Chapter 13 Montes Neues Tattoo

Question 1

11) ________ explains what drives or will drive people to achieve organizational goals and is therefore central to effective management.
A) Persistence
B) Motivation
C) Effort
D) Expectancy
E) Instrumentality

Answer 1

Answer: B
Explanation: Motivation may be defined as psychological forces that determine the direction of a person’s behavior in an organization, a person’s level of effort, and a person’s level of persistence in the face of obstacles. Motivation is central to management because it explains why people behave the way they do in organizations.
Difficulty: 1 Easy
Topic: Management
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Remember
AACSB: Analytical Thinking

Question 2

12) Despite being faced with several obstacles, Fiona achieved every goal set by her manager and was pleasantly surprised to receive the Employee of the Year award. Fiona demonstrated
A) high prosocial behavior.
B) low expectancy.
C) low intrinsic motivation.
D) high extrinsic motivation.
E) high persistence.

Answer 2

Answer: E
Explanation: Persistence refers to whether, when faced with roadblocks and obstacles, people keep trying or give up.
Difficulty: 3 Hard
Topic: Self-determination theory
Learning Objective: 13-01

Question 3

13) Max, a top-rated manager, is intrinsically motivated. He is likely motivated by
A) the yearly bonus checks he receives when his team meets organizational targets.
B) the day-to-day reward he feels by performing his role well and achieving organizational goals.
C) regularly having one of his subordinates recognized as manager of the month.
D) the fear of not performing as well as other managers in the organization.
E) the likelihood of being promoted to the next level of management.

Answer 3

Answer: B
Explanation: Intrinsically motivated behavior is performed for its own sake; the source of motivation is actually performing the behavior, and motivation comes from doing the work itself. Many managers are intrinsically motivated; they derive a sense of accomplishment and achievement from helping the organization achieve its goals and gain competitive advantages.
Difficulty: 2 Medium
Topic: Intrinsic reward
Learning Objective: 13-01 Explain what

Question 4

14) A teacher who excels because he or she enjoys the process of shaping young minds is demonstrating
A) expectancy esteem needs.
B) extrinsically motivated behavior.
C) relatedness needs.
D) intrinsically motivated behavior.
E) need for achievement.

Answer 4

Answer: D
Explanation: Intrinsically motivated behavior is behavior that is performed for its own sake; the source of motivation is actually performing the behavior, and motivation comes from doing the work itself.
Difficulty: 2 Medium
Topic: Intrinsic reward
Learning Objective: 13-01 Explain what motivation

Question 5

15) Dell works hard and always meets his sales quotas so that he never misses a volume bonus and is consistently recognized as a top salesperson. Dell is ________ motivated.
A) extrinsically
B) internally
C) intrinsically
D) prosocially
E) environmentally

Answer 5

Answer: A
Explanation: Extrinsically motivated behavior is behavior that is performed to acquire material or social rewards or to avoid punishment; the source of motivation is the consequences of the behavior, not the behavior itself.
Difficulty: 2 Medium
Topic: Extrinsic reward
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Understand
AACSB: Analytical Thinking

Question 6

16) If a person is extrinsically motivated, he or she would be driven to
A) perform at a high level to avoid being impacted by a layoff.
B) improve processes to gain efficiency.
C) perform at a level consistent with others in the organization.
D) ensure the welfare of others through his or her personal achievements.
E) gain satisfaction by performing day-to-day tasks to the best of his or her ability.

Answer 6

Answer: A
Explanation: Extrinsically motivated behavior is behavior that is performed to acquire material or social rewards or to avoid punishment; the source of motivation is the consequences of the behavior, not the behavior itself.
Difficulty: 2 Medium
Topic: Extrinsic reward
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Understand

Question 7

17) As someone driven by intrinsic motivation, Luca works hard because
A) he appreciates the feeling of accomplishment his work provides him.
B) of the quarterly incentives only available for high performers.
C) he knows a promotion means a big pay raise.
D) it will increase his opportunities for a lateral transfer.
E) he knows the economy is struggling and layoffs are a possibility.

Answer 7

Answer: A
Explanation: Intrinsically motivated behavior is behavior that is performed for its own sake; the source of motivation is actually performing the behavior, and motivation comes from doing the work itself. Many managers are intrinsically motivated; they derive a sense of accomplishment and achievement from helping the organization achieve its goals and gain competitive advantages.
Difficulty: 2 Medium
Topic: Intrinsic reward
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Understand
AACSB: Analytical Thinking

Question 8

18) Julianna loves being a lawyer and feels a great sense of reward just doing her job each day. As someone prosocially motivated, Julianna also volunteers free legal advice at a local community center because
A) it is an unwritten rule that only employees who perform community service receive the highest performance ratings.
B) she is hoping to generate more business for the firm to secure her employment long-term.
C) to become a partner, she knows she needs to make a name for herself in the community.
D) her firm offers monthly rewards for employees who make a positive impact in the community.
E) she enjoys using her skills in another setting to benefit other people.

Answer 8

Answer: E
Explanation: Prosocially motivated behavior is performed to benefit or help others. Behavior can be prosocially motivated in addition to being intrinsically motivated.
Difficulty: 2 Medium
Topic: Prosocially motivated behavior
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 9

19) Prosocially motivated behavior
A) attempts to avoid censure or punishment.
B) is performed for social recognition and respect.
C) strives to conform to the norms of society.
D) is driven by the fear of punishment.
E) seeks to improve the well-being of other people.

