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Student name:__________
1) Motivation is just one of several factors that influence productivity. What other factors
were discussed in the text? What is the relationship between these factors and motivation?
2) What are the components of motivation and which is most important?
3) If you were an organizational consultant, which content theories would you use to explain
motivation?
4) How do Alderfer’s ERG theory and Maslow’s need hierarchy differ?
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5) Would you advise organizations to focus on extrinsic or intrinsic motivation? Explain.
6) Why do Salancik and Pfeffer believe that need models, such as Maslow’s and Alderfer’s,
have become so popular?
7) Relate Herzberg’s theory to organizational design. In your explanation connect the theory
to the components motivation.
8) What role does perception play in determining whether an employee is receiving
equitable treatment?
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9) Is there a psychological contract between the students enrolled in this course and the
instructor? What are some of the specifics of this contract? How was the contract determined?
10) Should organizations manage the psychological contract?
11) The _______________ component of motivation refers to the strength of the response
once the choice is made.
A) direction
B) intensity
C) opportunity
D) persistence
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12) Taking a lunch break and getting a drink of water are examples of a _______________
need.
A) physiological
B) psychological
C) sociological
D) Maslowian
13) _______________ is the founder of the theory that states that conscious goals and
intentions are the determinants of behavior.
A) Maslow
B) Alderfer
C) Locke
D) McClelland
14) Joining the bowling team to make friends is a _______________ need.
A) physiological
B) psychological
C) sociological
D) Maslowian
15) A study of 4,000 employees found three main areas affect employee motivation. These
areas include all of the following except:
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A) Organizational issues
B) Interpersonal issues
C) Leader issues
D) Job issues
16) Which of the following is highest on Maslow’s hierarchy of needs?
A) Safety and security
B) Esteem
C) Physiological needs
D) Self-actualization
17) The “growth” need within Alderfer’s ERG theory is similar to Maslow’s __________
category.
A) esteem
B) self-esteem
C) self-fulfillment
D) physiological
18) What basic assumption about people did Maslow make that caused him to believe that
they would constantly move up the needs hierarchy?
A) People are natural leaders
B) People will always have obligations to meet
C) People believe in things that are more important than themselves
D) People have a need to grow and develop
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19) Which of the following is an example of Maslow’s self-actualization?
A) Developing and mentoring others
B) Receiving a high-level promotion
C) Having a supportive supervisor
D) Receiving regular salary increases
20) Which of the following is an example of Maslow’s esteem?
A) Developing and mentoring others
B) Starting a charity that helps children
C) Receiving regular salary increases
D) Receiving a high-level promotion
21) Porter, when testing Maslow’s hierarchy, assumed that physiological needs were being
adequately satisfied for managers, so he substituted a higher-order need called __________.
A) autonomy
B) achievement
C) intellectual satisfaction
D) spirituality
22) The sets of needs proposed by Alderfer’s ERG theory include all of the following except:
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A) Ego
B) Existence
C) Relatedness
D) Growth
23) Alderfer’s ERG theory suggests that, in addition to the satisfaction-progression process
that Maslow proposed, a _______________ process is also at work.
A) frustration-regression
B) frustration-anger
C) progression-regression
D) progression-growth
24) According to Herzberg, which of the following is a motivator?
A) Working conditions
B) Achievement
C) Salary
D) Quality of technical supervision
25) Job _______________ is defined as the process of building personal achievement,
recognition, challenge, responsibility, and growth opportunities into a person’s job.
A) enrichment
B) enlargement
C) creation
D) opportunity
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26) Although Herzberg’s motivation theory is popular, it has been criticized for all of the
following reasons except:
A) It over-simplifies the nature of job satisfaction
B) No self-reports of performance were used
C) It requires people to look at themselves retrospectively
D) The motivational and performance consequences of the theory are untested
27) Procedural justice has been shown to have a positive impact on _______________.
A) organizational commitment
B) work effort
C) organizational citizenship
D) All of the choices are correct.
28) Herzberg’s model basically assumes that job satisfaction is _______________ concept.
A) an abstract
B) a five-level
C) not a unidimensional
D) effectively what he calls a “sportsmanship”
29) McClelland’s learned needs theory is based on three needs: the need for achievement, the
need for affiliation, and the need for _______________.
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A) identification
B) resolution
C) power
D) wealth
30) A high need for _______________ can be traced to a history of receiving rewards for
sociable, dominant, or inspirational behavior.
A) affiliation
B) recognition
C) power
D) both affiliation and power
31) Which of the following statements best reflects Maslow’s theory?
A) People attempt to satisfy basic needs before trying to satisfying higher-level needs
B) The need hierarchy is comprised of existence, relatedness, and growth
C) A person who is continually frustrated in satisfying one level of need will regress to
the next lowest level need
D) All of the choices are correct.
32) The content theories presented in the text focus mainly on the needs and incentives that
energizes or triggers _______________.
