Chapter 05 Motivation: Increasing Productivity
1.
(p. 102)
To be truly motivated means feeling a desire to do whatever task needs to be
accomplished to reach a goal or purpose.
TRUE
2.
(p. 102)
A good organizational climate is limited to people getting along well.
FALSE
3.
(p. 102)
To increase productivity in the organization, job morale has to be sacrificed.
FALSE
4.
(p. 102)
An effective climate allows people to work to their full potential without becoming a threat
to others.
TRUE
5.
(p. 102)
Employees do not have opportunities to suggest changes in all organizations.
FALSE
6.
(p. 103)
Extrinsic factors often provide more powerful motives than intrinsic factors do.
FALSE
7.
(p. 103)
Working does not allow one to satisfy one’s intrinsic motives.
FALSE
8.
(p. 103)
Economic need is the primary motivator toward work.
TRUE
9.
(p. 103)
Researchers have found that professional women who are balancing the demands of work
and families are more likely to quit their jobs for intrinsic reasons.
TRUE
10.
(p. 104)
The amount of creativity allowed, the degree of responsibility, and the satisfaction of
helping others are the extrinsic rewards of a job.
FALSE
11.
(p. 104)
People with a strong work ethic believe that working is immoral and lazy.
FALSE
12.
(p. 107)
Maslow’s hierarchy of needs theory of motivation assumes that when a need has been
satisfied, it will no longer motivate the person’s behavior.
TRUE
13.
(p. 107)
Maslow’s hierarchy of needs theory of motivation shows that people tend to satisfy their
needs in a certain order: first, physiological needs, then safety and security, belongingness
and love, esteem, and finally, self-actualization.
TRUE
14.
(p. 107)
According to Maslow’s hierarchy of needs theory of motivation, esteem needs include
recognition from peers and colleagues.
TRUE
15.
(p. 107)
In terms of increasing one’s self-actualization, Maslow suggested that whenever possible,
one should choose growth rather than safety or security.
TRUE
16.
(p. 108)
Alderfer’s ERG theory of motivation has only two areas: existence and growth.
FALSE
17.
(p. 108)
For managers, Maslow’s main lesson on motivation is to notice the needs level of
employees.
TRUE
18.
(p. 109)
According to ERG theory, relatedness needs are the more internal esteem needs that we all
have, along with what Maslow called self-actualization.
FALSE
19.
(p. 109)
McClelland’s manifest needs theory of motivation has a hierarchy of needs.
FALSE
20.
(p. 109)
According to McClelland, a manager without a need for power will generally be less
effective than one with a strong power need.
TRUE
21.
(p. 110)
McClelland feels that someone with a strong affiliation need will generally make the best
manager.
FALSE
22.
(p. 110)
In McClelland’s manifest needs theory of motivation, achievement needs are desired by
individuals who want to control and influence other people.
FALSE
23.
(p. 110)
People with a high achievement need are attracted to careers such as sales and business
ownership.
TRUE
24.
(p. 110)
When people with high achievement needs fail, they place blame on others, on bad luck, or
on fate.
FALSE
25.
(p. 111)
According to McClelland, the three needs are factors that people are simply born with.
FALSE
26.
(p. 111)
According to Herzberg’s two-factor theory, hygienes are factors that workers do not want to
go without.
TRUE
27.
(p. 114)
In the context of the expectancy theory, when a manager is attempting to motivate an
employee, only extrinsic factors should be calculated.
FALSE
28.
(p. 116)
A manager trying to motivate employees should not use frequent praise.
FALSE
29.
(p. 116)
According to the reinforcement theory, the employees involved should have the opportunity
for goal setting to make reinforcers more effective.
TRUE
30.
(p. 118)
High self-esteem is the greatest motivator of all.
TRUE
Multiple Choice Questions
31.
(p. 102)
_____ is the willingness to make an effort toward accomplishment.
A.
Hygiene
B.
Motivation
C.
Morale
D.
Work ethics
5-6
32.
(p. 102)
_____ refers to the “emotional weather” within an organization that reflects the norms and
attitudes of a company’s culture and that affects worker morale, attitudes, stress levels,
and communication.
A.
Corporate social responsibility
B.
C.
Mission statement
D.
Job enrichment
33.
(p. 102)
Which of the following is true of an effective organizational climate?
A.
It encourages competent and rapid completion of tasks.
B.
It promotes the theory X management approach.
C.
It does not affect productivity and job performance.
D.
It is not influenced by the low morale of employees.
34.
(p. 102)
Morale is defined as the:
A.
overall mood of an individual, based on attitudes and satisfaction.
B.
desire to act upon a psychological need.
C.
the willingness to make an effort toward accomplishment.
D.
force of need or desire to act.
35.
(p. 103)
Which of the following is true of an intrinsic reward?
A.
It is the internal feeling of satisfaction one gets from one’s job.
B.
It intends to provide motivational incentives including salary and bonuses.
C.
It refers to the overall mood of an individual or a group.
D.
It refers to the force of need or desire to act.
36.
(p. 103)
Which of the following is a reason why professional women who are balancing the
demands of work and families are more likely to quit their jobs?
A.
Lack of on-site day care facility
B.
Inflexible working hours
C.
Feeling of boredom
D.
Lack of profit sharing programs
37.
(p. 104)
Which of the following will motivate a person with a strong sense of work ethic to be
productive at work?
A.
Fear of losing professional identity
B.
Self-esteem that comes from success at work
C.
Social contacts at work
D.
