Chapter 13—Motivation
TRUE/FALSE
1. The arousal, direction, and persistence of behavior refers to motivation.
2. Employee motivation affects productivity, and part of a manager’s job is to channel motivation toward
the accomplishment of organizational goals.
3. Two ways to classify rewards are extrinsic and monetary.
4. Rewards given by another person are intrinsic rewards.
5. Extrinsic rewards refers to the satisfaction a person receives in the process of performing a particular
action.
6. Process theories emphasize the needs that motivate people.
7. Three categories of motivation theories are content theories, process theories, and reinforcement
theories.
8. Content theories concern the thought processes that influence behavior.
9. Physiological needs are the most basic human physical needs, which are reflected in the workplace as
needs for adequate heat, air, and base salary to ensure survival.
10. In Maslow’s hierarchy of needs theory, food, water, and freedom from violence are examples of
physiological needs.
11. Esteem needs are those needs that relate to the desire for a positive self-image and to receive attention,
recognition, and appreciation from others.
12. The highest level of need in Maslow’s hierarchy of need theory is the need for growth and
self-expression.
13. External and relatedness are the first two groups of needs in Alderfer’s ERG theory.
14. Many companies are finding that creating a humane work environment that allows people to achieve a
balance between work and personal life is also a great high-level motivator.
15. The idea that failure to meet a high-order need may cause a regression to an already satisfied
lower-order need was put forth by Maslow.
16. Herzberg’s two-factor theory divides work-related needs into two categories: hygiene factors and
reward factors.
17. Factors that influence job satisfaction based on fulfillment of high-level needs such as achievement,
recognition, and opportunity for growth are called motivators.
18. Hygiene factors are the same as dissatisfiers and include company policies and procedures.
19. Hygiene factors are the same as satisfiers and are based on fulfillment of higher level needs including
responsibility.
20. The implication of the two-factor theory for managers is clear. Providing hygiene factors will
eliminate employee dissatisfaction but will not motivate workers to high achievement levels.
21. A need for power, a need for accomplishment, and a need for superior power is proposed by David
McClelland’s acquired needs theory.
22. A high need for power often is associated with successful attainment of top levels in the organizational
hierarchy.
23. A need for affiliation is the desire to accomplish something difficult, attain a high standard of success,
master complex tasks, and surpass others.
24. The group of theories that explain how employees meet their needs and determine their success are
called process theories.
25. The equality theory is a process theory that focuses on individuals’ perception of how fairly they are
treated in comparison to other people.
26. Goal-setting theory proposes that managers can increase motivation by setting specific, challenging
goals that are accepted as valid by subordinates, then helping people track their progress toward goal
achievement by providing timely feedback.
27. Goal specificity, in goal-setting theory, refers to the difficulty level of goals.
28. The equity theory focuses on individual’s perceptions of how fairly they are treated relative to others.
29. The equity theory, by J. Stacy Adams, states that equity exists when the ratio of outcomes to inputs for
one person is equal to the same ratio for another person.
30. Expectancy theory is based on the relationship among the individual’s effort and performance and not
on the desirability of outcomes.
31. Goal acceptance, in goal-setting theory, means that employees have to “buy into” the goals and be
committed to them.
32. Motivation increases, according to the expectancy theory, when the worker believes that the successful
performance will result by putting effort into a given task. This is called E-P expectancy.
33. Valence is the perceived value of a reward or outcome.
34. The expectancy theory attempts to define specific types of needs or rewards to establish that they exist
and may be similar to other individuals.
35. Behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not
to be repeated, as stated in the Law of Effect.
36. The expectancy theory is a motivation theory based on the relationship between a given behavior and
its consequences.
37. The administration of a pleasant and rewarding consequence following a desired behavior is positive
reinforcement.
38. The imposition of unpleasant outcomes on an employee is avoidance learning.
39. Punishment increases the likelihood that behavior will be repeated.
40. Punishment is the imposition of an unpleasant outcome following undesirable behavior.
41. Extinction is defined as the withdrawal of positive reward.
42. Job rotation systematically moves employees from one job to another, thereby increasing the number
of different tasks an employee performs without increasing the complexity of any one job.
43. According to SPOTLIGHT ON SKILLS in Chapter 13, a criticism of carrot-and-stick approaches is
that extrinsic rewards assume people are driven by higher-level needs.
44. Job enlargement is a job design that incorporates achievement, recognition, and other high-level
motivators into the work.
45. Job enlargement combines a series of tasks into one new, broader job.
46. The degree to which the job is perceived as important and having an impact on the company or
customers refers to task significance.
47. The job characteristic of autonomy influences the worker’s experiencing meaningfulness of work.
48. The altering of jobs to increase both the quality of employees’ work experience and their productivity
is called reorganization.
49. Skill variety, task identity, and task significance tend to influence the employee’s psychological state
of experienced meaningfulness of work.
50. A recent study indicates that the link between intrinsic characteristics and job motivation and
satisfaction is stronger in economically disadvantaged countries and high power distance countries.
51. Gain sharing rewards employees with part ownership of the organization based on achieving
performance goals.
52. Empowering employees means giving them four elements that enable them to act more freely to
accomplish their jobs: information, knowledge, power, and rewards.
53. Organizations that empower employees often reward them based on the results shown in the
company’s bottom line.
54. Employee engagement means that people enjoy their jobs and are satisfied with their work conditions,
contribute enthusiastically to meeting team and organizational goals, and feel a sense of belonging and
commitment to the organization.
55. Engaged employees are controlled and coerced in the workplace until they grow into contributable
employees.
56. Maslow’s hierarchy of needs theory proposes that people are motivated by multiple needs and that
these needs exist in a hierarchical order.
57. Freedom from violence in the workplace is an example of physiological needs on the hierarchy of
needs spectrum.
58. Because the ERG model proposes that workers cannot revert back to lower-level needs from time to
time, this model is more rigid than Maslow’s hierarchy of needs.
59. The acquired needs theory proposes that certain types of needs are acquired during the individual’s
lifetime.
60. Research suggests that if people artificially increase the status attached to their jobs, they are still
unlikely to change their perceptions of equity.
61. The implication of equity theory for managers is that employees indeed evaluate the perceived equity
of their rewards compared to others’.
62. Expectancy theory is concerned not with the thinking process that individuals use to achieve rewards
but with identifying types of needs.
63. One weakness of the use of punishment in organizations is that it fails to indicate the correct behavior.
64. Social learning theory proposes that an individual’s motivation can result not just from direct
experience of rewards and punishments but also from the person’s thoughts and beliefs and his or her
observations of other people’s behaviors.
65. Self-reinforcement refers to an individual motivating him- or herself by setting goals and ways of
reaching them and then providing positive reinforcement to him- or herself when goals are achieved.
66. Self-control is an individual’s belief about his or her abilities to successfully accomplish a specific task
or outcome.
67. The greater the level of skill variety, task variety, and autonomy in a job, the more employees will be
motivated and the higher will be performance, quality, and satisfaction.
68. Employee empowerment means that people enjoy their jobs and are satisfied with their work
conditions, contribute to meeting team and organizational goals, and feel a sense of belonging and
commitment to the organization.
MULTIPLE CHOICE
1. Which of the following is the arousal, direction, and persistence of behavior?
a.
Commitment
b.
Motivation
c.
Satisfaction
d.
Rewarding behavior
e.
Behavior modification
2. ____ refers to a reward given by another person.
a.
An intrinsic reward
b.
An internal reward
c.
An extrinsic reward
d.
A valued reward
e.
A charity
3. Katie dislikes almost everything about her job. The only reason she continues to work at Mace
Autobody is the excellent benefits package she receives. Katie is motivated by
a.
extrinsic rewards.
b.
intrinsic rewards.
c.
variable rewards.
d.
all of these.
e.
none of these.
4. ____ is an example of an intrinsic reward.
a.
An employee’s feelings of self-worth
b.
A pat on the back from your boss
c.
A pay raise
d.
A promotion
e.
A bonus
5. Which of the following theories emphasize the needs that motivate people?
a.
Process
b.
Reinforcement
c.
Content
d.
Contingency
e.
Situational
6. Which of the following is a content theory that proposes that people are motivated by physiological,
safety, belongingness, esteem, and self-actualization needs?
a.
Reinforcement theory
b.
Process theory
c.
Situational theory
d.
Hierarchy of needs theory
e.
Contingency theory
7. ____ focus on employee learning of desired work behaviors.
a.
Contingency theories
b.
Situational theories
c.
Content theories
d.
Process theories
e.
Reinforcement theories
8. Which of the following is NOT a need proposed by Maslow in his hierarchy of needs theory?
a.
Safety needs
b.
Compensation needs
c.
Physiological needs
d.
Esteem needs
e.
Self-actualization needs
9. Nelson is motivated by a strong need for recognition and is continually seeking credit for his
contributions to the organization. According to Maslow, Neil is motivated by which category of
needs?
a.
Physiological
b.
Safety
c.
Belongingness
d.
Esteem
e.
Self-actualization
10. ____ describe the most basic human physical needs, including food, water, and oxygen.
a.
Self-actualization needs
b.
Physiological needs
c.
Esteem needs
d.
Belongingness needs
e.
Safety needs
11. Which need describes the desire to be accepted by one’s peer, have friendships, be part of a group, and
be loved?
a.
Self-actualization needs
b.
Physiological needs
c.
Esteem needs
d.
Belongingness needs
e.
Safety needs
12. According to Maslow, the highest order needs are
a.
self-actualization needs.
b.
physiological needs.
c.
esteem needs.
d.
belongingness needs.
e.
safety needs.
13. Alderfer referred to the needs for physical well being as ____ needs.
a.
physiological
b.
existence
c.
belongingness
d.
relatedness
e.
growth
14. Frank is primarily driven by a need to establish close social relationships with other people. Alderfer
would say he is motivated by
a.
growth needs.
b.
existence needs.
c.
relatedness needs.
d.
self-actualization needs.
e.
physiological needs.
15. The frustration-regression principle is most closely related with
a.
Maslow.
b.
Herzberg.
c.
McClelland.
d.
Alderfer.
e.
Adam.
16. According to Herzberg, ____ is an example of a hygiene factor.
a.
achievement
b.
recognition
c.
pay
d.
responsibility
e.
opportunity for growth
17. Which of the following are high-level needs, according to Herzberg, and include achievement,
recognition, responsibility, and opportunity for growth?
a.
Hygiene factors
b.
Extrinsic factors
c.
Motivators
d.
Dissatisfiers
e.
All of these
18. ____ have the greatest impact, according to Herzberg, on job satisfaction.
a.
Hygiene factors
b.
Reinforcers
c.
Motivators
d.
Dissatisfiers
e.
All of these
19. The majority of hourly workers at Formatting Unlimited are neither satisfied nor dissatisfied. What
would Herzberg recommend if your goal were to increase their level of satisfaction?
a.
Increase the level of hygiene factors
b.
Increase the level of motivators
c.
Decrease the level of motivators
d.
Decrease the level of hygiene factors
e.
None of these
20. The desire to form close personal relationships, avoid conflict, and establish warm friendships,
describes
a.
a need for affiliation.
b.
a need for power.
c.
a need for achievement.
d.
a need for authority.
e.
all of these.
21. A high need for ____ is associated with successful attainment of top levels in the organizational
hierarchy, according to McClelland.
a.
power
b.
achievement
c.
affiliation
d.
success
e.
expertise
22. Denise has a desire to influence others, be responsible for them, and have authority over them. It can
be described as her
a.
need for power.
b.
need for achievement.
c.
need for affiliation.
d.
need for relatedness.
e.
none of these.
23. Which of the following theories concern the thought processes that influence behavior?
a.
Process
b.
Reinforcement
c.
Content
d.
Needs
e.
Maslow’s
24. Theories that explain how employees select the behaviors that allow them to meet their needs are
known as
a.
content theories.
b.
contingency theories.
c.
process theories.
d.
need hierarchy theories.
e.
reinforcement theories.
25. In goal-setting theory, ____ refers to the degree to which goals are concrete and unambiguous.
a.
goal specificity
b.
goal difficulty
c.
goal acceptance
d.
feedback
e.
goal motivation
26. Which term, in goal-setting theory, refers to the need to make goals highly ambitious but achievable?
a.
Goal specificity
b.
Goal difficulty
c.
Goal acceptance
d.
Feedback
e.
Goal motivation
27. Which of the following is an example of a process theory of motivation?
a.
Need hierarchy theory
b.
Equity theory
c.
Two-factor theory
d.
ERG theory
e.
Acquired needs theory
28. ____ theory deals with employee’s perception of fairness.
a.
Expectancy
b.
Reinforcement
c.
Need hierarchy
d.
Equity
e.
ERG
29. In goal-setting theory, ____ refers to the idea that employees have to “buy into” the goals.
a.
goal specificity
b.
goal difficulty
c.
goal acceptance
d.
feedback
e.
goal motivation
30. In goal-setting theory, which term refers to the need to get information to people about how well they
are doing in progressing toward goal achievement?
a.
goal specificity
b.
goal difficulty
c.
goal acceptance
d.
feedback
e.
goal motivation
31. Kara and Simon are both middle managers at Gotcha International. Kara is dissatisfied because she
knows that Simon makes more in salary even though, in Kara’s opinion, she works longer hours than
he does. If Kara wishes to reduce this perceived inequity, what should she do?
a.
She could reduce the number of hours she works.
b.
She could increase her level of absenteeism.
c.
She could ask for a raise.
d.
All of these.
e.
Only she could reduce the number of hours she works and she could ask for a raise.
32. Which of the following is NOT a common method for reducing a perceived inequity?
a.
Change inputs
b.
Change outcomes
c.
Distorts perception
d.
Leave the job
e.
Change equity
33. Which of the following is based on the relationships between effort, performance, and outcomes?
a.
Equity theory
b.
Expectancy theory
c.
Reinforcement theory
d.
Two-factor theory
e.
ERG theory
34. The ____ involves whether putting effort into a task will lead to high performance.
a.
P -> O expectancy
b.
E -> P expectancy
c.
O -> V expectancy
d.
A -> Z expectancy
e.
V -> P expectancy
35. Tim is a manager at Chuck’s Construction. He sees little opportunity for advancement at Chuck’s
Construction, regardless of how well he performs. Which of the following expectancies is low for
Tim?
a.
E -> P expectancy
b.
O -> V expectancy
c.
P -> O expectancy
d.
E -> V expectancy
e.
None of these
36. Which of the following describes the value or attraction an individual has for an outcome?
a.
Motivators
b.
Valence
c.
O -> V expectancy
d.
P -> O expectancy
e.
E -> V expectancy
37. Abbi works at Railroad Ties. Her bosses continually indicate that her motivational level is low. Abbi
agrees, but is unwilling to work harder until the company changes the types of reward it offers its
employees. Which of the following is low for Abbi?
a.
E -> P expectancy
b.
O -> P expectancy
c.
Valence
d.
Motivators
e.
O -> E indicators
38. Which of the following theories places an emphasis on behavior and its consequences?
a.
Two-factor theory
b.
Need hierarchy theory
c.
Reinforcement theory
d.
ERG theory
e.
Equity theory
39. Which of the following is the administration of a pleasant and rewarding consequence following a
desired behavior?
a.
Avoidance learning
b.
Punishment
c.
Positive reinforcement
d.
Extinction
e.
Suspension
40. Bruce publicly praises his employees when they have achieved their goals. Bruce hopes this will
increase the likelihood of goal achievement in the future. This is an example of
a.
extinction.
b.
negative reinforcement.
c.
avoidance learning.
d.
positive reinforcement.
e.
none of these.
41. The removal of an unpleasant consequence following a desired behavior is referred to as
a.
avoidance learning.
b.
punishment.
c.
positive reinforcement.
d.
extinction.
e.
inefficient management.
42. Which of these is sometimes called negative reinforcement?
a.
Avoidance learning
b.
Punishment
c.
Positive reinforcement
d.
Extinction
e.
Neutral learning
43. ____ is the imposition of unpleasant outcomes on an employee.
a.
Avoidance learning
b.
Punishment
c.
Positive reinforcement
d.
Extinction
e.
Avoiding punishment
44. Which of these refers to the withdrawal of a positive reward, meaning that behavior is no longer
reinforced and hence is less likely to occur in the future?
a.
Avoidance learning
b.
Punishment
c.
Positive reinforcement
d.
Extinction
e.
None of these
45. Which of the following techniques reduces the likelihood that behavior will be repeated?
a.
Positive reinforcement
b.
Negative reinforcement
c.
Extinction
d.
Reward enhancement
e.
All of these