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engman finals > MOTIVATING > Flashcards

MOTIVATING Flashcards

1
Q

The act of giving employees reasons or incentives to work to achieve
organizational objectives.

A

Motivating

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2
Q

The process of activating behavior, sustaining it, and directing it toward
a particular goal.

A

MOTIVATION

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3
Q

A hormone and neurotransmitter that drives motivation.

A

DOPAMINE

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4
Q

He developed a hierarchy of needs to explain human motivation.

A

ABRAHAM MASLOW

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5
Q

Needs including freedom from harm and financial security

A

Safety Needs

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6
Q

Need for a positive self-image and self-respect and the need to be
respected by others.

A

ESTEEM NEEDS

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7
Q

The highest level of need involving realizing our full potential as human
being

A

SELF-ACTUALIZATION NEEDS

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8
Q

Concerned with the human survival and biological need of a human
being.

A

PHYSIOLOGICAL NEEDS

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9
Q

Sets of mutually exclusive factors in the workplace that either cause job
satisfaction or dissatisfaction.

A

Herzberg’s Two Factor Theory

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10
Q

The intensity of a tendency to perform in a particular manner is
dependent on the intensity of an expectation that the performance will be
followed by a definite outcome and on the appeal of the outcome to the
individual.

A

EXPECTANCY THEORY

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11
Q

Reward that is tangible and externally driven by factors including
compensation and punishment.

A

EXTRINSIC REWARDS

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12
Q

Practice of moving employees from one job to another on a regular basis.

A

JOB ROTATION

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13
Q

Self-administered and come from within the individual.

A

Intrinsic rewards

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14
Q

Process of making jobs more interesting, challenging, and rewarding for
employees

A

JOB ENRICHMENT

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15
Q

Honest and accurate descriptions of the job, its duties, and the work
environment.

A

Realistic job previews

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16
Q

Level of no satisfaction and no dissatisfaction

A

LEVEL ZERO OR POINT ZERO

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17
Q

Material and psychological benefits to employees for performing tasks
in the workplace.

A

Rewards

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18
Q

An arrangement which allows employees to determine their own arrival
and departure times within specified limits.

A

FLEXTIME

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19
Q

Provide the individuals with a way of knowing how far they have gone
in achieving objectives.

A

Feedback

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20
Q

Defined as specifying the tasks that constitute a job for an individual or
a group

A

JOB DESIGN

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21
Q

It is necessary to improve job satisfaction.

A

MOTIVATION FACTORS

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22
Q

Factors which decrease job dissatisfactions.

A

Hygiene Factors

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23
Q

The significance associated by an individual about the expected outcome.

A

Valence

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24
Q

The faith that if you perform well, then a valid outcome will be there.

A

Instrumentality

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25
Q

The faith that better efforts will result in better performance

A

Expectancy

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26
Q

States that goal setting is essentially linked to task performance

A

Interpersonal relations

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27
Q

Provides the individuals with a way of knowing how far they have gone
in achieving objectives

A

Feedback Aspect

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28
Q

When an individual is provided with direction, performance is facilitated.

A

Work Behavior

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29
Q

Goals must be challenging, attainable, specific and measurable, timelimited, and relevant.

A

Goal Content

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30
Q

When individuals or groups are committed to the goals, there is a chance
that they will be able to achieve them

A

Goal Commitment

31
Q

Which of the following is NOT an example of intrinsic rewards?
a. Self-actualization b. Self-centered
c. Sense of accomplishment d. Self esteem

A

B

32
Q

Which of the following is an example of extrinsic rewards?
a. Praise b. Trainings
c. Comfort d. Self confidence

A

A

33
Q

Which of the following is NOT a satisfier?
a. Growth b. Achievement
c. Salary d. Responsibility

A

C

34
Q

Which of the following is a dissatisfier?
a. Work itself b. Advancement
c. Personal life d. Insecurity

A

C

35
Q

Which of the following is NOT a type of benefit for employees?
a. Business capital b. Health insurance
c. Pension plan d. 13th month pay

A

A

36
Q

People will do their jobs well if they feel that by doing so, their needs
will be satisfied.

