Instructor Resource
Thomas/Peterson, Cross-Cultural Management, 4e
SAGE Publishing, 2018
Test Bank
Chapter 7: The Manager as Leader: Motivation and Leadership Across
Cultures
Multiple Choice
1. ______ is typically described as the willingness of individuals to exert effort toward a goal.
A. Leadership
B. Achievement
C. Satisfaction
D. Motivation
2. The study of work motivation has often been divided into ______ and ______ theories. The
applicability of both has been examined across cultures.
A. content, process
B. high, low
C. cultural and noncultural
D. achievement, cognitive
3. ______ theories explain motivation as the needs that people seek to satisfy.
A. Process
B. Content
C. Equity
D. Expectancy
4. Which of the following is NOT one of the three needs McClelland identified in his content theory of
motivation?
A. Power
B. Psychological
C. Affiliation
D. Achievement
5. Research on McClelland’s content theory of motivation found that successful managerial performance
requires individuals high in the need for ______ and low in the need for ______.
A. achievement, power
B. power, affiliation
C. power, achievement
D. achievement, psychological
6. Content theories often ignore that most people, even in the developed world, may be concerned
primarily with meeting ______ needs.
A. lower order
B. high-order
C. dominant
D. equity
7. ______ theories of motivation explain the choices that people make about their behavior.
A. Equity
B. Goal setting
C. Process
D. Expectancy
8. Which of the following is NOT an example of a process theory of motivation?
A. Equity theory
B. Expectancy theory
C. Goal setting theory
D. Needs theory
9. Carmen is comparing how much she works with how much her coworker Alice works. Carmen
believes that she works more hours than Alice does but that Alice get paid more. Carmen’s awareness of
Instructor Resource
Thomas/Peterson, Cross-Cultural Management, 4e
SAGE Publishing, 2018
her inputs and outcomes compared to Alice’s inputs and outcomes is a common theme in ______ theory
of motivation.
A. equity
B. process
C. content
D. expectancy
10. According to ______, there are motivational consequences if people experience an imbalance in
which the ratio of their inputs to outcomes is perceived to be unfair compared to what other people
receive.
A. process theory
B. content theory
C. expectancy theory
D. equity theory
11. In studies of equity theory, it has become fairly clear that the preference for equity in reward
allocation is related to the extent of ______ in society
A. inputs
B. outcomes
C. leadership
D. power distance
12. In studies of equity theory, it has been found that more ______ societies have a preference for
equality over equity.
A. egalitarian
B. benevolent
C. equity
D. entitleds
13. An extension of equity theory is the idea that some individuals are more equity sensitive than
others. Which of the following is NOT a classification of equity sensitivity?
A. Benevolents
Instructor Resource
Thomas/Peterson, Cross-Cultural Management, 4e
SAGE Publishing, 2018
B. Entitleds
C. Egalitarians
D. Equity sensitives
14. An extension of equity theory is the idea that some individuals are more equity sensitive than
others. ______ prefer to be in a condition of balance between inputs and outcomes they receive.
A. Equity sensitives
B. Benevolents
C. Entitleds
D. Egalitarians
15. Delores feels she is underrewarded at work compared with her coworkers. However, she does not
complain. It is likely that Delores’s equity sensitivity puts her in the category of ______.
A. entitleds
B. benevolents
C. egalitarians
D. equity sensitives
16. An extension of equity theory is the idea that some individuals are more equity sensitive than
others. ______ are more tolerant of situations in which they are underrewarded.
A. Entitleds
B. Benevolents
C. Egalitarians
D. Equity sensitives
17. Aliyah is aware of the various rewards she receives at work compared with others. When she feels
underrewarded, she feel a lot of dissonance. But when she feels overrewarded, she feels little
dissonance. It is likely that Aliyah’s equity sensitivity puts her in the category of ______.
