d.
task structure.
e.
task simplification.
c
550
MGMT.DAFT.12.16-05 – 16–05
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
122. _____ influences the critical psychological state of experienced meaningfulness of work.
a.
Skill variety
b.
Task significance
c.
Task identity
d.
All of these
e.
Task significance and task identity only
550
MGMT.DAFT.12.16-05 – 16–05
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
123. _____ is an individual’s belief about his or her abilities to successfully accomplish a specific task or outcome.
a.
Self-control
b.
Self-efficacy
c.
Self-reinforcement
d.
Autonomy
e.
Delegation
550
MGMT.DAFT.12.16-07 – 16–07
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
124. Daisy tried to apply the job characteristics model to her workforce, but it only worked for some of her employees.
Which of the following may be a reason why it did not work for everyone?
a.
Some of her employees are lazy.
b.
Some of her employees are low in growth-need strength.
c.
Some of her employees have a low need for power.
d.
All of her employees have high growth-needs.
e.
Some of her employees have low affiliation needs.
551
MGMT.DAFT.12.16-05 – 16–05
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
A
125. _____ is the extent to which doing the job provides information back to the employee about his or her performance.
a.
b.
c.
d.
e.
a
552
MGMT.DAFT.12.16-05 – 16–05
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
126. The job characteristic of feedback provides the worker with:
a.
employee growth-need strength.
b.
experienced meaningfulness of work.
c.
experienced responsibility.
d.
knowledge of actual results.
e.
demotivation.
552
MGMT.DAFT.12.16-05 – 16–05
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
127. The delegation of power and authority to subordinates is referred to as:
a.
need for power.
b.
need for achievement.
c.
empowerment.
d.
passing the buck.
e.
need of affiliation.
c
552
MGMT.DAFT.12.16-07 – 16–07
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
128. Empowering employees means giving employees _____.
a.
b.
c.
d.
e.
e
552
MGMT.DAFT.12.16-07 – 16–07
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
129. Ricky is a manager at InfoServices, where she rewards the top sales employee every month by giving him or her a
high-definition TV or PC. This is an example of what employee motivation program?
a.
Pay for performance
b.
Lifestyle award
c.
Employee stock ownership plan
d.
Flexible work schedule
e.
Team-based compensation
552
MGMT.DAFT.12.16-06 – 16–06
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
A
130. On the continuum of empowerment, what is the highest level of empowerment that requires the most complex skills?
a.
Self-management
b.
Suggestion programs
c.
Participation groups
d.
Cross-functional teams
e.
Periodic briefings
a
552-553
MGMT.DAFT.12.16-07 – 16–07
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
131. _____ is power sharing, or the delegation of power or authority to subordinates in an organization.
a.
Engagement
b.
Synergy
c.
Motivation
d.
Empowerment
e.
Leadership
552-553
MGMT.DAFT.12.16-07 – 16–07
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
132. On the continuum of empowerment, employees who are self-managed:
a.
give input.
b.
participate in decisions.
c.
are responsible for decision process and strategy.
d.
have no decision discretion.
e.
make decisions.
c
553
MGMT.DAFT.12.16-07 – 16–07
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
133. _____ is a situation in which employees enjoy their work, contribute enthusiastically to meeting goals, and feel a
sense of belonging and commitment to the organization.
a.
Commitment
b.
Engagement
c.
Employee loyalty
d.
Employee assurance
e.
Employee guarantee
554
MGMT.DAFT.12.16-06 – 16–06
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
134. Carla’s subordinates view her as a great manager. Not only does she get the job done, but she organizes the
workplace in such a way that employees experience a sense of meaningfulness, connection, and growth. This is an
example of employee:
a.
pay-for-performance.
b.
delegation.
c.
empathy.
d.
apathy.
e.
engagement.
e
554
MGMT.DAFT.12.16-06 – 16–06
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
A
Scenario – Donovan Zorn
Donovan Zorn was a successful manager for one of the subsidiaries at Eagles Unlimited. He was responsible for 232
workers and had a span of control of eight lower level managers. Donovan has decided to try to increase performance and
productivity by the careful use of motivational theories.
135. The hygiene factors, or dissatifiers, that Donovan can influence include all of the following EXCEPT:
a.
salary and wages.
b.
supervision relationships.
c.
working conditions.
d.
company policies.
e.
all are hygiene factors.
e
538-539
MGMT.DAFT.12.16-02 – 16–02
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
A
136. Donovan understands that perceived inequity creates tensions within individuals that motivate them to bring equity
back into balance, and one of his production supervisors feels that she is underpaid. Which of the following is not a
common method for reducing perceived inequity?
a.
Change in his inputs to the organization
b.
Change his outcomes from the organization
c.
Distort his perception
d.
Leave the job for a new one
e.
All are common methods
e
543
MGMT.DAFT.12.16-03 – 16–03
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
A
137. The motivator factors, or satisfiers, that Donovan can change and influence include all of the following EXCEPT:
a.
recognition.
b.
growth opportunities.
c.
achievement.
d.
salary.
e.
all are motivator factors.