A

TRUE

37
Q

Motivation and inspiration are interchangeable.

A

FALSE

38
Q

A motivated employee needs can independently channel their desire and
commitment.

A

FALSE

39
Q

A person can be motivated even when their personal interests and job
responsibilities do not align

A

FALSE

40
Q

Investing in skill development and training can be a strategic approach
to enhancing motivation.

A

TRUE

41
Q

Friendship, intimacy, trust, acceptance, receiving and giving affection,
and love is a physiological need

A

FALSE

42
Q

Motivators ensure job dissatisfaction while a lack of hygiene factors
spawned job satisfaction

A

FALSE

43
Q

Company policies and administration include factors such as the extent
to which organization and management policies and guidelines are clear
or unclear.

A

TRUE

44
Q

Supervision involves the personal and working relationships between an
employee and his supervisors, subordinates, and peers.

A

FALSE

45
Q

Responsibility encompasses both the responsibilities held by the
individual and the authority granted to the individual in their role.

A

TRUE

46
Q

When an employee returns after a leave, they might end up slacking due
to post-vacation blues.

A

FALSE

47
Q

Rewards that are not equitable will not produce the desired motivation.

A

TRUE

48
Q

Properly administered reward systems can improve job performance and
satisfaction

A

TRUE

49
Q

Higher performance can be expected when challenging goals are set.

A

TRUE

50
Q

An unfulfilled need does not motivate an individual.

A

FALSE

51
Q

He defined the three stages in motivating

A

Matlin

52
Q

According to him, “Nothing great was ever accomplished without
enthusiasm.”

A

Ralph Waldo Emerson

53
Q

Goals must be stated in quantitative terms whenever possible.

A

measurable

54
Q

There must be a time-limit set for goals to be accomplished.

A

TIME LIMITED

55
Q

Involves the physical surroundings of the job.

A

Working conditions

56
Q

He drew the goal setting model.

A

Edwin A. Locke

57
Q

A group of employees usually doing related work and meet at regularly to
discuss problems and solutions.

A

Quality Control Circle

58
Q

Practice of reducing the amount of time that an employee spends
performing a tedious job.

A

LIMITED EXPOSURE

59
Q

Process of combining two or more specialized
tasks into a single job

A

JOB ENLARGEMENT

60
Q

Groups of employees who are responsible for
planning, organizing, and executing their own
work.

A

Self-Managed Teams

61
Q

Can help employees to balance their work and
family obligations

A

Family Support
Services

62
Q

Can be used for a variety of purposes, such as
travel, study, or volunteering.

A

Sabbaticals

63
Q

Selecting individuals who have the skills and
abilities to perform a particular job.

A

Fitting People to Jobs

64
Q

Employees could learn new skills and
experience different aspects of the company.

A

Job Rotation

65
Q

Psychological benefits, such as a sense of
accomplishment, pride, and satisfaction.

A

INTRINSIC REWARDS

66
Q

Stages of Motivation

A
  • Activating * Sustaining * Directing
67
Q

Factors Contributing to Motivation

A
  • Willingness to do a job * Self-confidence in carrying out a task * Need satisfaction
68
Q

Importance of Motivation

A
  • Increased Efficiency and Output * Productive Use of Resources * Achievement of Goals * Development of Friendly Relationships * Stability in Workforce
69
Q

Basic Needs According to Abraham Maslow

A
  • Physiological Needs * Safety needs * Social Needs * Esteem Needs Self-Actualization Needs
70
Q

Characteristics of Goal

A
  • Challenging * Attainable * Specific and Measurable * Time Limited * Relevant
71
Q

Other Motivation Techniques

A
  • Flexible work schedules * Family support services * Sabbaticals
72
Q

Theories of Motivation

A
  • Maslow’s Need Hierarchy Theory * Herzberg’s Two-Factor Theory * Expectancy Theory * Goal Setting Theory
73
Q

Main
Techniques of
Motivation

A
  • Motivation through job design * Motivation through rewards * Motivation through employee participation
74
Q

Activities where employees can participate

A
  • Setting goals * Making decisions * Solving problems * Designing and implementing organizational changes

engman finals (5 decks)

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