Motivation test bank
TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.
1) Motivation is a result of an interaction between a person and a situation.
Answer:
True
False
1) _______
2) The three key elements in the definition of motivation are energy, direction, and achievement.
Answer:
True
False
2) _______
3) High levels of effort don't necessarily lead to favorable job performance unless the effort is
channeled in a direction that benefits the organization.
Answer:
True
False
3) _______
4) Some studies about motivation in the Arab world indicated that professionals in Tunisia have
the highest levels of motivation.
Answer:
True
False
4) _______
5) The best-known theory of motivation is probably McGregor's Theories X and Y.
Answer:
True
False
5) _______
6) Maslow argued that each level in the needs hierarchy must be substantially satisfied before the
next is activated.
Answer:
True
False
6) _______
7) Maslow argued that each level in the needs hierarchy must be substantially satisfied before the
next is activated and that once a need is substantially satisfied, the next need becomes dominant.
Answer:
True
False
7) _______
8) Lower-order needs are satisfied internally while higher-order needs are predominantly satisfied
externally.
Answer:
True
False
8) _______
9) According to Herzberg, the factors that led to job satisfaction were separate and distinct from
those that led to job dissatisfaction.
Answer:
True
False
9) _______
10) The two-factor theory is also called Theory X and Theory Y.
Answer:
True
False
10) ______
11) Based on McClelland's three-needs theory, high achievers perform best when the odds are
against them.
Answer:
True
False
11) ______
12) The best managers are high in the need for power and high in the need for affiliation.
Answer:
True
False
12) ______
13) David McClelland proposed the three-needs theory, which says there are three acquired needs
that are major motives in work.
Answer:
True
False
13) ______
14) Self-generated feedback has been shown to be a more powerful motivator than externally
generated feedback.
Answer:
True
False
14) ______
16) The key to reinforcement theory is that it ignores factors such as goals, expectations, and needs
and focuses solely on what happens to a person when he or she takes some action.
Answer:
True
False
16) ______
17) Job design refers to the way tasks are combined to form complete jobs.
Answer:
True
False
17) ______
18) Adding vertical depth to a job is called job enlargement.
Answer:
True
False
18) ______
19) Reinforcement theory says that behavior is a function of its consequences.
Answer:
True
False
19) ______
20) Job enlargement increases job depth.
Answer:
True
False
20) ______
21) When a mail sorter's job is expanded to include mail delivery, the mail sorter has experienced job
enlargement.
Answer:
True
False
21) ______
22) In the job characteristics model, skill variety refers to the degree to which a job requires
completion of a whole and identifiable piece of work.
Answer:
True
False
22) ______
23) According to the job characteristics model, task identity is not important.
Answer:
True
False
23) ______
24) According to equity theory, a person who earns $50,000 will be less satisfied with his or her pay
than a person who earns $100,000.
Answer:
True
False
24) ______
25) Equity theory has three referent categories: other, system, and self.
Answer:
True
False
25) ______
26) The three variables in Vroom's expectancy theory are valence, instrumentality, and expectancy.
Answer:
True
False
26) ______
27) Vroom would say that if a person values an outcome, his or her effort to obtain that outcome
will always be great.
Answer:
True
False
27) ______
28) Equity theory has a relatively strong following in the United States.
Answer:
True
False
28) ______
29) Contrary to what Maslow said, in countries where uncertainty avoidance characteristics are
strong, such as some Arab countries, security needs would be at the top of the needs hierarchy.
Answer:
True
False
29) ______
30) Flextime is a scheduling system in which employees work four 10-hour days.
Answer:
True
False
30) ______
31) Job sharing consists of two or more people who split a full-time job.
Answer:
True
False
31) ______
32) Everybody is motivated by jobs that are high in autonomy, variety, and responsibilities.
Answer:
True
False
32) ______
33) Stock options are widely used in the Arab world as a motivation mechanism.
Answer:
True
False
33) ______
MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
34) ________ refers to the process by which a person's efforts are energized, directed, and sustained
34) ______
toward attaining a goal.
A) Need configuration
B) Motivation
C) Leadership
D) Effort management
Answer:
35) Bayt and YouGov's Employee Motivation study in the Middle East indicated that professionals
in ________ reported the highest levels of motivation.