Answer 9

Answer: E
Explanation: Prosocially motivated behavior is behavior that is performed to benefit or help others. Behavior can be prosocially motivated in addition to being extrinsically and/or intrinsically motivated.
Difficulty: 2 Medium
Topic: Prosocially motivated behavior
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 10

20) To help his company achieve its sales goals, Jason puts in a lot of extra time at the office. This is effort is considered a(n)
A) output.
B) input.
C) outcome.
D) need.
E) punishment.

Answer 10

Answer: B
Explanation: An input is anything a person contributes to the job or organization, such as time, effort, education, experience, skills, knowledge, and actual work behaviors. Inputs such as these are necessary for an organization to achieve its goals.
Difficulty: 2 Medium
Topic: Inputs
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 11

21) ________ explains why employees are highly motivated if they believe that working hard will lead to high performance and ultimately desired outcomes.
A) The need for power
B) Herzberg’s motivator-hygiene theory
C) Intrinsic motivation
D) Maslow’s hierarchy of needs
E) Expectancy theory

Answer 11

Answer: E
Explanation: Expectancy theory posits that motivation is high when workers believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcomes.
Difficulty: 2 Medium
Topic: Expectancy theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 12

22) According to the expectancy theory, motivation is high when people
A) believe that high levels of effort lead to high performance and, ultimately, to the attainment of the desired goals.
B) perceive that they can satisfy their need for affiliation and need for achievement with minimum effort.
C) have their most basic physiological and safety needs met.
D) are given specific and challenging goals that help them focus their inputs in the right direction.
E) learn to perform behaviors that lead to desired consequences and learn not to perform behaviors that lead to undesired consequences.

Answer 12

Answer: A
Explanation: Expectancy theory posits that motivation is high when workers believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcomes.
Difficulty: 1 Easy
Topic: Expectancy theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Remember
AACSB: Knowledge Application

Question 13

23) Diego is a hard worker. However, in his current organization, he feels that no matter how much effort he puts in, the environment limits his level of performance. In the context of expectancy theory, Diego is exhibiting
A) low expectancy.
B) low instrumentality.
C) high valency.
D) high expectancy.
E) low valency.

Answer 13

Answer: A
Explanation: Expectancy is a person’s perception about the extent to which effort (an input) results in a certain level of performance. A person’s level of expectancy determines whether he or she believes that a high level of effort results in a high level of performance.
Difficulty: 2 Medium
Topic: Expectancy theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Understand
AACSB: Knowledge Application

Question 14

24) How could a manager use expectancy theory to boost employees’ motivation?
A) by assigning them easily achievable tasks
B) by expressing confidence in their competence and ability to successfully reach the goal
C) by not requiring intensive training programs
D) by lowering their levels of autonomy and responsibility as they gain experience
E) by giving them advice frequently and monitoring their performance constantly

Answer 14

Answer: B
Explanation: Managers can boost subordinates’ expectancy levels and motivation by expressing confidence in them, by providing training so they have the expertise needed for high performance, and by increasing their levels of autonomy and responsibility as they gain experience so they have the freedom to do what it takes to perform at a high level.
Difficulty: 2 Medium
Topic: Expectancy theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 15

25) Liv is very dedicated and believes that if she puts in the effort to perform at a high level, her organization will provide financial rewards and growth opportunities. According to expectancy theory, this belief demonstrates the concept of
A) instrumentality.
B) persistence.
C) needs fulfillment.
D) valency.
E) expectancy.

Answer 15

Answer: A
Explanation: Instrumentality, the second major concept in expectancy theory, is a person’s perception about the extent to which performance at a certain level results in the attainment of outcomes.
Difficulty: 2 Medium
Topic: Instrumentality
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Understand

Question 16

26) According to the expectancy theory, how should Sean motivate his staff to increase sales by 10 percent?
A) by threatening to fire employees who are the least performing
B) by offering his staff a 5 percent commission bonus for everyone if sales increase by 10 percent
C) by promoting good interpersonal relations among his team and provide feedback on their progress
D) by motivating his staff through providing a stimulating work environment, job autonomy, and a sense of accomplishment and achievement
E) by insuring that the way sales are awarded to the sales staff is fair and equitable

Answer 16

Answer: B
Explanation: Instrumentality, the second major concept in expectancy theory, is a person’s perception about the extent to which performance at a certain level results in the attainment of outcomes. Managers promote high levels of instrumentality when they link performance to desired outcomes.
Difficulty: 2 Medium
Topic: Instrumentality
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 17

27) According to the expectancy theory, a manager wanting to motivate using instrumentality should
A) define an incentive plan that links greater outcomes to higher performance.
B) implement detailed performance monitoring of each employee’s goals.
C) ensure every employee’s basic physical needs are met by the company.
D) assign each employee responsibility for overseeing the performance of a less-experienced peer.
E) identify a standard outcome that is available for every employee.

Answer 17

Answer: A
Explanation: Instrumentality, the second major concept in expectancy theory, is a person’s perception about the extent to which performance at a certain level results in the attainment of outcomes. According to expectancy theory, employees are motivated to perform at a high level only if they think high performance will lead to (or is instrumental for attaining) outcomes such as pay, job security, interesting job assignments, bonuses, or a feeling of accomplishment.
Difficulty: 2 Medium
Topic: Instrumentality

Question 18

28) According to the expectancy theory, the term ________ refers to how desirable each of the outcomes available from an organization is to a person.
A) instrumentality
B) self-efficacy
C) valence
D) goal
E) equity

Answer 18

Answer: C
Explanation: According to the expectancy theory, to motivate organization members, managers need to determine which outcomes have high valence for them—are highly desired—and make sure that those outcomes are provided when members perform at a high level.
Difficulty: 1 Easy
Topic: Expectancy theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Remember

Question 19

29) A manager provides outcomes to his subordinates for good performance in the form of rewards that they value. According to expectancy theory, the manager is motivating through
A) valence.
B) instrumentality.
C) merit pay.
D) expectancy.
E) persistence.

