinks they lie to each other about how much they make. To stop this, he posts all salary information on the bulletin board. Armand seems to believe in _______. a. consistency theory b. equity theory c. expectancy theory d. social learning theory 60. Employees who work with highly motivated employees are likely to be _______ than employees who work with unmotivated co-workers. a. less challenged b. less satisfied c. more resentful d. more motivated