A) Jordan, Kuwait, and Morocco
B) Oman, Qatar, and Saudi Arabia
C) Algeria, Bahrain, and Egypt
D) Tunisia, Lebanon, and Oman
Answer:
35) ______
36) What element of motivation is a measure of intensity or drive?
A) direction
B) persistence
C) energy
Answer:
36) ______
D) achievement
37) We want employees to ________ putting forth an effort to achieve organizational goals.
A) consider
B) motivate others into
C) stop
D) persist in
Answer:
37) ______
38) The drive to find food, drink, and sexual satisfaction is based on what level of need?
A) self-actualization
B) physiological
C) safety
D) social
Answer:
38) ______
39) An individual who wants to buy a home in an expensive neighborhood with a low crime rate is
satisfying which need?
A) self-actualization
B) physiological
C) safety
D) esteem
Answer:
39) ______
40) Within Maslow's hierarchy of needs, the need for belonging is associated with ________.
A) esteem needs
B) physiological needs
C) safety needs
D) social needs
Answer:
40) ______
41) The need for such factors as status, recognition, attention, self-respect, autonomy, and
achievement are examples of which of the following needs according to Maslow's hierarchy of
needs?
A) esteem
B) self-actualization
C) physiological
D) social
Answer:
41) ______
42) Growth, achieving one's potential, self-fulfillment, and the drive to become what one is capable
of becoming are characteristics of which need according to Maslow's hierarchy?
A) physiological
B) social
C) esteem
D) self-actualization
Answer:
42) ______
43) Maslow argued that once a need is substantially satisfied, ________.
A) individuals no longer require that need
B) the next need becomes dominant
C) it becomes a higher-order need
D) that need continues to motivate an individual
Answer:
43) ______
44) Which of the following is considered a lower-order need?
A) social
B) self-actualization
C) esteem
D) safety
Answer:
44) ______
45) ________ assumes that employees have little ambition, dislike work, and avoid responsibility.
A) Belongingness Need Theory
B) Self-actualization Need Theory
C) Theory Y
D) Theory X
Answer:
45) ______
46) Theory Y assumes that people inherently ________.
A) want to work and can exercise self-direction
B) work to satisfy hygiene factors
C) avoid responsibility and need to be closely controlled
D) want to belong more than anything else
Answer:
46) ______
47) According to Herzberg, what characteristic is associated with job dissatisfaction?
A) work itself
B) growth
C) status
D) advancement
Answer:
47) ______
48) According to Herzberg,when ________ are adequate, people won't be dissatisfied, but they also
will not be satisfied.
A) power needs
B) achievement needs
C) hygiene factors
D) affiliation needs
Answer:
48) ______
49) According to Herzberg, in order to provide employees with job satisfaction, managers should
concentrate on ________.
A) extrinsic factors
B) hygiene factors
C) motivator factors (moderate)
D) issues such as pay
Answer:
49) ______
50) According to McClelland, the need to make others behave in a way they wouldn't have behaved
otherwise is which of the following work motives?
A) need for achievement
B) need for motivation
C) need for power
D) need for affiliation
Answer:
50) ______
51) Which of the following suggests that there is a desire for friendly and close interpersonal
relationships at work?
A) need for affiliation
B) need for fulfillment
C) need for achievement
D) need for power
Answer:
51) ______
52) An individual who would enjoy taking on the challenge of personally redesigning the work flow
of a manufacturing line to improve employee productivity would probably be rated high on
which of the following?
A) need for impact
B) need for power
C) need for affiliation
D) need for achievement
Answer:
52) ______
53) Goal setting works best when the goals are ________.
A) moderately challenging
B) indefinite
C) infinite
D) specific
Answer:
53) ______
54) Difficult goals, when accepted, result in ________.
A) low satisfaction
C) lower performance than easy goals
Answer:
54) ______
B) higher performance than easy goals
D) higher dissatisfaction
55) Which factor has been found to influence the goals––performance relationship?
A) easy goals
B) goal commitment
C) foreign culture
D) external locus of control
Answer:
55) ______
56) People will do better when they get ________ because it helps identify discrepancies between
what they have done and what they want to do.
A) goals
B) equity
C) input
D) feedback
Answer:
56) ______
58) Goal setting is more effective in cultures located in ________.
A) South America
B) Asia
C) North America
Answer:
58) ______
D) Europe
59) The concept that behavior is a function of consequences is known as ________.
