50. The ego or esteem needs of an individual can be satisfied through .
a. the availability of food and shelter
b. recognition of his or her work
c. the provision of protection
d. the ability to be creative
51. The lowest level needs in Maslow‘s hierarchy are a person’s:
a. physiological needs.
b. safety needs.
c. social needs.
d. self-fulfillment needs.
52. The need concerned with realizing one’s own potential and creativity is a(n) .
a. physiological need
b. esteem need
c. self-actualization need
d. social or belonging need
53. Which of the following is most relevant in satisfying the need for safety?
a. A creative environment at work
b. Satisfactory work–life balance
c. Fair application of organizational policies
d. Recognition of one’s performance and achievements at work
54. The need for association,acceptance, friendship, and love constitutes a according to the hierarchy of needs.
a. safety need
b. social need
c. esteem need
d. self-fulfillment need
55. One of the qualifiers to Maslow’s hierarchy of needs theory is:
a. physiological needs are not important.
b. some people’s priorities are different from those of others.
c. higher level needs are always fully satisfied.
d. the five needs in the hierarchy are not universal and differ from one culture to another.
56. Which of the following is most relevant in satisfying the need for self-actualization?
a. Work groups
b. Continued growth and development at work
c. Recognition of one’s performance and achievement at work
d. Frequent office outings
57. In Maslow‘s hierarchy of needs, are rarely fully satisfied.
a. physiological needs
b. self-actualization needs
c. safety needs
d. social needs
58. According to Herzberg’s study, .
a. human needs can be ranked in a hierarchy
b. hygiene factors are such things as pay and benefits
c. satisfiers are what people take for granted about their jobs
d. workers view the fairness of their pay in relationship to that of comparable coworkers
59. According to Herzberg‘s theory, wages, working conditions, and security are:
a. self-fulfillment needs.
b. motivators.
c. intrinsic job factors.
d. dissatisfiers.
60. Hygiene factors:
a. provide positive motivation.
b. are intrinsic to the job.
c. involve lower level needs.
d. include factors such as recognition, advancement, and achievement.
61. According to Herzberg’s study and additional studies on job satisfaction:
a. motivation factors or satisfiers are extrinsic to the job.
b. good pay, benefits, and security prevent dissatisfaction, but don’t strongly motivate.
c. advancement, achievement, and challenging work are unimportant in motivation.
d. hygienic factors such as working conditions and company policy are intrinsic to the job.
62. According to Herzberg’s theory, .
a. factors causing job satisfaction are hygienic factors
b. top managers have greater ability to influence motivator factors than they do hygiene factors
c. factors causing job satisfaction are intrinsic to the job
d. dissatisfiers do not affect motivation
63. Factors causing job dissatisfaction are:
a. intrinsic.
b. extrinsic.
c. called satisfiers.
d. achievement, advancement, and recognition.
64. An example of an intrinsic motivator is:
a. working conditions.
b. benefits.
c. job enjoyment.
d. pay.
65. The expectancy theory involves the interplay of expectancy that effort will lead to a given performance; probability
of reward associated with the performance result, and:
a. the value of the effort to the individual.
b. the value of the reward to the individual.
c. the value of the hierarchy to the individual.
d. the value of the performance to the individual.
66. In the expectancy theory, the formula E → P means:
a. employees seek good pay.
b. extra effort results in performance.
c. extrinsic motivation reduces performance.
d. extrinsic motivation increases performance.
67. In the expectancy theory, the formula P → O indicates:
a. a performance level will result in a desired reward.
b. performance reduces the chances of a reward.
c. rewards are unrelated to performance.
d. the value of the reward decreases as the performance level increases.
68. Which of the following is true of goals according to Edwin Locke’s goal-setting theory?
a. Goals are important only in the planning process, and have no effect on employee motivation.
b. Performance goals clarify the expectations between a supervisor and an employee and between co-workers
and sub-units.
c. Goal setting is of primary importance in enhancing organizational motivation but has no effect on individual
motivation and job performance.
d. Performance goals should not be used by supervisors as a frame of reference for task feedback.
69. Which of the following is the best way for supervisors to use goal setting as a motivational tool?
a. Supervisors must not set specific goals as it may lead employees to believe the goal is not easily achievable.
b. Supervisors must set multiple goals and let employees prioritize the goals themselves.
c. Supervisors must set challenging but reasonably difficult goals which are not unrealistic.
d. Goals should not be used by supervisors as a frame of reference for task feedback.
70. According to the equity theory, when people believe that the rewards for performance are unequal to their inputs,
_____.
a. they will be motivated to improve their performance.
b. they will seek to decrease their input level.
c. they will ignore lower–level needs.
d. they will set higher goals for themselves and strive hard to achieve them.
71. Which of the following is not likely to be an action that an individual will take due to perceived inequity?
a. Decreasing his or her level of input
b. Leaving the situation
c. Making an appeal to increase the reward level
d. Being more cooperative
72. The law of effect states that:
a. behaviors that meet with unpleasant consequences tend to be repeated.
b. supervisors have no control on the law of effect.
c. behaviors that meet with pleasant consequences tend to be repeated.
d. rewards and consequences are unrelated.
73. According to the reinforcement theory, which of the following would positively reinforce desired behavior?
a. Scolding
b. Written disciplinary warning
c. Undesirable job duties
d. Oral or written praise
74. Which of the following generations is considered to be loyal, self-sacrificing, experienced, patriotic, family-oriented,
the type that does what’s right, were raised during the depression and World War with a stay at home parent, and
might lack some technology skills?
a. Traditionalists
b. Baby-boomers
c. Generation Xers
d. Generation Yers
75. are the children of the baby boomers who did not see much of their parents as earlier generations and
learned to function on their own, being highly independent, self–reliant, and individualistic.
a. Traditionalists
b. Generation Yers
c. Generation Xers
d. Non-traditionalists
76. Employees are more likely to commit to goals:
a. they have a hand in setting.
b. that do not require creative effort.
c. imposed by top management.
d. that are physically demanding.
77. Define motivation and explain the supervisor‘s role.
78. What are the differences between intrinsic and extrinsic motivation?
79. What are the five levels of needs in Maslow’s hierarchy of needs theory? Explain and give an example of each.
80. Describe how Herzberg’s dissatisfiers and motivators relate to Maslow’s hierarchy of needs.
81. Explain the factors associated with the expectancy theory.
82. How can a supervisor use the goal-setting theory to motivate employees?
83. Equity theory involves two factors. What are these factors and how are they related?
84. How can a supervisor use reinforcement theory to influence employee behavior?
85. List five steps a supervisor can take to motivate employees.
ANSWER:
(1)
Help make employees‘ jobs interesting.
(2)
Provide clear performance objectives.
(3)
Support employees’ performance efforts.
(4)
Provide timely performance feedback.
(5)
Reward employees‘ performance.
POINTS:
1
DIFFICULTY: Difficulty: Easy
LEARNING OBJECTIVES: SPMT.MOSL.15.07.11
NATIONAL STANDARDS: United States – BUSPROG: Analytic
KEYWORDS: Bloom’s: Knowledge