9-1
Chapter 09 Motivation Answer Key
True / False Questions
1.
“Attitude” refers to how hard an employee works for an organization.
FALSE
“Effort” refers to how hard people work for an organization.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
2.
“Effort” refers to whether an employee keeps trying or gives up, when faced with obstacles
in an organization.
FALSE
“Persistence” refers to whether an employee keeps trying or gives up, when faced with
obstacles in an organization.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
3.
Behavior that is performed in order to acquire either a material or a social reward is called
intrinsically motivated behavior.
FALSE
Behavior that is performed in order to acquire either a material or a social reward is called
extrinsically motivated behavior.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
4.
An employee’s perception about the extent to which his or her effort will result in a given
level of performance is called expectancy.
TRUE
An employee’s perception about the extent to which his or her effort will result in a given
level of performance is called expectancy.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-02 Describe from the perspectives of expectancy theory and equity theory what managers should
do to have a highly motivated workforce.
Topic: Expectancy Theory
5.
According to equity theory, when an employee perceives that his or her own outcome–
input ratio is greater than that of a referent, underpayment inequity has occurred.
FALSE
Equity exists when a person perceives his or her own outcome-input ratio to be equal to a
referent’s outcome-input ratio. Under conditions of equity, if a referent receives more
outcomes than you receive, the referent contributes proportionally more inputs to the
organization, so his/her outcome-input ratio still equals your ratio.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 09-02 Describe from the perspectives of expectancy theory and equity theory what managers should
do to have a highly motivated workforce.
Topic: Equity Theory
6.
When people experience overpayment inequity, equity can be restored by perceiving the
referent’s inputs to be lower or the referent’s outcomes to be higher than one originally
thought.
TRUE
When people experience overpayment inequity, equity can be restored by perceiving the
referent’s inputs to be lower or the referent’s outcomes to be higher than one originally
thought.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 2 Medium
Learning Objective: 09-02 Describe from the perspectives of expectancy theory and equity theory what managers should
7.
According to Maslow’s motivation theory, the lowest level of unmet needs in the needs
hierarchy is the prime motivator of a worker’s behavior.
TRUE
According to Maslow’s motivation theory, the lowest level of unmet needs in the needs
hierarchy is the prime motivator of a worker’s behavior.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to
result in high performance.
Topic: Need Theories
8.
In Herzberg’s theory, needs that are related to the physical and psychological context in
which the work is performed are known as motivator needs.
FALSE
In Herzberg’s theory, needs that are related to the physical and psychological context in
which the work is performed are known as hygiene needs.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to
result in high performance.
Topic: Need Theories
9.
The extent to which a person has a strong desire to control or influence others is called
the need for achievement.
FALSE
The need for achievement is the extent to which an individual has a strong desire to
perform challenging tasks well and to meet personal standards for excellence. People with
a high need for achievement often set clear goals for themselves and like to receive
performance feedback.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to
result in high performance.
Topic: Need Theories
10.
Learning theory focuses on the linkage between performance and outcomes in the
motivation equation.
TRUE
Learning theory focuses on the linkage between performance and outcomes in the
motivation equation.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-04 Identify the motivation lessons that managers can learn from operant conditioning theory and
social learning theory.
Topic: Learning Theories
11.
According to operant conditioning theory, people learn to perform behaviors that lead to
desired consequences and learn not to perform behaviors that lead to undesired
consequences.
TRUE
According to operant conditioning theory, people learn to perform behaviors that lead to
desired consequences and learn not to perform behaviors that lead to undesired
consequences.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 2 Medium
Learning Objective: 09-04 Identify the motivation lessons that managers can learn from operant conditioning theory and
social learning theory.
Topic: Learning Theories
12.
Punishment involves removing a negative consequence when dysfunctional behaviors
occur.
FALSE
Punishment involves administering an undesired or negative consequence when
dysfunctional behavior occurs. Punishments used by organizations range from verbal
reprimands to pay cuts, temporary suspensions, demotions, and firings.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 2 Medium
Learning Objective: 09-04 Identify the motivation lessons that managers can learn from operant conditioning theory and
social learning theory.