Answer 19

Answer: A
Explanation: According to the expectancy theory, the term valence refers to how desirable each of the outcomes available from a job or organization is to a person.
Difficulty: 2 Medium
Topic: Expectancy theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 20

30) ________ proposes that all people seek to satisfy five basic kinds of needs: physiological needs, safety needs, belongingness needs, esteem needs, and self-actualization needs.
A) Victor H. Vroom’s expectancy theory
B) Clayton Alderfer’s ERG theory
C) Abraham Maslow’s hierarchy of needs theory
D) Frederick Herzberg’s motivator-hygiene theory
E) David McClelland’s theory of needs

Answer 20

Answer: C
Explanation: Maslow proposed that all people seek to satisfy five basic kinds of needs: physiological needs, safety needs, belongingness needs, esteem needs, and self-actualization needs. He suggested that these needs constitute a hierarchy of needs, with the most basic or compelling needs—physiological and safety needs—at the bottom.
Difficulty: 1 Easy
Topic: Maslow’s hierarchy of needs
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 21

31) In Maslow’s hierarchy, managers must first ensure a person’s ________ needs are fulfilled in order to have a motivated workforce.
A) esteem
B) belongingness
C) physiological
D) social
E) self-actualization

Answer 21

Answer: C
Explanation: According to Maslow’s hierarchy of needs, the most basic or compelling needs are physiological needs. They are the basic needs for things such as food, water, and shelter that must be met in order for a person to survive.
Difficulty: 1 Easy
Topic: Maslow’s hierarchy of needs
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 22

32) A(n) ________ is a requirement for survival and well-being.
A) achievement
B) sense of belonging
C) affiliation
D) high self-esteem
E) need

Answer 22

Answer: E
Explanation: A need is a requirement or necessity for survival and well-being.
Difficulty: 1 Easy
Topic: Maslow’s hierarchy of needs
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 23

33) According to Maslow’s hierarchy, a company is addressing the need for ________ when it organizes a yearly picnic for employees and their families.
A) work-life balance
B) safety
C) self-awareness
D) belongingness
E) self-actualization

Answer 23

Answer: D
Explanation: Psychologist Abraham Maslow proposed that all people seek to satisfy five basic kinds of needs: physiological needs, safety needs, belongingness needs, esteem needs, and self-actualization needs. Belongingness can be satisfied by promoting good interpersonal relations and organizing social functions such as company picnics and holiday parties.
Difficulty: 2 Medium
Topic: Maslow’s hierarchy of needs

Question 24

34) In the context of Maslow’s hierarchy, managers should
A) focus on meeting the highest-level needs as they are the most fulfilling for employees.
B) understand what needs are satisfied for each employee as those will no longer be effective motivators.
C) identify the lowest-level need unmet within the organization and focus on it for everyone.
D) focus on fulfilling whatever need is most achievable by the organization.
E) focus on meeting the mid-level needs as it is the best compromise for the organization.

Answer 24

Answer: B
Explanation: Maslow argued that lowest-level needs must be met before a person strives to satisfy needs higher up in the hierarchy. According to his hierarchy of needs, once a need is satisfied, it ceases to operate as a source of motivation.
Difficulty: 2 Medium
Topic: Maslow’s hierarchy of needs
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance

Question 25

35) Providing adequate medical benefits and safe working conditions addresses an employee’s need for ________ in the context of Maslow’s hierarchy.
A) self-actualization
B) safety
C) affiliation
D) work-life balance
E) power

Answer 25

Answer: B
Explanation: Psychologist Abraham Maslow proposed that all people seek to satisfy five basic kinds of needs: physiological needs, safety needs, belongingness needs, esteem needs, and self-actualization needs. By providing adequate medical benefits and safe working conditions, managers satisfy their employees’ need for safety.
Difficulty: 2 Medium
Topic: Maslow’s hierarchy of needs
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand

Question 26

36) As countries become wealthier and have higher standards of living, Maslow’s hierarchy contends that ________ needs are likely to become the primary motivators of behavior.
A) physiological
B) safety
C) self-actualization
D) belongingness
E) experiential

Answer 26

Answer: C
Explanation: As countries become wealthier and have higher standards of living, needs related to personal growth and accomplishment (such as esteem and self-actualization) become important motivators of behavior.
Difficulty: 2 Medium
Topic: Maslow’s hierarchy of needs
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand

Question 27

37) By giving employees the opportunity to realize their full potential, a manager satisfies the employees’ ________ needs according to Maslow’s hierarchy.
A) physiological
B) safety
C) self-actualization
D) esteem
E) affiliation

Answer 27

Answer: C
Explanation: According to Maslow’s hierarchy of needs, self-actualization needs are the needs to realize one’s full potential as a human being. By giving his/her employees the opportunity to use their skills and abilities to the fullest extent possible, a manager satisfies their self-actualization needs.
Difficulty: 2 Medium
Topic: Maslow’s hierarchy of needs
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high