A. entitleds
B. benevolents
C. egalitarians
D. inequity sensitives
Instructor Resource
Thomas/Peterson, Cross-Cultural Management, 4e
SAGE Publishing, 2018
18. An extension of equity theory is the idea that some individuals are more equity sensitive than
others. ______ experience less dissonance when overrewarded than when underrewarded.
A. Entitleds
B. Benevolents
C. Egalitarians
D. Inequity sensitives
19. ______ theory suggests that motivation is the result of the combination of the expectation that
effort (E) will lead to performance and that this performance will be instrumental (I) in reaching certain
outcomes. It also recognizes that individuals can place different value (V) on any outcome.
A. Expectancy
B. Content
C. Process
D. Equity
20. Anthony does not feel motivated to work. Although he knows that if he makes an effort he will be
able to perform and that this performance will earn him rewards, he does not value the rewards he
would earn. In the expectancy theory equation, Anthony’s ______ is zero.
A. expectancy
B. valence
C. process
D. instrumentality
21. Alexandra does not feel motivated to work. Although she knows that if she makes an effort she will
be able to perform and that the reward for performance is more money, she does not believe that her
boss will give her the raise she would earn by her performance. In the expectancy theory equation,
Alexandra’s ______ is zero.
A. expectancy
B. valence
C. process
D. instrumentality
Instructor Resource
Thomas/Peterson, Cross-Cultural Management, 4e
SAGE Publishing, 2018
22. Caleb does not feel motivated to work. Although he knows performance will earn him rewards and
he values those rewards, he does not believe he can perform the work. In the expectancy theory
equation, Anthony’s ______ is zero.
A. expectancy
B. valence
C. process
D. instrumentality
23. According to ______ theory, Effort = V × I × E.
A. content
B. expectancy
C. equity
D. process
24. Which of the following is NOT one of the beliefs employees must have to be motivated to make an
effort according to expectancy theory?
A. Believe that if they work hard they will accomplish their task
B. Believe that task accomplishment will lead to a reward by their employer
C. Value the outcomes that they are offered.
D. Believe that others who work hard will receive similar rewards
25. Research on expectancy theory across cultures found significant differences in both expectancies
and ______ across cultures.
A. comparisons
B. valences
C. rewards
D. axioms
26. According to ______ theory, specific difficult (but achievable) goals consistently lead to better
performance than specific easy goals, general (do your best) goals, or no goals.
A. work goal
B. goal-setting
C. expectancy
D. content
27. According to ______ theory, goal setting is most effective when there is feedback showing progress
toward the goal.
A. work goals
B. equity
C. process
D. goal-setting
28. In goal-setting theory, the relationship between goal difficulty and ______ assumes that the
individual accepts the goal and has the ability to achieve it.
A. motivation
B. performance
C. gain
D. feedback
29. ______ theories of motivation have been criticized for depicting the individual as a rational
information processor seeking to maximize personal gain.
A. Process
B. Content
C. Equity
D. Goal setting
30. Cultural differences in work centrality were originally discussed as being about whether a country
had a strong ______.
A. diversity
Instructor Resource
Thomas/Peterson, Cross-Cultural Management, 4e
SAGE Publishing, 2018
B. work ethic
C. work norm
D. motivation
31. ______ is a person’s sustained motivation to a carry out a course of action or contribute to the well–
being of some other person, group, or organization.
A. Expectancy
B. Process
C. Commitment
D. Equity
32. Which of the following is NOT a component of commitment to an organization?
A. Feeling equitable treatment (equity commitment)
B. Having a sense of obligation (normative commitment)
C. Interest in continuing a relationship (continuance commitment)
D. Emotional bonds (affective commitment)
33. Organizations can expect higher levels of organizational commitment in ______ societies.
A. collectivist
B. individualist
C. entitled
D. benevolent
34. Which of the following is NOT an approach to designing motivating jobs.
A. Quality control circles
B. Job equity model
C. The job characteristics model
D. Sociotechnical systems
35. Which of the following is NOT one of the job characteristics designated in the job characteristics
model?
