Chapter 3 Flashcards
While Goal Setting Theory is one of the most influential, practical and important theories of motivation, it also has some potentially negative implications. All the following are potential negative outcomes from goal setting except
Goals lead to a decrease in morale and motivation since there is a chance that the goal will not be met.
Hackman and Oldham’s Job Characteristics Model provides insights on how to design jobs with increased motivational properties. Which of the following is not a basic premise of this theory?
When jobs are designed with several key attributes (variety, autonomy, and feedback), employees are better able to fulfill their Need for Achievement, leading to higher levels of satisfaction and motivation.
The influence of Frederick Taylor’s Scientific Management led to the following changes in the workplace except
Companies created an environment where employees had discretion to make decision regarding their work was to be done.
All of the following are ways to increase employee empowerment at work except
Ensure employees are provided authority to make decisions, and train managers to step in if employees make the wrong decisions.
Which of the following is not one of Maslow’s Hierarchy of Needs?
Existence
According to Nitin Nohria and Paul Lawrence’s Four-Drive Theory described in “Employee Motivation: A Powerful New Model,” people are guided by four basic emotional needs, or drives. Which of the following is not one of these four drives?
The drive to achieve.
Reinforcement Theory describes four interventions to modify employee behavior. Two of these are methods of increasing the frequency of desired behaviors, while the remaining two are methods of reducing the frequency of undesired behaviors. Which of the following is not one of these four intervention methods?
Distributive Justice
All of the following are ways in which a manager can influence expectancy, except
Provide employees choice over rewards.
Clayton Alderfer’s ERG Theory is often seen as a modification of Maslow’s hierarchy of needs. In addition to grouping basic human needs in three categories instead of five, ERG theory proposed a relaxation of Maslow’s assumptions.
Which of the following is not a element of ERG Theory?
Only one need category is dominant at a given time.
Which theory of motivation proposes that motivation is determined by whether an individual believes that high levels of effort will lead to performance, that performance is related to rewards, and that the rewards will be desirable?
Expectancy Theory
Which of David McClelland’s acquired needs is viewed as an important trait for effectiveness in managerial and leadership positions?
Need for Power
All of the following can be sources of intentional or unintentional bias in performance reviews except
Objective Data
Job performance is often viewed as a function of three factors expressed in an equation of the form, Performance = (Factor A) x (Factor B) x (Factor C). Which of the following is not one of the three factors that lead to performance?
Conscientiousness
All of the following are reasons why Goal Setting Theory increases motivation except
Goals drive employee performance and motivation, even when employees are lacking the skills and abilities needed to accomplish the goal.
Which theory of motivation proposes that individuals are motivated by a sense of fairness based on social comparisons where the individual compares their inputs and outcomes with the inputs and outcomes of others?
J. Stacy Adams’ Equity Theory
All of the following are general characteristics found in effective appraisal systems except
Forced ranking systems that provide clearly defined differentiation between top performers and poor performers.
360-Degree Feedback is best used for
Developmental purposes.
According to David McClelland’s Acquired-Needs Theory, individuals acquire three types of needs as a result of their life experiences. Which of the following is not one of these needs?
Need for Self-Actualization
All of the following statements about pay-for-performance systems are true except
Tend not to focus employee energy on measurable, goal-directed behaviors but instead focus on less quantifiable behaviors like helping team members or being a good citizen of the company.
According to Frederick Herzberg’s Two-Factor Theory, improving working conditions, increasing salary, and enhancing job security will improve motivation and encourage employees to try harder.
False
Management by Objective (MBO) can be described as “a process whereby the superior and subordinate managers of an organization jointly identify its common goals, define each individual’s major areas of responsibility in terms of the results expected of him, and use these measures as guides for operating the unit and assessing the contribution of its members.”
True
While the application of Scientific Management resulted in increased efficiency and productivity, the repetitive nature of the work had negative effects on motivation since these jobs were often boring. In an attempt to overcome these negative effects, managers developed alternatives to Scientific Management. Which of the following was not one of these alternatives?
Job Specialization
The most effective timeframe to provide feedback is
Immediately following high or low performance
The earliest studies of motivation involved an examination of individual needs. Researchers believed that employees make the effort to try hard and demonstrate goal-driven behavior in order to satisfy needs.
Which of the following is not a needs-based theory of motivation.
Expectancy Theory