A) behavior
B) motivation
C) leadership
D) satisfaction
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33) Which of the following statements best reflects Herzberg’s theory?
A) The need hierarchy is comprised of existence, relatedness, and growth
B) A person who is continually frustrated in satisfying one level of need will regress to
the next lowest level need
C) Some individuals have a high need for achievement
D) Two sets of factors affect motivation: motivators and hygiene factors
34) Which of the following statements best reflects McClelland’s theory?
A) A person who is continually frustrated in satisfying one level of need will regress to
the next lowest level need
B) Two sets of factors affect motivation: motivators and hygiene factors
C) Some individuals have a high need for achievement
D) People attempt to satisfy basic needs before trying to satisfying higher-level needs
35) The process theories of motivation are concerned with answering the question of how
individual behavior is _______________.
A) maintained
B) stopped
C) directed
D) All of the choices are correct.
36) Vroom defines _______________ as a process governing choices among alternative
forms of voluntary activity.
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A) motivation
B) recognition
C) achievement
D) relatedness
37) In Vroom’s view, most behaviors are considered to be _______ the employee and
consequently __________.
A) under the voluntary control of; need no motivation
B) forced on; are motivated
C) under the voluntary control of; are motivated
D) forced on; need no motivation
38) _______________ refers to the strength of a person’s belief that attainment of an
outcome.
A) Instrumentality
B) Valence
C) Expectancy
D) Equity
39) _______________ refers to an individual’s belief regarding the likelihood that a
particular behavior will be followed by a particular outcome.
A) Instrumentality
B) Valence
C) Expectancy
D) Equity
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40) The essence of ________ theory is that employees compare their job inputs and outputs
with those of others in similar work situations.
A) ratio
B) equity
C) input
D) comparison
41) Most research on equity theory has focused on _______________ as the basic outcome.
A) job titles
B) pay
C) satisfaction
D) motivation
42) _______________ refers to the perceived equity or fairness of the organizational
processes and procedures used to make resource and allocation decisions.
A) Distributive justice
B) Organizational justice
C) Inequity
D) Procedural justice
43) Procedural justice has a positive effect on all of the following except:
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A) Organizational commitment
B) Getting along with others
C) Trust in superiors
D) Work effort
44) People are more inclined to interpret decisions as fair when:
A) They have a voice in the decision
B) There is consistency is decision making
C) The processes and procedures conform to ethical and moral values
D) All of the choices are correct.
45) _________ justice refers to the perceived fairness of how resources and rewards are
distributed throughout an organization.
A) Perceived
B) Organizational
C) Procedural
D) Distributive
46) _________ justice is the degree to which individuals feel fairly treated in the workplace.
A) Perceived
B) Organizational
C) Distributive
D) Reward
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47) There are ____ components of organizational justice.
A) two
B) three
C) four
D) five
48) Employees who experienced bullying and incivility at work were more likely to
experience all of the following except:
A) Lower life satisfaction
B) Increased desire for informational justice
C) Lower organizational commitment
D) Conflict between work and family
49) _________ justice refers to judgments made by employees about whether they feel fairly
treated by their supervisors and other authorities in the organization.
A) Interpersonal
B) Organizational
C) Distributive
D) Reward
50) ______________ justice focuses on whether employees perceive that decisions and other
communication from authorities are explained in a fair manner.
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A) Cognitive
B) Distributive
C) Informational
D) Communications
51) Locke’s goal theory highlights all of the following except:
A) Goal specificity
B) Goal intensity
C) Goal equity
D) Goal difficulty
52) All of the following are suggested ways to promote high levels of informational justice
during turbulent times except:
A) Informal “chats” by top managers, whether in person or via e-mail or
videoconference
B) Sugarcoating bad news
C) Establishing a human resources hotline that employees can call for updates
D) Creating a Web page that is updated on a daily basis
53) Mike is putting forth an extreme effort to accomplish a goal. Based upon this statement
we can say Mike has _______.
A) high goal commitment
B) high goal intensity
C) high goal drive
D) high goal-esteem
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54) In a very general sense, ____________ theory suggests that members of an organization
engage in reasonably predictable give-and-take relationships (exchanges) with each other the
organization.
A) equity
B) exchange
C) distribution
D) relationship
55) The ________________ is an unwritten agreement between the individual and the
organization that specifies what each expects to give to and receive from the other.
A) exchange contract
B) psychological contract
C) psychological equation
D) relationship covenant
56) Looking at motivation from a content theory approach, the psychological contract
suggests that, in return for time, effort, and other considerations, individuals want to receive:
A) Need gratification
B) Information equity
C) Motivation
D) Job satisfaction
57) _______________ is/are individual-oriented, in that they place primary emphasis on the
characteristics of people.
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A) Content theories
B) Expectancy theory
C) Equity theory
D) Goal-setting theory
58) ____________ theory emphasizes the cognitive processes and the role of intentional
behavior in motivation.
A) Cognitive
B) Equity
C) Goal-setting
D) Intentional
59) Which of the following is considered a content theory?