Topic: Learning Theories
13.
A compensation plan of an organization that bases pay on performance levels is called a
merit pay plan.
TRUE
A compensation plan of an organization that bases pay on performance levels is called a
merit pay plan.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-05 Explain why and how managers can use pay as a major motivation tool.
Topic: Expectancy Theory
14.
Leo Motors bases a worker’s pay on the number of units of output of the worker. This is
called a piece-rate pay program.
TRUE
Piece-rate pay is an individual-based merit plan, where managers base employees’ pay on
the number of units each employee produces, whether televisions, computer components,
or welded auto parts.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-05 Explain why and how managers can use pay as a major motivation tool.
Topic: Expectancy Theory
15.
Acor Explosives bases sales representatives’ pay on the percentage of sales dollars they
generate. They are using a commission pay program.
TRUE
Commission pay is another individual-based merit pay plan, where managers base pay on
a percentage of sales.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-05 Explain why and how managers can use pay as a major motivation tool.
Topic: Expectancy Theory
Multiple Choice Questions
16.
The term ________ refers to the psychological forces that determine the direction of a
person’s behavior in an organization, a person’s level of effort, and a person’s level of
persistence.
A.
efficiency
B.
individuality
C.
D.
personality
Motivation may be defined as psychological forces that determine the direction of a
person’s behavior in an organization, a person’s level of effort, and a person’s level of
persistence in the face of obstacles.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
17.
How hard an employee works on the job is referred to as ________.
A.
value
B.
effort
C.
affiliation
D.
valence
“Effort” refers to how hard people work. Example: the employees at SAS exert high levels
of effort to provide superior software solutions for business customers.
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
18.
The degree to which an employee keeps trying, when faced with obstacles, to accomplish
a goal is referred to as ________.
A.
assertiveness
B.
persistence
C.
conscientiousness
D.
effort
“Persistence” refers to whether, when faced with roadblocks and obstacles, people keep
trying or give up.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
19.
Behavior that is performed by an employee “for its own sake” is referred to as ________.
A.
extrinsically motivated behavior
B.
an external locus of causality
C.
intrinsically motivated behavior
D.
equity behavior
Intrinsically motivated behavior is behavior that is performed for its own sake.
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
20.
Ron is exceptional in mathematics. He does not treat it as just a subject; rather, he loves
solving complicated problems related to mathematics. Ron’s behavior is explained by
________.
A.
intrinsically motivated behavior
B.
an external locus of control
C.
an internal locus of control
D.
prosocially motivated behavior
Intrinsically motivated behavior is behavior that is performed for its own sake; the source
of motivation is actually performing the behavior, and motivation comes from doing the
work itself. An elementary school teacher who really enjoys teaching children, a computer
programmer who loves solving programming problems, and a commercial photographer
who relishes taking creative photographs are all intrinsically motivated.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
21.
Sue is extrinsically motivated. With George, her boss, knowing this, he would ________.
A.
give Sue interesting work
B.
give Sue tasks that provide her a feeling of accomplishment
C.
praise Sue
D.
give Sue more autonomy
Extrinsically motivated behavior is behavior that is performed to acquire material or social
rewards or to avoid punishment. Outcomes such as pay, job security, benefits, and
vacation time result in extrinsically motivated behavior.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
22.
A computer programmer who does his or her job well because he or she enjoys solving
complicated computer problems is said to be ________.
A.
extrinsically motivated
B.
negatively reinforced
C.
experiencing extinction
D.
intrinsically motivated
Intrinsically motivated behavior is behavior that is performed for its own sake; the source
of motivation is actually performing the behavior, and motivation comes from doing the
work itself. An elementary school teacher who really enjoys teaching children, a computer
programmer who loves solving programming problems, and a commercial photographer
who relishes taking creative photographs are all intrinsically motivated.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
23.