A moral obligation to work and not being idle
38.
(p. 107)
Identify the esteem need.
A.
Having an orderly way of life
B.
Recognition from peers and colleagues
C.
Acceptance from family and friends
D.
Reaching one’s full potential
39.
(p. 107)
An assumption underlying Maslow’s theory is that:
A.
needs that are not yet satisfied will motivate or influence a person’s behavior.
B.
people move around on the hierarchy ladder to meet several needs at a time.
C.
the order in which one progresses through the need fulfillment stages can be different
for different people.
D.
someone who fails to reach a higher need level will sometimes become frustrated and
regress to a lower need level.
40.
(p. 109)
Which of the following is true of Alderfer’s ERG theory?
A.
The theory proposes five levels of needs that people progress through during their
lifetime.
B.
The order in which one progress through the three stages can be different for different
people.
C.
A need in the hierarchy will not be a motivator until those below it are already satisfied.
D.
A person who fails to reach a higher need level will not become frustrated.
41.
(p. 109)
Which of the following is a feature of ERG theory of motivation?
A.
Emotional competence inventory
B.
Stroke economy
C.
Hygiene factors
D.
Frustration-regression principle
42.
(p. 109)
Antonio, an employee of a software company, has been trying hard to get promoted for a
long time. He gives up his efforts after two years and decides to remain satisfied with
earning a decent living for his family. In terms of ERG theory of motivation, this
exemplifies:
A.
the frustration-regression principle.
B.
the expectancy theory.
C.
a low emotional intelligence quotient.
D.
an internal locus of control.
43.
(p. 109)
Which of the following is true of McClelland’s manifest needs theory of motivation?
A.
It does not follow a hierarchy of needs.
B.
It holds that a manager without a need for power is effective.
C.
It says that people with affiliation needs are the best managers.
D.
It does not involve achievement needs.
44.
(p. 109)
Which of the following is a need described by the manifest needs theory of motivation?
A.
Instrumentality
B.
Affiliation
C.
Expectancy
D.
Existence
45.
(p. 109)
According to McClelland’s manifest needs theory, people with a high achievement need:
A.
want to control and influence other people.
B.
want to be accepted and liked by others.
C.
are goal oriented and have high energy levels.
D.
usually enjoy conflicts and confrontations.
46.
(p. 110)
Which of the following is true of high achievers and low achievers?
A.
People with a high need for achievement consider high-risk and no-risk situations as a
waste of time.
B.
People who are driven by a high need for achievement would prefer high-risk situations
that have little chance of success.
C.
People with a low need for achievement are motivated by the expectation of success.
D.
People with a low need for achievement prefer moderate-risk situations that are more
likely to guarantee success.
47.
(p. 111)
According to Herzberg’s two-factor theory, which of the following is true of hygiene
factors?
A.
These are factors which include feelings of accomplishment, of worth, of a job well
done.
B.
These are factors that are found either within the work itself or within the worker.
C.
These are factors which employees do not want to go without but do not necessarily
motivate.
D.
These are factors that make employees feel moved to work harder.
5-11
48.
(p. 111)
Which of the following is an example of a hygiene factor?
A.
Feeling of achievement
B.
Increased responsibility
C.
Recognition of work
D.
Interpersonal relations
49.
(p. 111)
Sam is an experienced engineer but he works as a draftsperson. His company has a
pleasant work atmosphere. Though he is well paid, he is frustrated with his job as he does
not get a sense of meaning or accomplishment. He decides to quit his job by the end of the
month. In terms of Herzberg’s two-factor theory, which of the following factors is missing in
Sam’s company?
A.
Hygiene factors
B.
Motivators
C.
Extrinsic rewards
D.
Dissatisfiers
50.
(p. 113)
Which of the following job characteristics is required for job enrichment to be effective?
A.
Hygiene factors
B.
Instrumentality
C.
Autonomy
D.
Valence
51.
(p. 113)
According to the Hackman-Oldham job enrichment model, which of the following is a
critical psychological state required for job enrichment?
A.
Knowledge of the actual result of the work
B.
Knowledge of performance-based incentives
C.
Knowledge of the salary package and appraisals
D.
Knowledge of various insurance policies
52.
(p. 113)
What is meant by task significance?
A.
The opportunity to use numerous different skills in one’s position at work
B.
A worker’s perception of the meaningfulness of a job
C.
The freedom to choose one’s tasks and methods of work
D.
A worker’s perception that the task directly affects other people’s work or lives
53.
(p. 113)
Richard was working with a large manufacturing company. He voluntarily left his high–
paying job because he felt that the company’s products were of no significance to
consumers and did more damage to the environment than it helped. Which of the following
factors was most likely missing in Richard’s job that demotivated him?
A.
Skill variety
B.
Task significance
C.
Autonomy
D.
Feedback
54.
(p. 113)
_____ refers to the freedom to choose one’s tasks and methods of work.
A.
Autonomy
B.
Task Significance
C.
Skill variety
D.
Task identity
55.
(p. 114)
According to the expectancy theory, what is instrumentality?
A.
It refers to the likelihood that if a person tries to perform better, that will really be the
result.
B.
It refers to the likelihood that something good or bad will come from an increase in
effort.
C.
It refers to the value a person places on achieving a reward.
D.
It refers to the freedom to choose one’s tasks and methods of work.
56.
(p. 114)
_____ describes the likelihood that if a person tries to perform better, that will really be the
result.
A.
Expectancy
B.
Instrumentality
C.
Power need
D.
Affiliation need