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Course Post-Assessment CH 11
Williams Effective Management 6e
TRUE/FALSE
1. Overreward frequently causes inequity.
2. Distributive justice refers to the perceived fairness of the process used to make reward allocation
decisions.
3. Expectancy theory describes motivation as primarily an unconscious process.
MULTIPLE CHOICE
1. According to the model of need satisfaction, an unsatisfied need produces:
a.
tension
b.
high levels of creativity
c.
sacrificing acquisition
d.
problem-solving efficiency
e.
selective perception
2. Managers can motivate employees to increase their efforts by:
a.
relying on the innate value of extrinsic rewards
b.
satisfying higher-order needs first
c.
asking employees what their needs are then matching rewards to those needs
d.
expecting employees’ needs to remain stable
e.
doing all of these
3. Which of the following is a basic component of equity theory?
a.
valences
b.
reinforcement
c.
referents
d.
instrumentality
e.
expectancy
4. Which type of inequity occurs more frequently in theory than in practice?
a.
overreward
b.
underreward
c.
negative expectancy
d.
negative valence
e.
instrumentality
5. According to expectancy theory, in order for people to be highly motivated, ____ must be high.
a.
value added
b.
reinforcement usage
c.
instrumentality
d.
equity
e.
referent power
6. To use expectancy theory to motivate employees, managers can
a.
assign specific, challenging goals
b.
make all rewards equal in value
c.
avoid overreward and underreward
d.
avoid the use of empowerment
e.
systematically gather information to find out what employees want from their jobs
7. In a(n) ____ reinforcement schedule, consequences are delivered following a specific number of
behaviors.
a.
fixed interval
b.
continuous interval
c.
fixed ratio
d.
intermittent interval
e.
variable ratio
8. In terms of simplicity and effectiveness, which of the following reinforcement schedules may be the
best choice for managers?
a.
continuous
b.
fixed ratio
c.
variable ratio
d.
fixed interval
e.
intermittent interval
9. Managers who use goal-setting theory to motivate employees should:
a.
look for and correct obvious performance inequities
b.
reduce employees' inputs
c.
make sure workers truly accept organizational goals
d.
avoid the use of empowerment
e.
do all of these
