72) According to equity theory, the referent comparison used by you in this example is
________.
A) self-inside
B) self-outside
C) other-inside
D) other-outside
E) inside-outside
73) In such a situation, you will most likely ________.
A) work harder
B) produce better work
C) acknowledge that the newly hired person is worth more
D) reduce the quality or quantity of work
E) continue the job to acquire benefits of seniority
74) Motivation is defined as the processes that account for an individual’s intensity, direction,
and persistence of effort toward attaining a goal.
75) According to Maslow, a need that is essentially satisfied no longer motivates.
76) According to Maslow, the lower order needs are satisfied internally and the higher order
needs are satisfied externally.
77) Under Theory Y, managers believe employees inherently dislike work and must therefore be
directed or even coerced into performing it.
78) According to the two-factor theory, adequate hygiene factors provide job satisfaction.
79) McClelland’s theory of needs proposes that the factors that lead to job satisfaction are
separate and distinct from those that lead to job dissatisfaction.
80) According to McClelland’s theory of needs, when jobs have a high degree of personal
responsibility and feedback and an intermediate degree of risk, high achievers are strongly
motivated.
81) People who pursue goals for extrinsic reasons are more likely to attain their goals and are
happy even if they do not.
82) Specific goals produce a higher level of output than does the generalized goal of “do your
best.”
83) If factors such as acceptance of the goals are held constant, the easier the goal, the higher the
level of performance.
84) Self-generated feedback is a more powerful motivator than externally generated feedback.
85) Evidence suggests that goals seem to have a more substantial effect on performance when
tasks are novel rather than well learned.
86) Self-efficacy refers to an individual’s belief that he or she is capable of performing a task.
87) Individuals low in self-efficacy seem to respond to negative feedback with increased effort
and motivation.
88) Distributive justice refers to the perceived fairness of the process used to determine the
distribution of rewards.
89) Interactional justice refers to an individual’s perception of the degree to which she is treated
with dignity, concern, and respect.
90) If organizations rewarded individuals according to criteria such as seniority, creativity and
initiative rather than for performance, then expectancy theory might be much more valid.
91) Workers around the world prefer rewards based on seniority over rewards based on
performance and skills.
92) Describe the three key elements in the definition of motivation.
93) Describe Maslow’s hierarchy of needs including the types of needs and how they become
dominant.
94) According to the Two-Factor Theory, how might a manager motivate employees?
95) Compare and contrast a manager that implements Theory Y and one that adheres to the
expectancy theory. How would each choose to motivate their employees?
96) Differentiate motivators from hygiene factors.
97) According to McClelland’s theory of needs, what type of job is preferred by those employees
who have high need for achievement?
98) What relationship exists between management by objectives (MBO) and goal setting theory?
99) What is self-efficacy?
100) What are the four ways of increasing self-efficacy, proposed by Albert Bandura?
101) Discuss equity theory. Include the concepts of equity tension, referent comparisons, and
how employees might reduce perceived inequity.
102) What are the three relationships in Vroom’s expectancy theory?
103) Discuss distributive justice, procedural justice and interactional justice.
104) As per Maslow’s Hierarchy of needs, social and self-actualization needs would be first
priority in countries where uncertainty-avoidance characteristics are strong.
105) The degree to which an employee believes it is meaningful to engage in work is partially
determined by access to sufficient resources to work effectively.
106) Critics have noted that a “dark side” to job engagement might be that an individual becomes
overly competitive.
107) Which of the following is true regarding job engagement?
A) Organizations that have less engaged employees are more successful.
B) Groups with more engaged employees have lower levels of productivity.
C) Academic studies have found negative outcomes of job engagement.
D) Critics note that higher levels of engagement may result in work-family conflict.
E) Practicing managers believe that job engagement cannot improve performance.