A) reinforcement theory
B) leadership
C) human resource management
D) group dynamics
Answer:
59) ______
60) Reinforcement theorists believe that behavior results from ________.
A) setting high goals
B) internal personality traits, such as need for achievement
C) intrinsic satisfiers
D) external consequences
Answer:
60) ______
61) A ________ is any consequence immediately following a response that increases the probability
that the behavior will be repeated.
A) goal
B) conclusion
C) reinforcer
D) job characteristics model
Answer:
61) ______
62) According to reinforcement theory, rewards are effective if they ________ a desired behavior.
A) coincide with
B) decrease
C) precede
D) follow
Answer:
62) ______
63) Behavior that is not rewarded, or is punished, is ________.
A) not high on a list of priorities
B) unstructured
C) less likely to be repeated
D) extinguished
Answer:
63) ______
64) ________ is the way tasks are combined to form complete jobs.
A) Job enlargement
B) Job enrichment
C) Job scope
D) Job design
Answer:
64) ______
65) The number of different tasks required in a job and the frequency with which those tasks are
repeated is ________.
A) scope
B) design
C) enlargement
D) enrichment
Answer:
65) ______
66) One of the first attempts to design jobs horizontally expanded jobs and is known as job ________.
A) scope
B) enlargement
C) enrichment
D) rotation
Answer:
66) ______
67) An approach to designing motivating jobs that includes the vertical expansion of a job by adding
planning and evaluating responsibilities is ________.
A) job characteristics model
B) job enrichment
C) reinforcement theory
D) job enlargement
Answer:
67) ______
68) Job ________ is vertical expansion of a job by adding planning and evaluating responsibilities.
A) enrichment
B) scope
C) design
D) enlargement
Answer:
68) ______
69) The job characteristics model provides guidance to managers concerning ________.
A) pay satisfaction
B) employee selection
C) job design
D) collective bargaining
Answer:
69) ______
70) The research evidence on the use of job enrichment programs could be classified as ________.
A) moderately supportive
B) strongly supportive
C) encouraging
D) inconclusive
Answer:
70) ______
71) Which one of the following identifies five primary job characteristics, their interrelationships,
and their impact on employee productivity, motivation, and satisfaction?
A) job enrichment
B) job enlargement
C) job characteristics model
D) job rotation
Answer:
71) ______
72) The job characteristics model (JCM) identifies ________ as the degree to which a job has
substantial impact on the lives or work of other people.
A) autonomy
B) skill variety
C) task significance
D) task identity
Answer:
72) ______
73) ________ is the degree to which a job provides substantial freedom, independence, and
discretion to the individual in scheduling the work and determining the procedures to be used
in carrying it out.
A) Skill variety
B) Task significance
C) Task identity
D) Autonomy
Answer:
73) ______
75) A theory that suggests that employees compare their inputs and outcomes from a job to the ratio
of input to outcomes of relevant others is known as ________.
A) equity theory
B) reinforcement theory
C) action motivation
D) goal setting
Answer:
75) ______
76) In general, the research support for equity theory could be described as ________.
A) weak
B) considerable
C) moderate
D) inconclusive
Answer:
76) ______
77) Which expectancy theory linkage explains the belief that having a high grade point average is
critical in obtaining a good job?
A) valence
B) expectancy
C) instrumentality
D) goal setting to achievement
Answer:
77) ______
78) The importance that an individual places on a potential outcome or reward that can be achieved
on the job is known as ________.
A) valence or attractiveness of reward
B) operant learning opportunity
C) goal-setting behavior
D) effort performance linkage or
expectancy
Answer:
78) ______
79) Maslow's hierarchy aligns well with employees in ________.
A) Mexico
B) the United States
C) most Arab countries
D) Japan
Answer:
79) ______
80) The view that a high achievement need acts as an internal motivator presupposes a willingness
to accept a moderate degree of risk and a concern with performance: two cultural characteristics
that are relatively absent in ________.
A) some Arab countries
B) Great Britain
C) Canada
D) the United States
Answer:
80) ______
81) According to the book, ________ often tend to be higher in Lebanon than the other types of
needs.
A) security and esteem
B) security and affiliation
C) affiliation and esteem
D) physiology and security
Answer:
81) ______
82) Consistent with a legacy of communism and centrally planned economies, employees exhibit
________.
A) a greater entitlement attitude
B) low interest in rewards
C) less expectations of outputs
D) a low desire for interesting work
Answer:
82) ______
83) What seems important to almost all workers, regardless of their national culture?