Behavior that is performed by an employee to acquire a material reward, to acquire a
social reward, or to avoid punishment is referred to as ________ behavior.
A.
extrinsically motivated
B.
equitable
C.
vicarious
D.
intrinsically motivated
Extrinsically motivated behavior is behavior that is performed to acquire material or social
rewards or to avoid punishment.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
24.
Don is intrinsically motivated, so he is motivated by ________.
A.
praise
B.
job security
C.
responsibility
D.
vacation time
Intrinsically motivated behavior is behavior that is performed for its own sake. Outcomes
such as autonomy, responsibility, a feeling of accomplishment, and the pleasure of doing
interesting or enjoyable work result in intrinsically motivated behavior.
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
25.
Dan, a car salesperson, chose his profession because of the attractive sales commission
he would receive on each car sale. This is an example of ________.
A.
extrinsic motivation
B.
experiencing an external locus of control
C.
experiencing underpayment inequity
D.
intrinsic motivation
Extrinsically motivated behavior is behavior that is performed to acquire material or social
rewards or to avoid punishment; the source of motivation is the consequences of the
behavior, not the behavior itself. A car salesperson who is motivated by receiving a
commission on all cars sold, a lawyer who is motivated by the high salary and status that
go along with the job, and a factory worker who is motivated by the opportunity to earn a
secure income are all extrinsically motivated.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
26.
A worker in an automobile assembly line who chooses his/her work because of the job
security it entails is said to be ________.
A.
intrinsically motivated
B.
experiencing overpayment inequity
C.
experiencing underpayment inequity
D.
extrinsically motivated
Extrinsically motivated behavior is behavior that is performed to acquire material or social
rewards or to avoid punishment; the source of motivation is the consequences of the
behavior, not the behavior itself. A car salesperson who is motivated by receiving a
commission on all cars sold, a lawyer who is motivated by the high salary and status that
go along with the job, and a factory worker who is motivated by the opportunity to earn a
secure income are all extrinsically motivated.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
27.
An example of an employee’s input with an organization is ________.
A.
experience
B.
feeling of accomplishment
C.
vacation time
D.
pleasure of performing interesting work
An input is anything a person contributes to the job or organization, such as time, effort,
education, experience, skills, knowledge, and actual work behaviors.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
28.
Don, an accountant, has had many inputs related to his position as an accountant over the
years. One of his inputs is ________.
A.
praise from his boss
B.
job security
C.
education
D.
vacation time
An input is anything a person contributes to the job or organization, such as time, effort,
education, experience, skills, knowledge, and actual work behaviors.
Topic: Expectancy Theory
29.
Barbara is the dean of the College of Business. She enjoys the pace of her work and the
feeling of accomplishment she gets when she is able to initiate a new program to help
students. The salary she receives is attractive and allows her to travel abroad on her
vacations. Barbara ________.
A.
is intrinsically motivated
B.
is extrinsically motivated
C.
is both intrinsically and extrinsically motivated
D.
has a high need for power and achievement
People can be intrinsically motivated, extrinsically motivated, or both intrinsically and
extrinsically motivated. For example, at the SAS Institute, employees are both extrinsically
motivated, because of equitable pay and outstanding benefits, and intrinsically motivated,
because of the opportunity to do interesting work.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 09-01 Explain what motivation is and why managers need to be concerned about it.
Topic: Expectancy Theory
30.
The idea that motivation is high when workers believe that high levels of effort lead to
high performance and high performance leads to the attainment of desired outcomes is
explained by the ________ theory.
A.
expectancy
B.
valence
C.
hierarchy of needs
D.
motivator-hygiene
Expectancy theory, formulated by Victor H. Vroom in the 1960s, posits that motivation is
high when workers believe that high levels of effort lead to high performance and high
performance leads to the attainment of desired outcomes.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 09-02 Describe from the perspectives of expectancy theory and equity theory what managers should
do to have a highly motivated workforce.
Topic: Expectancy Theory