43. The motivation theory that holds that employee motivation is determined by the belief that a valued outcome will
result from effort is called the:
a. equity theory.
b. goal-setting theory.
c. expectancy theory.
d. two-factor theory.
44. The belief that performance is connected to rewards is known as:
a. expectancy.
b. instrumentality.
c. valence.
d. probability or likelihood.
45. The expectancy theory of motivation focuses on:
a. individual needs.
b. social exchange processes.
c. personal perceptions.
d. learning.
46. Which of the following would NOT be considered a weakness of expectancy theory?
a. The theory assumes a person is totally rational.
b. The theory’s complexity has made it difficult to test.
c. The measures of instrumentality, valence, and expectancy have only weak validity.
d. The values for each construct have been relatively stable over time.
47. The expectancy theory prediction that people work to maximize their personal outcomes is consistent with:
a. Adams’ equity theory of social exchange contributions/inputs.
b. Adam Smith’s ideas of working in one’s own self interest.
c. Maslow‘s hierarchy of need and the progression hypothesis.
d. Herzberg’s emphasis on pay and hygiene factors.
48. External theories of motivation include need models, equity and expectancy theories, as well as goal-setting
approaches.
a. True
b. False
49. Managers elicit more intrinsic motivation and engagement from their employees when they support them to make
progress in meaningful work.
a. True
b. False
50. To believe that people are motivated by “enlightened” self-interest is consistent with Adam Smith’s view on
motivation.
a. True
b. False
51. Maslow‘s theory says that only ungratified needs motivate behavior.
a. True
b. False
52. A distinguishing feature of Maslow’s need hierarchy is the progression hypothesis that says only ungratified needs
motivate behavior.
a. True
b. False
b. False
53. The ERG theory organizes human needs into the categories of existence, relatedness, and growth.
a. True
b. False
54. Alderfer’s growth need, McClelland‘s need for achievement, and Maslow‘s self-actualization are similar.
a. True
b. False
55. McGregor’s Theory Y rests on the higher order needs of Maslow‘s need hierarchy.
a. True
b. False
56. According to McClelland’s need theory, the increased emphasis on teamwork focuses attention on satisfaction of
social and affiliation needs.
a. True
b. False
57. Motivation factors relate to job satisfaction and hygiene factors relate to job dissatisfaction in Herzberg’s model.
a. True
b. False
58. Eustress leads us to draw on positive emotions at work.
a. True
b. False
59. An employee experiences only distress when confronted with a challenging or difficult work situation.
a. True
b. False
60. A new line of research called full engagement emphasizes the management of energy rather than management of
time.
a. True
b. False
61. Organizations with high levels of employee engagement perform well financially, even in volatile economic times.
a. True
b. False
62. Company status is a contribution made by an organization in the individual–organizational exchange relationship.
a. True
b. False
63. When an employee’s knowledge and skills match job task demands, an acceptable individual–organizational match
will take place.
a. True
b. False
64. Inequity exists when one person’s ratio of inputs to outputs is different than the ratio of a comparison person.
a. True
b. False
65. Instrumentality is the value of a reward.
a. True
b. False
66. Expectancy theory assumes that an individual is rational and acts as a minicomputer, calculating probabilities and
values.
a. True
b. False
67. As organizations become increasingly international, pay inequities will become less prevalent.
a. True
b. False
68. Expectancy theory holds up more strongly in cultures that value individualism.
a. True
69. Needs of workers are similar across cultures.
a. True
b. False
70. Maslow and Herzberg approached the study of motivation somewhat differently, but there were also similarities in
their ideas. Compare and contrast their views of motivation.
71. Is McGregor’s Theory Y more appropriate given today’s issues of managing organizational behavior? Explain.
72. What are some of the characteristics of high achievers?
73. Briefly identify and explain two new ideas of motivation.
74. Equity theory can be used to explain consequences stemming from differences in pay. Assume many employees in
a department feel underpaid. How would their behavior and performance be?
75. How can expectancy theory be used to understand behavior and predict performance?
Match the following:
a. The process of arousing and sustaining goal-directed behavior
b. Work conditions related to dissatisfaction caused by discomfort or pain
c. Factors and conditions outside the person that may explain and predict a person‘s behavior
d. What is most appropriate and beneficial to an individual
e. Attributes and characteristics inside an individual that determine behavior
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.05.01
ORGB.NELS.15.05.02
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Motivation Concepts
KEYWORDS: Bloom’s: Knowledge
76. Hygiene factors
77. External incentives
78. Motivation
79. Self-Interest
80. Internal needs
Match the following:
a. Basic needs for food and water
b. The assumption that people naturally resist change
c. Fulfillment of potential
d. Feeling of self-worth
e. Assumptions of how to manage individuals who are motivated by higher-order needs
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.05.02
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Motivation Concepts
KEYWORDS: Bloom’s: Knowledge
81. Self-esteem
82. Physiological needs
83. Theory Y assumptions
84. Theory X assumption
85. Self-actualization
Match the following:
a. A projective test used extensively by David McClelland
b. Desire to accomplish goals and perform at high level
c. Desire to dominate others
d. Company policy and working conditions in the two-factor theory
e. Interest in being around others and developing meaningful relationships
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.05.03
ORGB.NELS.15.05.04
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Motivation Concepts
KEYWORDS: Bloom’s: Knowledge
86. Need for achievement
87. Need for affiliation
88. Hygiene factors
89. TAT
90. Need for power
Match the following:
a. Needs hierarchy theory
b. Two-factor theory
c. Expectancy theory
d. Equity theory
e. Needs theory
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.05.02
ORGB.NELS.15.05.03
ORGB.NELS.15.05.04
ORGB.NELS.15.05.06
ORGB.NELS.15.05.07
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Motivation Concepts
KEYWORDS: Bloom’s: Knowledge
91. McClelland
92. Adams
93. Herzberg
94. Maslow
95. Vroom
Match the following:
a. The likelihood that one’s efforts will lead to performance
b. A person‘s feeling of fairness
c. Importance and value of an outcome
d. The belief that performance is linked to rewards
e. Helps understand an individual’s altruistic, fair, and equitable behavior
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.05.07
NATIONAL STANDARDS: United States – BUSPROG: Analytic
STATE STANDARDS: United States – Ohio – DISC: Motivation Concepts
KEYWORDS: Bloom’s: Knowledge
96. Expectancy
97. Moral maturity
98. Valence
99. Equity
100. Instrumentality