A) the desire for interesting work
B) the desire for equity
C) the need to achieve
D) the need for self-actualization
Answer:
83) ______
84) To maximize motivation among today's diverse work force, managers need to think in terms of
________.
A) flexibility
B) consistency
C) wants
D) needs
Answer:
84) ______
85) In ________, employees work fewer days, but more hours per day.
A) a job characteristics model
B) a compressed workweek
C) flexible work hours
D) a reorganization
Answer:
85) ______
86) ________ work hours are where employees work a certain number of hours per week, but are
free, within limits, to vary the hours of work.
A) Congruent
B) Compressed
C) Parallel
D) Flexible
Answer:
86) ______
87) What type of job scheduling option would allow two different employees to share one
40-hour-a-week systems analyst position?
A) telecommuting
B) compressed workweek
C) flextime
D) job sharing
Answer:
87) ______
88) The linking by computer and modem of workers at home with coworkers and management at
an office is termed ________.
A) compressed workweek
B) job sharing
C) telecommuting
D) flextime
Answer:
88) ______
89) What is a potential disadvantage of telecommuting?
A) no commuting
B) flexible hours
C) unsatisfied social needs
D) casual dress
Answer:
89) ______
90) Successful motivation of professions requires that managers recognize that the loyalty of
professionals is usually toward their ________.
A) long-term financial well-being
B) short-term financial well-being
C) profession
D) employer
Answer:
90) ______
92) What will motivate involuntarily temporary employees?
A) provide job challenge
B) provide health care benefits
C) pay them more
D) provide the opportunity for training
Answer:
92) ______
93) When temps work alongside permanent employees who earn more and get benefits for doing
the same job, the ________.
A) performance of permanent employees is likely to suffer
B) temps tend to work more diligently in hopes of gaining a permanent position
C) performance of temps is likely to suffer
D) permanent employees tend to work more diligently
Answer:
93) ______
94) How would a manager motivate low-skilled, minimum-wage employees?
A) provide the opportunity for full-time employment
B) provide the opportunity for training
C) offer more pay for high levels of performance
D) use employee recognition programs
Answer:
94) ______
95) Which of the following is not mentioned as a reward program?
A) stock option programs
B) employee recognition programs
C) employee incentive programs
D) pay-for-performance programs
Answer:
95) ______
96) ________ is a motivational approach in which an organization's financial statements are opened
to and shared with all employees.
A) Open-book management
B) Expectancy theory
C) Equity theory
D) Pay-for-performance
Answer:
96) ______
97) Attempts to show the financial condition of the firm to employees to get them to think like
owners of the firm are known as ________.
A) pay-for-performance programs
B) open-book management
C) work sharing arrangements
D) telecommuting
Answer:
97) ______
98) ________ consists of personal attention and expressing interest, approval, and appreciation for a
job well done.
A) An employee recognition program
B) A pay-for-performance program
C) A stock option program
D) Open-book management
Answer:
98) ______
99) Consistent with ________, rewarding a behavior using employee recognition programs
immediately following behavior is likely to encourage its repetition.
A) Maslow's hierarchy of needs
B) equity theory
C) reinforcement theory
D) expectancy theory
Answer:
99) ______
100) What is an example of an employee recognition program?
A) piece-rate pay plans
B) handwritten notes acknowledging something positive that the employee has done
C) stock options
D) lump-sum bonuses
Answer:
100) _____
101) Compensation plans that pay employees on the basis of their contribution to the effectiveness of
the organization are referred to as ________.
A) expectancy theory
B) pay-for-performance programs
C) stock options
D) equity theory
Answer:
101) _____
102) Piece-rate pay plans, wage incentive plans, profit sharing, and lump-sum bonuses are examples
of ________ programs.
A) open-book management
B) expectancy theory
C) equity theory
D) pay-for-performance
Answer:
102) _____
103) ________ are financial instruments that give employees the right to purchase shares of stock at a
set price.
A) Stock options
B) Employee recognition programs
C) Open-book management
D) Pay-for-performance programs
Answer:
103) _____
104) The literature on ________ suggests that managers should ensure that employees have hard,
specific goals and feedback on how well they are doing in achieving those goals.