Question 28

38) ________ identified three universal categories of need: existence, relatedness, and growth.
A) David McClelland’s needs theory
B) Clayton Alderfer’s ERG theory
C) Herzberg’s hygiene-motivator theory
D) Maslow’s hierarchy of needs theory
E) Victor H. Vroom’s expectancy theory

Answer 28

Answer: B
Explanation: Clayton Alderfer’s ERG theory collapsed the five categories of needs in Maslow’s hierarchy into three universal categories—existence, relatedness, and growth. Unlike Maslow, he believed that a person can be motivated by needs at more than one level at the same time.
Difficulty: 1 Easy
Topic: Alderfer’s ERG theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application

Question 29

39) According to Alderfer’s ERG theory, what behavior might an employee exhibit relative to needs fulfillment?
A) If frustrated with needs fulfillment at one level, an employee will focus on a lower-level need.
B) An employee would focus on only one level of need fulfillment at any given time.
C) An employee will be most highly motivated by the level of need currently fulfilled.
D) If frustrated with needs fulfillment at one level, an employee will focus on a higher-level need.
E) All employees are focused on self-actualization as a primary need to fulfill.

Answer 29

Answer: A
Explanation: Alderfer agreed with Maslow that as lower-level needs become satisfied, a person seeks to satisfy higher-level needs. He suggested that when people experience need frustration or are unable to satisfy needs at a certain level, they will focus more intently on satisfying the needs at the next lower level in the hierarchy.
Difficulty: 2 Medium
Topic: Alderfer’s ERG theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance

Question 30

40) In what way do the theories of Maslow and Alderfer resemble each other?
A) Self-actualization forms the base of the needs hierarchy.
B) A person can only be motivated by one need at a time.
C) As lower-level needs become satisfied, people seek to satisfy higher-level needs.
D) When people experience need frustration, they focus upon satisfying higher-level needs.
E) Physiological needs form the pinnacle of the needs hierarchy.

Answer 30

Answer: C
Explanation: Alderfer agreed with Maslow that as lower-level needs become satisfied, a person seeks to satisfy higher-level needs. Unlike Maslow, however, Alderfer believed that a person can be motivated by needs at more than one level at the same time.
Difficulty: 2 Medium
Topic: Alderfer’s ERG theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand
AACSB: Analytical Thinking

Question 31

41) Abhay is frustrated with the lack of growth opportunities available in his organization. While working with his manager on identifying training options, Abhay decides to also focus on building his relationships with his peers. Abhay’s behavior is consistent with ________ theory.
A) Maslow’s hierarchy of needs
B) Alderfer’s ERG
C) Herzberg’s motivator-hygiene
D) McClelland’s needs
E) Vroom’s expectancy

Answer 31

Answer: B
Explanation: Alderfer agreed with Maslow that as lower-level needs become satisfied, a person seeks to satisfy higher-level needs. Unlike Maslow, however, Alderfer believed that a person can be motivated by needs at more than one level at the same time.
Difficulty: 3 Hard
Topic: Alderfer’s ERG theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand

Question 32

42) According to Herzberg’s theory, ________ needs refer to the nature and challenge of one’s work.
A) motivator
B) expectancy
C) instrumental
D) hygiene
E) valent

Answer 32

Answer: A
Explanation: According to Herzberg’s motivator-hygiene theory, people have two sets of needs or requirements: motivator needs and hygiene needs. Motivator needs are related to the nature of the work itself and how challenging it is.
Difficulty: 2 Medium
Topic: Herzberg’s motivator-hygiene theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 33

43) According to Herzberg’s theory, ________ needs are related to the physical and psychological context in which the work is performed.
A) motivator
B) expectancy
C) instrumental
D) hygiene
E) valent

Answer 33

Answer: D
Explanation: According to Herzberg’s motivator-hygiene theory, people have two sets of needs or requirements: motivator needs and hygiene needs. Hygiene needs are related to the physical and psychological context in which the work is performed.
Difficulty: 2 Medium
Topic: Herzberg’s motivator-hygiene theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 34

44) To help satisfy an employee’s motivator needs, Herzberg’s theory would direct a manager to provide the employee with
A) job security.
B) a safe workplace.
C) good pay.
D) a sense of accomplishment.
E) effective supervision.

Answer 34

Answer: D
Explanation: Outcomes such as interesting work, autonomy, responsibility, being able to grow and develop on the job, and a sense of accomplishment and achievement help to satisfy motivator needs.
Difficulty: 2 Medium
Topic: Herzberg’s motivator-hygiene theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand

Question 35

45) To help satisfy an employee’s hygiene needs, Herzberg’s theory would direct a manager to provide the employee with
A) job security.
B) increased responsibility.
C) autonomy.
D) a sense of accomplishment.
E) interesting work.

Answer 35

Answer: A
Explanation: Hygiene needs are satisfied by outcomes such as pleasant and comfortable working conditions, pay, job security, good relationships with coworkers, and effective supervision.
Difficulty: 2 Medium
Topic: Herzberg’s motivator-hygiene theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand

Question 36

46) ________ drew attention to the important distinction between intrinsic motivation and extrinsic motivation.
A) Maslow’s hierarchy of needs
B) Alderfer’s ERG theory
C) Herzberg’s motivator-hygiene theory
D) McClelland’s theory of needs
E) Equity theory

Answer 36

Answer: C
Explanation: Herzberg helped to focus researchers’ and managers’ attention on the important distinction between intrinsic motivation (related to motivator needs) and extrinsic motivation (related to hygiene needs).
Difficulty: 2 Medium
Topic: Herzberg’s motivator-hygiene theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 37

47) According to McClelland, an employee with a strong desire to perform tasks well and meet personal standards for excellence has the need for
A) affiliation.
B) belongingness.
C) achievement.
D) self-actualization.
E) equity.

