83) Goal-setting theory strongly advocates participation in decision making, whereas MBO
demonstrates that managers’ assigned goals are usually just as effective.
84) Self-efficacy refers to an individual’s belief that he or she is capable of performing a task.
85) The Pygmalion effect is not a form of self-fulfilling prophecy in which believing something
can make it true.
86) Goal-setting theory takes a behavioristic approach, whereas reinforcement theory takes a
cognitive approach.
87) Underpayment and overpayment, according to equity theory, tend to produce similar
reactions to correct the inequities.
88) Interpersonal justice refers to an individual’s perception of the degree to which he or she is
treated with dignity, concern, and respect.
89) Workers around the world prefer rewards based on seniority over rewards based on
performance and skills.
90) Why are people motivated by challenging goals?
91) Explain what an MBO program is and discuss the common elements of MBO programs and
goal-setting theory.
92) What is self-efficacy?
93) What are the four ways of increasing self-efficacy as proposed by Albert Bandura?
94) In the context of social learning, explain the four processes that determine a model’s
influence on an individual.
95) What are the four referent comparisons that add to the complexity of equity theory?
96) According to the equity theory, what are the choices made by employees who perceive
inequity?
97) Discuss distributive justice, procedural justice, and interpersonal justice.
98) Explain how the different relationships in expectancy theory are related to distributive justice
and procedural justice in equity theory.
99) The investment of an employee’s physical, cognitive, and emotional energies into job
performance is called ________.
A) vicarious modeling
B) self-determination
C) job engagement
D) management by objectives
E) job analysis
100) An overly high level of engagement can lead to a loss of perspective and, ultimately,
burnout.
101) Practicing managers and scholars have become interested in facilitating job engagement,
believing factors deeper than liking a job or finding it interesting drives performance.
102) Which of the following theories discusses three relationships: effort-performance
relationship, performance-reward relationship, and rewards-personal goals relationship?
A) goal-setting theory
B) self-efficacy theory
C) equity theory
D) expectancy theory
E) self-determination theory
103) Logan is an employee who processes health insurance forms. Initially he was criticized by
his supervisor for sloppy work, but thereafter he improved considerably. Now he consistently
processes his forms without errors and even does more than his fair share of work. However,
Logan’s supervisor has not responded to the extra effort he has put in, giving him no praise or
monetary benefits. This leads Logan to believe that his supervisor is biased against him.
According to the expectancy theory, in this situation, there is a problem in the ________
relationship.
A) rewards-personal goals
B) performance-awareness
C) performance-reward
D) performance-objectives
E) performance-achievement
104) Oscar is looking for a new job. He used to be the company’s top sales representative and
was eagerly expecting to be promoted. However, one of the regional manager’s friends was
promoted to district manager instead. According to the expectancy theory, Oscar’s dissatisfaction
with his current job stems from a breakdown in the ________ relationship.
A) performance-reward
B) effort-performance
C) reward-personal goal
D) satisfaction-effort
E) personal goal-self actualization
105) According to the expectancy theory, the performance-reward relationship is the degree to
which ________.
A) the individual believes performing at a particular level will lead to desired outcomes
B) organizational rewards satisfy an individual’s personal goals or needs
C) organizational rewards are perceived as attractive by the individual
D) the individual believes that exerting a given amount of effort will lead to performance
E) organization rewards correspond with the individual’s level of effort
106) Mark is an excellent technical writer. He has never missed a deadline and all his projects
are of superior quality. He now wants to telecommute two days a week, so that he can spend
more time with his family. He feels that he has proven his reliability. However, his boss is unable
to comply with his request and gives him a substantial raise instead. According to the expectancy
theory, Mark’s disappointment demonstrates a breakdown in the ________ relationship.
A) performance-reward
B) effort-performance
C) rewards-personal goals
D) effort-satisfaction
E) performance-achievement
107) With reference to the expectancy theory, which of the following examples indicates a weak
rewards-personal goals relationship?
A) An employee lacks the skills required to reach the desired performance level.
B) An organization’s appraisal system assesses nonperformance factors such as creativity and
initiative.
C) An organization rewards its employees based on factors such as seniority and skill level.
D) An employee believes that his manager does not like him and hence expects a poor appraisal.
E) An employee works hard in order to be relocated to the Paris office but instead is transferred
to Beijing.
108) If a manager incorrectly assumes that all employees want the same thing, then according to
the expectancy theory, it is most likely to result in a weak ________ relationship.
A) performance-achievement
B) effort-performance
C) performance-reward
D) rewards-personal goals
E) effort-satisfaction
109) Expectancy theory predicts employees will exert a high level of effort if they perceive a
strong relationship between effort and performance, performance and rewards, and rewards and
satisfaction of personal goals.
110) What are the three relationships in Vroom’s expectancy theory?