A) expectancy theory
B) equity theory
C) reinforcement theories
D) goal-setting theory
Answer:
104) _____
105) Managers must be sure that employees feel confident that increased efforts ________.
A) will most definitely result in high achievement
B) can lead to achieving performance goals
C) can earn them a promotion
D) will earn them just pay
Answer:
105) _____
106) Which of the following is not a suggestion for motivating employees?
A) make goals very difficult to achieve
B) match people to jobs
C) recognize individual differences
D) individualize rewards
Answer:
106) _____
107) Following the ideas of ________, managers should check the system to see that employees
perceive the rewards as being equal to the inputs.
A) expectancy theory
B) goal-setting theory
C) three-needs theory
D) equity theory
Answer:
107) _____
108) In a stagnant economy where cost-cutting is widespread, ________ is a low-cost means to reward
employees.
A) linking rewards to performance
B) individualizing rewards
C) offering contingent bonuses
D) using recognition
Answer:
108) _____
Motivation to Study (Scenario)
Leila has considered her own motivation and discussed it with some of her peers who live in her dormitory. She discovers
some distinct differences in attitude with these students and their motivation to study.
109) As she talked to other students, Leila saw some students who needed more direction in their
classroom studies because they had little or no ambition if they were left to their own
motivation. This view is similar to ________ needs.
A) social
B) physiological
C) self-actualization
D) safety
Answer:
109) _____
110) In one class, Leila questions how fairly she is being treated compared to other students. This part
of her motivational processes would best fit into ________.
A) reinforcement theory
B) Maslow's hierarchy
C) equity theory
D) Herzberg's motivation-hygiene theory
Answer:
110) _____
111) In one of her own classes, Leila can see the material is related to growth and achievement in her
career. She is given responsibility to help other students. In Leila's motivational processes, as
described by Herzberg, this class serves as a(n) ________.
A) hygiene factor
B) power need
C) achievement need
D) motivator
Answer:
111) _____
Changing Jobs (Scenario)
Massoud sat in his favorite chair at home and pondered his work situation. The funding in his division had been cut by 25
percent, but the numerical goals did not budge. Something had to change, and he knew it was his job to figure out how to
make the goals reachable. He had decided to try to make it work by changing the way tasks are combined in each job.
First, he needed to know how many tasks there were to each job and how frequently each task is repeated. He also knew
that because of the funding cut, people were going to be asked to increase their job tasks horizontally. But, he also felt that
to balance this he should add planning and evaluating responsibilities. No one looked forward to this coming year
managers or staff but it was do or die.
112) Massoud is looking at job ________, or "the way tasks are combined in each job."
A) enlargement
B) depth
C) scope
D) design
Answer:
112) _____
113) Massoud was going to ask people to horizontally increase their jobs, also known as job ________.
A) enlargement
B) design
C) scope
D) enrichment
Answer:
113) _____
114) The vertical expansion of employees' jobs, or job ________, was also suggested by Massoud.
A) design
B) enrichment
C) enlargement
D) scope
Answer:
114) _____
115) Together, even though the employees were clearly being asked to contribute more, he felt they
would have a greater degree of control over their work. ________ describes the degree of control
the employees will have over their work.
A) Job enrichment
B) Job depth
C) Job design
D) Job enlargement
Answer:
115) _____
Marj Corporation (Scenario)
Marj Corporation's management feels that employees could be more motivated by their jobs. The jobs were enlarged
earlier and some improvements were seen in motivation.
116) Marj Corporation accomplished the process of enlarging the jobs by ________.
A) changing the pay structure
B) changing the number of breaks during a shift
C) increasing the number of days away from work per month
D) horizontally expanding the jobs
Answer:
116) _____
117) To increase the motivation, management decides to increase the meaningfulness of the work.
This can be done by ________.
A) decreasing task identity
B) decreasing task significance
C) increasing dependence
D) increasing skill variety
Answer:
117) _____
118) To further enhance the jobs at Marj, managers divided the tasks into jobs that allowed employees
to use a collection of skills and talents. These changes could be described as a core dimension of
the job characteristics model known as ________.
A) task identity
B) feedback
C) autonomy
D) skill variety
Answer:
118) _____
119) Most jobs at Marj were redesigned to allow the employees to complete a whole and identifiable
piece of work. This fits ________, a core dimension of the job characteristics model.
