1. Expectancy theory is particularly useful to leaders because it emphasizes the emotional and passionate side of people.
a. True
b. False
2. An implication of expectancy theory is that leaders should reassure their group members that performances will lead to
specific rewards.
a. True
b. False
3. Motivation increases when a person has high self-efficacy with respect to the task being performed.
a. True
b. False
4. In the context of the implications of the expectancy theory, a task must generally be perceived as attainable to be
motivational.
a. True
b. False
5. Rewarding people for reaching goals is a widely accepted principle of management.
a. True
b. False
6. The most effective goals, according to goal theory, are those that encourage a worker to “do your best.”
a. True
b. False
7. To act as a strong motivator, big comprehensive goals should be broken down into smaller steps.
a. True
b. False
8. A major advantage of using goals to motivate executive leaders is the guarantee that unethical means will not be used to
achieve goals.
a. True
b. False
9. The motivational value of a recognition award is likely to be higher if it helps a worker attain personal goals.
a. True
b. False
10. Giving recognition for a job well done is useful in satisfying a worker’s desire to feel proud.
a. True
b. False
11. To appeal to the recognition need of others, it is important to identify a meritorious behavior, and then recognize that
behavior with an oral, written, or material reward.
a. True
b. False
12. Companies with less money to compensate employees should invest in coaching and development as a way to boost
employee retention.
a. True
b. False
13. To avoid getting too emotionally involved with group members, the effective coach minimizes building personal
relationships with them.
a. True
b. False
14. Coaches should ask closed-ended, yes-or-no questions to keep subordinates focused on one concept at a time during a
conversation.
a. True
b. False
15. Feedback of a general nature is most effective in bringing about improvements in performance.
a. True
b. False
16. Listening is an essential ingredient in any coaching session.
a. True
b. False
17. A potential ethical problem noted with executive coaching is that an executive might become too dependent upon the
coach for making decisions.
a. True
b. False
18. The term engagement refers to :
a. employees limiting themselves to those tasks that are specific to their roles.
b. high levels of personal investment in the tasks performed on a job.
c. serving a one-month notice period in the organization.
d. avoiding offering a reward for a good performance.
19. The question, “If I work hard, what will I get in return?” illustrates the _____ aspect of expectancy theory.
a. instrumentality
b. valence
c. goal
d. expectancy
20. The question, “If I get the job done, will I really get my reward?” illustrates the _____ aspect of expectancy theory.
a. valence
b. effort-to-performance expectancy
c. instrumentality
d. open-book management
21. Jodie has high self-efficacy, meaning that she:
a. gets discouraged when faced with obstacles.
b. is highly confident that she can perform a particular task.
c. has a generalized sense of self-confidence.
d. perceives herself to be more effective than most people.
22. An important implication of expectancy theory for leadership is that:
a. a manager must assign valences to group members.
b. workers must develop their own links between rewards and performance.
c. out-groups and in–groups should be avoided.
d. leaders must clearly understand individual differences in valences.
23. An important implication of expectancy theory for leaders is that:
a. the link between rewards and performance should be made explicit.
b. workers should encourage and train themselves.
c. people in the same work unit will usually have the same valences.
d. an average worker should not be able to attain the majority of work goals.
24. An example of a second-level outcome in expectancy theory would be a:
a. promotion stemming from a good performance appraisal.
b. praise from two levels of management.
c. punishment for having violated company policy.
d. salary increase twice the average size.
25. The sets of goal characteristics that will probably lead to higher levels of performance are:
a. easy and specific.
b. easy and general.
c. difficult and specific.
d. difficult and general.
26. An advantage of a goal related to a noble cause is that it:
a. gives workers step-by-step guidance.
b. is likely to inspire workers.
c. is geared toward a short range.
d. has a relatively low valence.
27. Mindi has a learning goal orientation. While she is competing in a national sales contest, she is strongly motivated to:
a. develop new skills during the process of competing.
b. make the other competitors look good.
c. examine if her efforts would result in the desired outcome.
d. impress other people with her skills.
28. A major concern about using goals to boost performance is that some workers, including leaders, will:
a. use dysfunctional methods to attain goals.
b. quit rather than pursue goals.
c. set too many difficult goals.
d. pursue goals rather than do their own work.
29. Recognition is an effective motivator is because:
a. it is closely linked to company strategy.
b. most employees feel they do not receive enough recognition.
c. most workers have become bored with financial incentives.
d. it is extremely expensive to implement.
30. A study showed that workers who perceive themselves to have a technical orientation tend to prefer being praised in a
manner that:
a. focuses on how their work made a contribution.
b. makes a general statement such as “Awesome.”
c. could be interpreted negatively.
d. focuses on their personal characteristics.
31. The feeling of being proud is essentially a(n):
a. external motivator.
b. internal motivator.
c. weak motivator for professional staff.
d. weak motivator for leaders.
32. Recognition is a strong motivator because:
a. it brings in an element of uniformity among employees.
b. it conceals bad performances.
c. it is an unattainable need.
d. it is a normal human need.
33. Which of the following statements is true of coaching skills and techniques?
a. Give positive feedback alone, and stick to appreciatory comments.
b. Give overrated comments and scores to members of a team.
c. Build personal relationships with team members.
d. Make the communication strategy more generic and less specific.
34. Effective coaches focus on the growth and development of those being coached by:
a. telling them what to do in every situation.
b. giving them the resources they need to make their own decisions.
c. only providing feedback once they have become discouraged.
d. always assuming an authoritative pose.