Answer 37

Answer: C
Explanation: According to David McClelland, the need for achievement is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence.
Difficulty: 1 Easy
Topic: Need for achievement
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application

Question 38

48) According to McClelland, the need for ________ is the extent to which an individual desires to control or influence others.
A) power
B) affiliation
C) belongingness
D) self-actualization
E) equity

Answer 38

Answer: A
Explanation: According to McClelland, the need for power is the extent to which an individual desires to control or influence others.
Difficulty: 1 Easy
Topic: Need for power
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember

Question 39

49) According to McClelland, the need for affiliation is the extent to which an individual
A) desires to perform challenging tasks well.
B) wants to meet personal standards for excellence.
C) is concerned about maintaining good interpersonal relations.
D) desires to control other people.
E) wishes to receive performance feedback.

Answer 39

Answer: C
Explanation: According to McClelland, the need for affiliation is the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with each other.
Difficulty: 1 Easy
Topic: Need for affiliation
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application

Question 40

50) Melissa is driven to take on challenging tasks and perform them to the best of her ability. She also values her relationships with peers and makes time to build those connections. According to McClelland’s needs theory, Melissa has a
A) high need for affiliation and a high need for achievement.
B) low need for affiliation and a low need for power.
C) low need for achievement and a low need for affiliation.
D) high need for power and a low need for affiliation.
E) low need for achievement and a high need for power.

Answer 40

Answer: A
Explanation: According to McClelland’s three-needs theory, the need for achievement is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence. The need for affiliation is the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with each other.
Difficulty: 2 Medium
Topic: Need for affiliation
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 41

51) Roland is extremely focused on meeting his personal goals and has a strong desire to succeed at challenging projects. At times, he knowingly takes actions that damage his working relationships in order to succeed. According to McClelland’s needs theory, Roland has a
A) high need for affiliation and a high need for achievement.
B) low need for affiliation and a high need for achievement.
C) high need for affiliation and a low need for power.
D) high need for power and a high need for affiliation.
E) low need for achievement and a low need for power.

Answer 41

Answer: B
Explanation: According to McClelland’s three-needs theory, the need for achievement is the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence. The need for affiliation is the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with each other.
Difficulty: 2 Medium
Topic: Need for achievement
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 42

52) Carol is a manager who believes that carefully monitoring and maintaining control over employees is more important than maintaining cordial relationships with them. According to McClelland’s needs theory, Carol has a
A) high need for power and a low need for affiliation.
B) high need for power and a high need for affiliation.
C) low need for power and a low need for achievement.
D) low need for achievement and a high need for affiliation.
E) low need for power and a low need for affiliation.

Answer 42

Answer: A
Explanation: According to McClelland, the need for affiliation is the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with each other. The need for power is the extent to which an individual desires to control or influence others.
Difficulty: 2 Medium
Topic: Need for power
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 43

53) As a manager, Marcus is very conscious of how his subordinates feel about whether their work outcomes are as expected relative to the effort and contributions they put in. This is an example of the ________ theory.
A) equity
B) expectancy
C) motivator-hygiene
D) ERG
E) hierarchy of needs

Answer 43

Answer: A
Explanation: Equity theory is a theory of motivation that concentrates on people’s perceptions of the fairness of their work outcomes relative to, or in proportion to, their work inputs. Equity exists when a person perceives his or her own outcome-input ratio to be equal to a referent’s outcome-input ratio.
Difficulty: 2 Medium
Topic: Equity theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 44

54) Chen-Chu performs the same job tasks as her coworkers, but she believes she is being paid less. This is an example of
A) distributive inequity.
B) instrumental equity.
C) unbalanced equity.
D) underpayment inequity.
E) overpayment inequity.

Answer 44

Answer: D
Explanation: Equity exists when a person perceives his or her own outcome-input ratio to be equal to a referent’s outcome-input ratio. Underpayment inequity exists when a person’s own outcome–input ratio is perceived to be less than that of a referent.
Difficulty: 2 Medium
Topic: Equity theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 45

55) Teri, an employee at MobileComm, perceives that while she contributes the same effort and skills to the organization as her colleague José, she receives higher pay and added perks. This is an example of
A) overpayment inequity.
B) instrumental inequity.
C) distributive equity.
D) underpayment inequity.
E) terminal equity.

Answer 45

Answer: A
Explanation: Equity exists when a person perceives his or her own outcome—input ratio to be equal to a referent’s outcome—input ratio. Overpayment inequity exists when a person perceives that his or her own outcome—input ratio is greater than that of a referent.
Difficulty: 2 Medium
Topic: Equity theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 46

56) Colin believes that he works harder than many of his coworkers and yet knows he is being paid less. Colin is likely to be motivated to
A) improve his work attendance.
B) increase his working hours.
C) ask for a raise or a promotion.
D) ask for more challenging work.
E) report his situation to the fair labor board.