A) skill variety
B) autonomy
C) task significance
D) task identity
Answer:
119) _____
120) In addition to these changes, the managers at Marj explained how the jobs were now designed to
allow the job to affect the lives and work of other people. This serves as ________, a core
dimension in the job characteristics model.
A) autonomy
B) skill variety
C) task significance
D) task identity
Answer:
120) _____
121) As a final point in redesigning the jobs at Marj, the managers developed a program that allowed
the employees to have a large degree of freedom in their jobs while giving them information as
to the outcomes of their work. These changes serve as ________, a core dimension in the job
characteristics model.
A) autonomy
B) task identity
C) skill variety
D) task significance
Answer:
121) _____
A Management Tool (Scenario)
The managers wanted and needed something they could actually use as a tool for redesigning the jobs in their
departments. They had now sat through four days of management training, but so far, with all of the fancy theories, they
had not received any specific guidance in this area. Finally, on the last day of the training, they learned about the job
characteristics model. Sure, it still had all of the theory and other academic jargon, but it also provided some specific steps
to help improve the core job dimensions.
122) One suggestion, ________, encourages putting existing fragmented tasks back together to
increase skill variety and task identity.
A) expanding jobs vertically
B) establishing client relationships
C) creating natural work units
D) combining tasks
Answer:
122) _____
123) The model also suggests that ________ will increase employee "ownership" of the work and help
them view their work as meaningful.
A) establishing client relationships
B) creating natural work units
C) combining tasks
D) expanding jobs vertically
Answer:
123) _____
124) ________ partially closes the gap between the "doing" and the "controlling" aspects of the job and
increases employee autonomy.
A) Establishing client relationships
B) Creating natural work units
C) Combining tasks
D) Expanding jobs vertically
Answer:
124) _____
125) Another suggestion, ________, allows employees to judge the level of their performance.
A) opening feedback channels
B) combining tasks
C) creating natural work units
D) establishing client relationships
Answer:
125) _____
Zeina's Subordinates (Scenario)
Zeina wants to understand what her subordinates think about their jobs, as these employees are unmotivated.
126) The employees begin to compare their pay and work conditions to the pay and work conditions
of friends and relatives who work in other companies in the local area. This process falls under
________ theory.
A) reinforcement
B) equity
C) goal-setting
D) expectancy
Answer:
126) _____
127) Zeina tries to find how strongly employees believed that if they put effort into their work that
they would perform the job satisfactorily. This could be defined as ________.
A) equity
B) expectancy
C) instrumentality
D) valence
Answer:
127) _____
128) Zeina tries to convince the employees that things will get better if they will work harder. As a
process of talking to employees, Zeina suggests that she will get raises for the employees based
on their harder work. The employees do not believe that Zeina can get them raises for working
harder. The employees' ________ is not very strong.
A) equity
B) valence
C) expectancy
D) instrumentality
Answer:
128) _____
129) In the end, the employees decide to work harder, and Zeina is allowed to give them a raise of 2
percent. Several of the employees feel the raise was too small. This reinforced their feeling that
the company will never pay them based on the value they add to the company. This idea refers
to ________.
A) instrumentality
B) expectancy
C) valence
D) reinforcement
Answer:
129) _____
What Do You Expect? (Scenario)
The employees at Bahr Company are not working as hard as Nada, their supervisor, would like. The salespeople aren't
meeting their sales quotas, and Nada can't seem to motivate them to try harder. Nada has been studying expectancy
theory and has decided to try to put it into practice.
130) Some employees are never able to meet their sales quotas and believe that no matter how hard
they work, they'll never meet them. They perceive the ________ of their success to be low.
A) expectancy
B) performance-reward linkage
C) instrumentality
D) valence
Answer:
130) _____
131) Some employees believe that they can make their sales quotas, but aren't sure that management
will really reward them when they do. They perceive the ________ to be low.
A) valence
B) effort-performance linkage
C) expectancy
D) instrumentality
Answer:
131) _____
132) Management has set the reward for meeting sales quotas at a lower level than last year.
Employees perceive that the ________ is low.
A) instrumentality
B) performance-reward linkage
C) valence
D) expectancy
Answer:
132) _____
133) Nada has arranged for the bonus system to be changed so that the bonus for meeting sales
quotas is much higher than it has ever been before. Nada has altered the ________.
A) instrumentality
B) valence
C) expectancy
D) performance-reward linkage
Answer:
133) _____