A) Maslow: five-level need hierarchy
B) Vroom: an expectancy theory of choices
C) Locke: goal-setting theory that conscious goals and intentions are the determinants of
behavior
D) All of the choices are based on content theory.
60) Motivation is made up of all the following “components” except:
A) Direction
B) Intensity
C) Opportunity
D) Persistence
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61) Needs refer to deficiencies an individual experiences at a particular time. List the three
broad categories are typically used to characterize these deficiencies.
62) How are psychological and sociological deficiencies different? Provide an example of
each.
63) The text presents four content theories of motivation. What are they?
64) Applying Maslow’s theory, why might an employee’s unsatisfied need present a problem
to management?
65) Maslow identified five needs and arranged them into a hierarchy. Identify the needs.
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66) What are the basic assumptions regarding needs in Maslow’s theory?
67) What needs are associated with Alderfer’s ERG Theory?
68) Provide three examples of what would be considered hygiene factors within the two-
factor approach to motivation.
69) What is the basic assumption of Herzberg’s model?
70) Assume that you feel you are being treated unfairly, compared to your coworkers.
Identify four ways that you can restore a feeling or sense of equity.
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71) What are the four components research into organizational justice?
72) In a random telephone survey of 1,000 working adults in the United States, almost half of
respondents reported working for an abusive supervisor at one time or another. List five
workplace behaviors that would have been considered abusive, intimidating, or threatening.
73) What is the general concept behind exchange theory?
74) What is a psychological contract?
75) While some aspects of an employment relationship, such as pay and standard work hours,
may be explicitly stated, while others are not. Name three aspects of an employment relationship
that are not generally spelled out, but implied.
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76) Persistence is an important component of motivation.
⊚ true
⊚ false
77) Intensity refers to the staying power of behavior, or how long a person will continue to
devote effort.
⊚ true
⊚ false
78) The process theories of motivation focus on the factors within the person that energize,
direct, sustain, and stop behavior.
⊚ true
⊚ false
79) A critical point in understanding Maslow’s thinking is that from a managerial perspective,
unsatisfied needs are dangerous because they may lead to undesirable performance outcomes.
⊚ true
⊚ false
80) Autonomy means having your manager make decisions on your behalf and closely
monitoring your work.
⊚ true
⊚ false
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81) Research found that managers at lower organizational levels in small firms are typically
more satisfied than their counterparts in large firms. A later study confirmed the same
relationship and also found upper level managers are more satisfied in smaller firms than larger
ones.
⊚ true
⊚ false
82) As managers advance in an organization, their need for security increases.
⊚ true
⊚ false
83) Herzberg’s two-factor theory states that dissatisfiers or hygiene factors are needed to
maintain at least a level of “no dissatisfaction.”
⊚ true
⊚ false
84) Content approaches to motivation include:
Maslow’s need hierarchy, McClelland’s ERG theory, Herzberg’s two-factor theory, and Alderfer’s
learned needs theory.
⊚ true
⊚ false
85) McClelland contends that when a need is strong, it motivates a person to use behavior
that leads to its repetition.
⊚ true
⊚ false
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86) McClelland’s theory of motivation places emphasis on socially acceptable behavior.
⊚ true
⊚ false
87) Monitoring the needs, abilities, goals, and preferences of employees is strictly the domain
of personnel/human resource managers.
⊚ true
⊚ false
88) Managing the psychological contract successfully is one of the more important and
challenging aspects of a manager’s job.
⊚ true
⊚ false
89) The notion of inputs and outcomes within equity theory is the exact opposite of the
notion of giving and receiving in the psychological contract.
⊚ true
⊚ false
90) The valence associated with an outcome is by definition always positive.
⊚ true
⊚ false
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91) According to Locke, individuals are likely to adjust their idea of what constitutes an
equitable payment in order to justify their pay.
⊚ true
⊚ false
92) Organizational justice is the perceived fairness of how resources and rewards are
distributed throughout an organization.
⊚ true
⊚ false
93) Group value theory suggests that fair group procedures are considered to be a sign of
respect.
⊚ true
⊚ false
94) Companies that engage in layoffs may find that many “survivors” of the layoffs end up
voluntarily leaving the company as well.
⊚ true
⊚ false
95) Goal-setting theory emphasizes the importance of unconscious goals in explaining
motivated behavior.
⊚ true
⊚ false
96) It is important for any goal to be clear, meaningful, and unique.
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⊚ true
⊚ false
97) Vague goals, such as “do your best,” lead to higher output than do specific goals.
⊚ true
⊚ false
98) Personality and personal health are individual differences should be considered when
implementing goal-setting programs.
⊚ true
⊚ false
99) Needs may be viewed as energizers or triggers of behavioral responses.
⊚ true
⊚ false
100) When need deficiencies are present, individuals are less susceptible to a manager’s
motivational efforts.
⊚ true
⊚ false
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Answer Key
Test name: chapter 5
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