Answer 46

Answer: C
Explanation: When people experience underpayment inequity, they may be motivated to lower their inputs by reducing their working hours, putting forth less effort on the job, or being absent; or they may be motivated to increase their outcomes by asking for a raise or a promotion.
Difficulty: 2 Medium
Topic: Equity theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Apply
AACSB: Analytical Thinking

Question 47

57) ________ theory considers how managers can ensure that organization members focus their inputs on achieving high performance and accomplishing organizational targets.
A) Goal-setting
B) Alderfer’s ERG
C) McClelland’s needs
D) Operant conditioning
E) Motivator-hygiene

Answer 47

Answer: A
Explanation: Goal-setting theory focuses on motivating workers to contribute their inputs to their jobs and organizations; in this way it is similar to expectancy theory and equity theory. It considers how managers can ensure that organization members focus their inputs in the direction of high performance and the achievement of organizational targets.
Difficulty: 1 Easy
Topic: Goal-setting theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Remember
AACSB: Knowledge Application

Question 48

58) To stimulate high motivation and performance, goal-setting theory suggests setting
A) general goals that apply uniformly to all employees.
B) independent goals across the organization to optimize individual successes.
C) specific goals that are difficult, but not impossible, to attain.
D) specific negative consequences for failing to achieve a goal.
E) rewards for the effort put toward achieving goals rather than the achievement itself.

Answer 48

Answer: C
Explanation: The goal-setting theory considers how managers can ensure that organization members focus their inputs in the direction of high performance and the achievement of organizational goals.
Difficulty: 2 Medium
Topic: Goal-setting theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 49

59) According to ________ theory, employees will be motivated to perform at a high level and attain their work goals to the extent that high performance and goal attainment allow them to obtain outcomes they desire.
A) Clayton Alderfer’s ERG
B) McClelland’s needs
C) Herzberg’s motivator-hygiene
D) Victor H. Vroom’s expectancy
E) B.F. Skinner’s operant conditioning

Answer 49

Answer: E
Explanation: According to operant conditioning theory, developed by psychologist B.F. Skinner, people learn to perform behaviors that lead to desired consequences and learn not to perform behaviors that lead to undesired consequences.
Difficulty: 1 Easy
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Remember
AACSB: Knowledge Application

Question 50

60) Devin’s manager constantly messages him the day his monthly report is due, so Devin has begun working late the night before to deliver the report early and avoid the nagging. The manager is using ________ reinforcement to drive Devin’s performance.
A) positive
B) absolute
C) intrinsic
D) negative
E) extinction

Answer 50

Answer: D
Explanation: When negative reinforcement is used, people are motivated to perform behaviors because they want to stop receiving or avoid undesired outcomes.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 51

61) ________ is the process of removing the expected consequences that are leading to undesirable behaviors in the workplace.
A) Extinction
B) Punishment
C) Self-reinforcement
D) Social learning
E) Expectancy

Answer 51

Answer: A
Explanation: One way for managers to curtail the performance of dysfunctional behaviors is to eliminate whatever is reinforcing the behaviors. This process is called extinction.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 52

62) Arthur’s work group receives annual bonuses based on how well the team meets project schedules. This is an example of ________ reinforcement.
A) negative
B) vicarious
C) positive
D) intrinsic
E) absolute

Answer 52

Answer: C
Explanation: Positive reinforcement gives people outcomes they desire when they perform organizationally functional behaviors. These desired outcomes, called positive reinforcers, include any outcomes that a person desires, such as pay, praise, or a promotion.
Difficulty: 2 Medium
Topic: Positive reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand
AACSB: Knowledge Application

Question 53

63) When Juan violated his company’s Internet policy, he was immediately fired. This is an example of
A) extinction.
B) operant conditioning.
C) negative reinforcement.
D) self-reinforcement.
E) punishment.

Answer 53

Answer: E
Explanation: Punishment involves administering an undesired or negative consequence to subordinates when they perform the dysfunctional behavior.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 54

64) Organizational behavior modification is sometimes criticized because it
A) focuses on negative reinforcement.
B) cannot achieve sustainable improvement.
C) is overly controlling and can negatively impact creativity and individuality.
D) only works for general, subjective behaviors.
E) is a costly and marginally effective way to promote organizational productivity.

Answer 54

Answer: C
Explanation: When managers systematically apply operant conditioning techniques to promote the performance of organizationally functional behaviors and discourage the performance of dysfunctional behaviors, they are engaging in organizational behavior modification. Critics of organizational behavior modification suggest that it is overly controlling and robs workers of their dignity, individuality, freedom of choice, and even creativity.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand

Question 55

65) ________ theory expands a manager’s understanding of motivation to include the effects of a person’s thoughts and beliefs.
A) Goal-setting
B) ERG
C) Vicarious learning
D) Operant conditioning
E) Social learning

Answer 55

Answer: E
Explanation: Social learning theory proposes that motivation results not only from direct experience of rewards and punishments but also from a person’s thoughts and beliefs.
Difficulty: 1 Easy
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 56

66) Julius is extremely confident and knows he can be a top performer on the team. Julius exhibits high
A) self-reinforcement.
B) self-efficacy.
C) self-actualization.
D) self-awareness.
E) self-discipline.

Answer 56

Answer: B
Explanation: Self-efficacy is a person’s belief about his or her ability to perform a behavior successfully. It influences motivation both when managers provide reinforcement and when workers themselves provide it.
Difficulty: 2 Medium
Topic: Self-efficacy
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.

Question 57

67) As a medical resident, Brooke shadows an experienced surgeon in order to see surgical techniques first-hand. Brooke is participating in
A) self-reinforcement.
B) vicarious learning.
C) positive reinforcement.
D) organizational behavior modification.
E) operant conditioning.

Answer 57

Answer: B
Explanation: Vicarious learning, often called observational learning, occurs when a person (the learner) becomes motivated to perform a behavior by watching another person (the model) performing the behavior and being positively reinforced for doing so.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand

Question 58

68) As a reward for completing his assignment two weeks ahead of schedule, Diego decided to take a vacation. The reward is an example of
A) vicarious learning.
B) operant conditioning.
C) self-reinforcement.
D) self-efficacy.
E) interpersonal justice.