A. Skill significance
B. Task significance
C. Task identity
D. Task significance
36. ______ job designs almost always involve autonomous work groups, which have almost complete
responsibility for a significant task.
A. Motivational
B. Potential
C. Equity
D. Sociotechnical
37. Alyssa enjoys her job in part because it requires her to do different activities that require different
abilities. According to the job characteristics model, Alyssa enjoys the ______ of her job.
A. skill variety
B. task identity
C. autonomy
D. task significance
38. Jaylen’s enjoys his job as a customer service representative because he gets to work with one
customer at a time and see the customers all the way through the complaint process. No matter what
the problem, Jaylen see the customer’s complaint all the way to completion. He likes being able to
complete a task for each customer. According to the job characteristics model, Jaylen enjoys the ______
of his job.
A. Autonomy
B. Task identity
C. Feedback
D. Skill variety
39. Kennedy enjoys her job as receptionist because she is able to help people find the resources they
need. She feels that she is able to help people and have a substantial effect on their work flow.
According to the job characteristics model, Kennedy enjoys the ______ of her job.
A. task identity
B. autonomy
C. task significance
D. skill variety
40. Josiah enjoys his job as a regional sales manager because he has a lot of discretion in how he runs
the regional office. No one is looking over his shoulder and making him follow policies and procedures.
According to the job characteristics model, Josiah likes the ______ of his job.
A. skill variety
B. task significance
C. task identity
D. autonomy
41. Trinity enjoys her job as a telemarketer in part because, after each call, her computer provides her
with a total of how many sales she has made for the day. She constantly references that total to monitor
her progress. According to the job characteristics model, Trinity enjoys the ______ of her job.
A. autonomy
B. feedback
C. task identity
D. skill variety
42. Which of the following is NOT one of the perceptions required for a job to be motivating according
to the job characteristics model?
A. The worker must feel the pay is equitable
B. The worker must feel responsible for outcomes
C. The worker must know the actual results of work activities
D. Job must be perceived as meaningful
43. Which of the following is NOT one of the distinct periods through which leadership theory has
passed?
A. Commitment
B. Trait
C. Implicit
D. Behavioral
44. ______ theories of leadership began as a search for the personality characteristics possessed by
great leaders.
A. Skill variety
B. Feedback
C. Trait
D. Autonomy
45. ______ theories of leadership emerged after a change in the assumption that leaders are born to the
notion that leaders could be developed.
A. Trait
B. Contingency
C. Implicit
D. Behavioral
46. In behavioral theories of leadership, ______ included such leader behaviors as assigning tasks to
subordinates, coordinating activities, emphasizing deadlines, and evaluating subordinates’ work
A. initiating structure
B. subordinates
C. consideration behavior
D. coordinating activities
47. In behavioral theories of leadership, ______ were those that showed concern for subordinates, such
as showing regard for their feelings, respecting their ideas, and being friendly and supportive.
A. coordinating activities
B. initiating structures
Instructor Resource
Thomas/Peterson, Cross-Cultural Management, 4e
SAGE Publishing, 2018
C. consideration behaviors
D. subordinates
48. ______ theories of leadership were developed to reconcile differences between the findings of
behavioral studies of leadership.
A. Implicit
B. Contingency
C. Behavioral
D. Trait
49. According to ______ contingency model of leadership, a leader’s personality influences the leader’s
behavior style (task or relationship oriented) and that the situation moderates the relationship between
the leader’s style and effectiveness.
A. GLOBE
B. implicit
C. trait
D. Fiedler’s
50. ______ theory of leadership identifies four leader behaviors and specifies a number of situational
and follower characteristics that can increase or reduce the relationship of leader style to follower
satisfaction and performance.
A. Path–goal
B. Outcomes
C. Leader behavior
D. High-performing
51. ______ theories of leadership have been concerned with the way in which the sorts of scripts,
schemas, and other cognitive characteristics influence how subordinates perceive and react to a leader.
A. Implicit
B. Behavioral
C. Trait
D. Contingency