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Chapter 13 Motivating for Performance Answer Key
True / False Questions
1.
Understanding why people do the things they do on the job is an easy task for managers.
2.
Individualized performance goals reduce competition and improve the functioning of teams
in which cooperation among members is essential for group performance.
3.
When they think it is warranted or when they believe others expect them to, managers use
punishment.
4.
Managers should reward employees for multitasking.
5.
Motivation will be high if any one of the following is high: expectancy, instrumentalities, or
total valence of all outcomes.
6.
Growth needs in Alderfer's ERG theory are similar to self-actualization needs in Maslow's
needs hierarchy.
7.
A moderate to high need for affiliation and power are associated with managerial success.
8.
According to the Hackman and Oldham model of job enrichment, people will perform
better when they feel responsible, their job has meaning, and they know how well they are
performing.
9.
According to equity theory, employees compare their outcomes to other employees'
inputs.
10.
A satisfied worker is not necessarily more productive than a dissatisfied one.
Multiple Choice Questions
11.
Michele works to achieve the goals she sets for herself. Pat works to earn money. Jay
works to earn his employer's praise. These three different reasons for working all come
under the general category of _____.
12.
Which of the following types of behavior is
not
motivated behavior?
13.
As Taylor deals with her employees, she works with them to set goals that will energize
them and direct their thoughts and work behaviors toward a particular end. Taylor is using
_____.
14.
Which of the following techniques is useful for generating goals that employees accept
willingly?
15.
The "M" in SMART, an acronym used by Microsoft for goal setting, stands for _____.
16.
At Diego's annual review, he and his boss set a performance goal that will be difficult for
him to achieve in one year. However, Diego is very enthusiastic about giving it a try. What
type of goal is this?
17.
Which of the following is an example of positive reinforcement?
18.
Organizational behavior modification focuses on
19.
Bob has a conviction for marijuana use in his past. For the first three years of his
employment, he had to submit to monthly drug testing. After three years of being clean,
his employer changed the requirement to a random test twice a year. This change is an
example of ____.
20.
Alberto made a good-faith effort to develop a new product, but the attempt failed. What
should Alberto's employer do?
21.
People's perceived likelihood that their efforts will enable them to attain their performance
goals is called _____.
22.
Increasing expectancies, identifying _____ outcomes, and making performance
instrumental toward positive outcomes are all managerial implications of the expectancy
theory.
23.
What does the
E
stand for in Alderfer's ERG theory?
24.
The need for _____ is characterized by a strong orientation toward success and goal
attainment.
25.
Which of the following statements about achievement is true?
26.
A bonus is an example of a(n) _____.
27.
The feeling of self-satisfaction about doing a good job is a(n) _____.
28.
_____ is the process of sharing power with employees.
29.
Granite Consolidated Industries has a clear method for managers to follow before
terminating an employee, which includes warnings, record keeping, probation, and
possible appeals to the human resources department. This is an example of _____.
30.
What is the psychological contract that exists in the workplace?
31.
_____ refers to the forces that energize, direct, and sustain a person's efforts.
32.
Ultimate Travel, a manufacturer of backpacks and related accessories, has designed its
job positions to ensure that people are attracted to the organization, show up every day,
and work hard while they are there. Yet most employees stay no longer than five years. In
this case, the company should focus more on motivating their employees to
33.
A motivation theory stating that people have conscious goals that energize them and
direct their thoughts and behaviors toward a particular end is
34.
Targets that are particularly demanding and can generate a major shift away from
mediocrity and toward tremendous achievement are known as