Answer 58

Answer: C
Explanation: Self-reinforcers are any desired or attractive outcomes or rewards that people can give to themselves for good performance, such as a feeling of accomplishment, going to a movie, having dinner out, buying a new CD, or taking time out for a golf game.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 59

69) Employee stock options are most often used
A) to attract entry-level employees.
B) in lieu of payment for high-level managers.
C) to motivate employees to achieve organizational goals.
D) to increase market demand for a company’s stock.
E) as a reward for an employee’s past performance.

Answer 59

Answer: C
Explanation: Employee stock options are financial instruments that entitle the bearer to buy shares of an organization’s stock at a certain price during a certain period or under certain conditions. From a motivation standpoint, stock options are used not so much to reward past individual performance but, rather, to motivate employees to work in the future for the good of the company as a whole.
Difficulty: 2 Medium
Topic: Extrinsic reward
Learning Objective: 13-05 Explain why and how managers can use pay as a major motivation tool.

Question 60

70) When an organization bases employees’ pay on the number of units each employee produces, it is using a(n) ________ plan.
A) merit
B) profit sharing
C) piece-rate
D) commission pay
E) stock option

Answer 60

Answer: C
Explanation: Using piece-rate pay, an individual-based merit plan, managers base employees’ pay on the number of units each employee produces.
Difficulty: 1 Easy
Topic: Extrinsic reward
Learning Objective: 13-05 Explain why and how managers can use pay as a major motivation tool.
Bloom’s: Remember
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 61

71) The workers in a factory are encouraged to pursue cost-cutting strategies. Each month, the workers receive bonus checks that share some portion of the cost-cutting benefits with them. This approach to merit pay is called
A) commission pay.
B) the equity theory.
C) a piece-rate pay.
D) an employee stock option.
E) the Scanlon plan.

Answer 61

Answer: E
Explanation: The Scanlon plan focuses on reducing expenses or cutting costs; members of an organization are motivated to come up with and implement cost-cutting strategies because a percentage of the cost savings achieved during a specified time is distributed to the employees.
Difficulty: 2 Medium
Topic: Extrinsic reward
Learning Objective: 13-05 Explain why and how managers can use pay as a major motivation tool.
Bloom’s: Understand
AACSB: Analytical Thinking

Question 62

72) Behavior is considered extrinsically motivated if it is driven by the desire for
A) self-growth.
B) material gain.
C) a personal sense of accomplishment.
D) helping others.
E) avoiding conflict.

Answer 62

Answer: B
Explanation: Extrinsically motivated behavior is behavior that is performed to acquire material or social rewards or to avoid punishment; the source of motivation is the consequences of the behavior, not the behavior itself.
Difficulty: 1 Easy
Topic: Extrinsic reward
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Remember
AACSB: Knowledge Application

Question 63

73) When Alex sees his company stock rising and referenced in industry magazines as a market leader, he feels a great sense of accomplishment and achievement. Alex is motivated
A) culturally.
B) extrinsically.
C) intrinsically.
D) prosocially.
E) vicariously.

Answer 63

Answer: C
Explanation: Managers who derive a sense of accomplishment and achievement from helping the organization achieve its goals and gain competitive advantages are intrinsically motivated.
Difficulty: 2 Medium
Topic: Intrinsic reward
Learning Objective: 13-01 Explain what motivation is and why managers need to be concerned about it.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 64

74) Yanesh knows he works more hours and has delivered more code than most of his peers and yet receives less compensation. His sense of inequity is likely to cause him to
A) increase his working hours.
B) put forth more effort on the job.
C) ask for more high-profile work.
D) decline any offer of promotion.
E) put forth less effort on the job.

Answer 64

Answer: E
Explanation: When people experience underpayment inequity, they may be motivated to lower their inputs by reducing their working hours, putting forth less effort on the job, or being absent; or they may be motivated to increase their outcomes by asking for a raise or a promotion.
Difficulty: 2 Medium
Topic: Equity theory
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 65

75) Elijah makes sure that all his sales representatives receive the same percentage of commission pay. This is an example of
A) equity.
B) piece-rate pay.
C) informational justice.
D) distributive justice.
E) procedural justice.

Answer 65

Answer: D
Explanation: Distributive justice refers to an employee’s perception of the fairness of the distribution of outcomes (such as promotions, pay, job assignments, and working conditions) in an organization.
Difficulty: 2 Medium
Topic: Distributive justice
Learning Objective: 13-02 Describe from the perspectives of expectancy theory and equity theory what managers should do to have a highly motivated workforce.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 66

76) Although employees are not directly involved in the company’s performance evaluation process, Jasmine believes she will be evaluated fairly. Jasmine perceives a high degree of ________ justice within the company.
A) procedural
B) informational
C) vicarious
D) distributive
E) interpersonal

Answer 66

Answer: A
Explanation: Procedural justice refers to an employee’s perception of the fairness of the procedures used to determine how to distribute outcomes in an organization.
Difficulty: 2 Medium
Topic: Procedural justice
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Understand
AACSB: Knowledge Application

Question 67

77) A manager for a food distribution company wants to stimulate high motivation and performance in the coming month. Based on the goal-setting theory, what goal would be most appropriate for the manager to set for each representative?
A) sell at least as much as the previous month
B) sell 10 percent more than the previous month
C) sell more than every other representative
D) sell 500 percent more than the previous month
E) sell as much as possible

Answer 67

Answer: B
Explanation: Goal-setting theory suggests that to stimulate high motivation and performance, goals must be specific and difficult.
Difficulty: 2 Medium
Topic: Goal-setting theory
Learning Objective: 13-03 Explain how goals and needs motivate people and what kinds of goals are especially likely to result in high performance.
Bloom’s: Apply
AACSB: Analytical Thinking

Question 68

78) Learning theory focuses on
A) the fair distribution of training opportunities.
B) the best format for effective growth and development.
C) the linkage between performance and outcomes in the motivation equation.
D) distributive justice.
E) exploring in depth which outcomes motivate people to perform at a high level.