544
MGMT.DAFT.12.16-02 – 16–02
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
A
138. One of Donovan’s best employees has a driving need to be able to attain a high standard of success, to master
complex tasks, and to surpass others. Donovan recognizes these acquired needs as defined as:
a.
the need for accomplishment.
b.
the need for power.
c.
the need for affiliation.
d.
the need for adaptation.
e.
none of these.
552-553
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
139. _____ refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a
certain course of action.
532
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
140. _____ rewards are given by another person, typically a manager, and include promotions and pay increases.
533
United States – BUSPROG: Analytic
United States – LA – DISC: Motivation Concepts
Bloom’s: Knowledge
141. The satisfaction received in the process of performing an action is also known as a(n) _____.
intrinsic reward
535
142. _____ theories emphasize the needs that motivate people.
143. A content theory that proposes that people are motivated by five categories of needs-physiological, safety,
belongingness, esteem, and self-actualization-that exist in a hierarchical order is called the _____ theory.
144. _____ are the most basic human physical needs, including food, water, and oxygen.
145. A modification of the needs hierarchy theory that proposes three categories of needs: existence, relatedness, and
growth is called the _____ theory.
146. The idea that failure to meet a high-order need may cause a regression to an already satisfied lower-order need is
referred to as a(n) _____.
147. Factors that involve the presence or absence of job dissatisfiers, such as working conditions or pay, are known as
_____.
148. _____ are high-level needs and include achievement, recognition, responsibility, and opportunity for growth.
149. _____ theories explain how workers select behavioral actions to meet their needs and determine whether their
choices were successful.
150. _____ theory proposes that managers can increase motivation by setting specific, challenging goals that are accepted
as valid by subordinates, then helping people track their progress toward goal achievement by providing timely feedback.
151. _____ theory focuses on an individual’s perceptions of how fairly he or she is treated relative to others.
152. A state of _____ exists whenever the ratio of one person’s outcomes to inputs equals the ratio of another’s outcomes
to inputs.
153. _____ theory suggests that motivation depends on individuals’ expectations about their ability to perform tasks and
receive desired rewards.
154. _____ involves whether putting effort into a task will lead to high performance.
155. _____ involves whether successful performance will lead to the desired outcome.
156. _____ is the value of outcomes, or attraction for outcomes, for the individual.
157. A motivation theory based on the relationship between a given behavior and its consequences is called the _____.
158. _____ is the name given to the set of techniques by which reinforcement theory is used to modify human behavior.
159. The assumption that positively reinforced behavior tends to be repeated is the basis for the _____.
160. _____ is defined as anything that causes a certain behavior to be repeated or inhibited.
161. _____ is the removal of an unpleasant consequence following a desired behavior.
162. _____ is the application of motivational theories to the structure of work for improving productivity and satisfaction.
163. _____ systematically moves employees from one job to another, thereby increasing the number of different tasks an
employee performs without increasing the complexity of any one job.
164. _____ combines a series of tasks into one new, broader job.
165. _____ incorporates high-level motivators into the work, including job responsibility, recognition, and opportunities
for growth, learning, and achievement.
166. _____ is defined as the altering of jobs to increase both the quality of employees’ work experience and their
productivity.
167. _____ is the degree to which the worker has freedom, discretion, and self-determination in planning and carrying out
tasks.
168. The delegation of power and authority to subordinates is called _____.
169. List the four content theories discussed in your text.
170. List the three needs proposed by Clayton Alderfer.
171. List the four types of reinforcement.
172. List the five core job dimensions found in the job characteristics model.
173. Differentiate between intrinsic and extrinsic rewards.
174. Briefly describe Maslow’s hierarchy of needs theory.
175. Compare the five groups of needs in Maslow’s theory with the three groups of needs in Alderfer’s ERG theory.
176. In David McClelland’s acquired needs theory, what are the three acquired needs most commonly discussed and
which is(are) not dependent on relationships with other people?
177. Briefly explain expectancy theory.
178. Briefly describe social learning theory and its three elements.
179. Explain employee growth-need strength and its relationship to the job characteristics model.
180. Describe the four elements that enable employees to become empowered.
181.
How do managers motivate a diverse workforce toward common organizational goals? Write a short essay that
summarizes the concept of motivation and compares the types of rewards that help drive workers to an outcome of high
performance. If you know of one, include an example of a company that you believe offers exceptional employee rewards.
182.
There are several accepted theories that explain how people decide which behavioral actions meet their needs
and assess whether their choices are successful. Three process theories are goal-setting, equity, and expectancy.
In a short essay, choose one process theory and argue why it is most effective in energizing and motivating
workers.
183. A job is that unit of work for which a single employee is responsible. In a short essay, tell how and why today’s
managers seek to design jobs that are not only efficient, but provide employee stimulation and satisfaction. Devise an
example that illustrates your answer.
184.
Imagine that you are the manager of a pizza restaurant. You cannot afford to give your employees raises, but
you do want to motivate them. Would you consider using empowerment? Why, or why not? If so, how would
you go about empowering them?
185.
When employees enjoy their work and actively contribute to their organization’s goals they are said to be
engaged. Write a short essay in which you describe the three elements that create employee engagement, and
name several practical ways managers can implement these elements in today’s workplace.