Ch 10 but def swapped with answer

Question 1

money is more important then unpleasant work.

Answer 1

The Traditional Motivation Approach

Question 2

employees want to feel useful and important, prioritizing social needs over money

Answer 2

The Human Relations Motivation Approach

Question 3

contributions themselves are valuable to both individuals and organizations.

Answer 3

The Human Resource motivation Approach

Question 4

Approach to motivation that tries to answer the question, What factor(s) motivate people?

Answer 4

content perspectives

Question 5

physiological, security, belongingness, self-esteem, and self-actualization

Answer 5

Maslow’s hierarchy of needs (bottom up)

Question 6

realizing one’s potential for continued growth and individual development

Answer 6

self-actualization needs

Question 7

needs are grouped into three possibly overlapping categories—existence, relatedness, and growth

Answer 7

ERG theory of motivation

Question 8

correspond to physiological and security needs.

Answer 8

Existence needs

Question 9

focus on how people relate to their social environment.

Answer 9

Relatedness needs

Question 10

include the needs for self-esteem and self-actualization.

Answer 10

Growth needs

Question 11

people’s satisfaction and dissatisfaction are influenced by two independent sets of factors—motivation factors and hygiene factors

Answer 11

two-factor theory of motivation

Question 12

achievement, affiliation, and power.

Answer 12

the three individual needs

Question 13

the desire to accomplish a goal/task more effectively than in the past

Answer 13

need for achievement

Question 14

The desire for human companionship and acceptance

Answer 14

need for affiliation

Question 15

The desire to be influential in a group and to control one’s environment

Answer 15

need for power

Question 16

Suggests that motivation depends how much we want something and how likely we think we are to get it

Answer 16

Expectancy theory

Question 17

the individual’s perception of the probability that effort will lead to high performance

Answer 17

effort-to-performance expectancy

Question 18

The individual’s perception that performance will lead to a specific outcome

Answer 18

performance-to-outcome expectancy

Question 19

An index of how much a person wants a particular outcome; the attractiveness of the outcome to the individual

Answer 19

valence

Question 20

if performance results in equitable rewards, people will be more satisfied.

Answer 20

The Porter-Lawler extension of expectancy theory

Question 21

people view their outcomes and inputs as a ratio and then compare it to someone else’s ratio.

Answer 21

Equity theory

Question 22

the extent to which a goal is challenging and requires effort.

Answer 22

Goal difficulty

Question 23

the clarity and precision of the goal.

Answer 23

Goal specificity

Question 24

the extent to which a person accepts a goal as his or her own.

Answer 24

Goal acceptance

Question 25

the extent to which she or he is personally interested in reaching the goal.

Answer 25

Goal commitment

Question 26

A method of strengthening good behavior with rewards

Answer 26

Positive reinforcement

Question 27

avoid doing things that would get you in trouble

Answer 27

avoidance

Question 28

Used to weaken bad behaviors by using negative outcomes

Answer 28

Punishment

Question 29

Used to weaken undesired behaviors by simply ignoring or not reinforcing them

Answer 29

Extinction

Question 30

Provides reinforcement at fixed intervals of time, such as regular weekly paychecks

Answer 30

fixed-interval schedule

Question 31

Provides reinforcement at varying intervals of time, such as occasional visits by the supervisor

Answer 31

variable-interval schedule

Question 32

Provides reinforcement after a fixed number of behaviors regardless of the time interval involved, such as a bonus for every fifth sale

Answer 32

fixed-ratio schedule

Question 33

Provides reinforcement after varying numbers of behaviors are performed, such as the use of compliments by a supervisor on an irregular basis

Answer 33

variable-ratio schedule

Question 34

enabling workers to set their own work goals, decisions, and solve problems within their sphere of responsibility and authority

Answer 34

Empowerment

Question 35

The process of giving employees a voice in making decisions about their own work

Answer 35

Participation

Question 36

collections of employees empowered to plan, organize, direct, and control their own work.

Answer 36

work teams

Question 37

Working a full 40-hour week in fewer than the traditional five days

Answer 37

compressed work schedule

Question 38

employees have some control over the hours they choose to work

Answer 38

(flextime) flexible work schedule

Question 39

When two part-time employees share one full-time job

Answer 39

job sharing

Question 40

Allowing employees to spend part of their time working offsite, usually at home

Answer 40

telecommuting

Question 41

Pay awarded to employees on the basis of a person’s performance and overall contributions to the organization.

Answer 41

Merit pay

Question 42

Compensation plan that formally bases at least some meaningful portion of compensation on merit

Answer 42

Merit pay plan

Question 43

Reward system wherein the organization pays an employee a certain amount of money for every unit she or he produces

Answer 43

piece-rate incentive plan

Question 44

reward individual performance immediately instead of waiting until the end of the year to adjust base salaries.

Answer 44

Individual incentive plans

Question 45

Similar to gainsharing, but the distribution of gains is tilted much more heavily toward employees

Answer 45

Scanlon plan

Question 46

give senior managers the option to buy company stock in the future at a predetermined fixed price

Answer 46

stock option plan