Answer 68

Answer: C
Explanation: Learning theory focuses on the linkage between performance and outcomes in the motivation equation.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 69

79) A few weeks ago, Jenny started working in a hospital kitchen. Part of her job involves interacting with patients, but she is uncertain what approach to use. Jenny noticed that her coworker Riley had a good rapport with the patients, so she began using a similar approach. This is an example of
A) self-efficacy.
B) a positive reinforcer.
C) the need for affiliation.
D) vicarious learning.
E) self-reinforcement.

Answer 69

Answer: D
Explanation: Vicarious learning, often called observational learning, occurs when a person (the learner) becomes motivated to perform a behavior by watching another person (the model) performing the behavior and being positively reinforced for doing so. In general, people are more likely to be motivated to imitate the behavior of models who are highly competent, are (to some extent) experts in the behavior, have high status, receive attractive reinforcers, and are friendly or approachable.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 70

80) At a departmental meeting, Stella’s manager described an issue and asked for a volunteer to figure out a solution. Stella had previously encountered similar issues and was confident she could solve the problem, so she accepted the responsibility. Stella’s behavior was influenced by
A) vicarious learning.
B) positive reinforcement.
C) a need for affiliation.
D) self-efficacy.
E) self-reinforcement.

Answer 70

Answer: D
Explanation: Self-efficacy is a person’s belief about his or her ability to perform a behavior successfully.
Difficulty: 2 Medium
Topic: Reinforcement
Learning Objective: 13-04 Identify the motivation lessons that managers can learn from operant conditioning theory and social learning theory.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 71

81) Several employees at a product distribution company came up with some efficiency improvement strategies and brought their ideas to the foreman. After the suggested strategies were implemented, the company saw a notable decrease in costs so the foreman rewarded the employees with a half-day off and a team outing. This example reflects the ________ approach to compensation.
A) commission pay
B) equity pay
C) piece-rate pay
D) employee stock option
E) Scanlon plan

Answer 71

Answer: E
Explanation: The Scanlon plan focuses on reducing expenses or cutting costs; members of an organization are motivated to come up with and implement cost-cutting strategies because a percentage of the cost savings achieved during a specified time is distributed to the employees.
Difficulty: 2 Medium
Topic: Extrinsic reward
Learning Objective: 13-05 Explain why and how managers can use pay as a major motivation tool.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation

Question 72

82) Equity theory is often characterized as a theory of ________ justice.
A) procedural
B) cultural
C) interpersonal
D) distributive
E) informational

Answer 72

Answer: D
Explanation: Equity theory, given it focus on the fair distribution of outcomes in organizations to foster high motivation, is often labeled a theory of distributive justice.
Difficulty: 2 Medium
Topic: Distributive justice
Learning Objective: 13-05 Explain why and how managers can use pay as a major motivation tool.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 73

83) Sam’s manager is very respectful and, even when delivering constructive criticism as part of ongoing feedback, is always encouraging and helpful. Sam perceives a high degree of ________ justice from the manager’s behavior.
A) interpersonal
B) informational
C) vicarious
D) distributive
E) procedural

Answer 73

Answer: A
Explanation: Interpersonal justice refers to an employee’s perception of the fairness of the interpersonal treatment he or she receives from whoever distributes outcomes. It is high when managers treat subordinates with dignity and respect and are polite and courteous.
Difficulty: 2 Medium
Topic: Interpersonal justice
Learning Objective: 13-05 Explain why and how managers can use pay as a major motivation tool.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigatio

Question 74

84) While Bill was rather disappointed with his yearly bonus, he still believed that his manager provided a clear and sufficient explanation about how his performance contributed to the bonus amount. Bill perceives a high degree of ________ justice from the manager’s behavior.
A) interpersonal
B) distributive
C) vicarious
D) informational
E) procedural

Answer 74

Answer: D
Explanation: Informational justice refers to an employee’s perception of the extent to which his or her manager provides explanations for decisions and the procedures used to arrive at them.
Difficulty: 2 Medium
Topic: Equity theory
Learning Objective: 13-05 Explain why and how managers can use pay as a major motivation tool.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation

Question 75

85) A company is competing with other companies for skilled employees in an extremely competitive environment. To ensure top-rated employees will be motivated to stay and not jump to a competitor, the company should
A) give uniform bonuses to all employees.
B) remind top-rated employees of their most recent generous bonuses.
C) discredit competitors’ organizations and products.
D) set entry-level salaries above the industry average.
E) grant employee stock options.

Answer 75

Answer: E
Explanation: From a motivation standpoint, stock options are used not so much to reward past performance but, rather, to motivate employees to work in the future for the good of the company as a whole.
Difficulty: 2 Medium
Topic: Extrinsic reward
Learning Objective: 13-05 Explain why and how managers can use pay as a major motivation tool.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation