Organizational Behavior And Management 11th Edition By Konopaske – Test Bank

Complete Test Bank With Answers

 

 

Sample Questions Posted Below

 

Chapter 05 Motivation Answer Key

True / False Questions

1. Persistence is an important component of motivation.

TRUE

2. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: Chapter Introduction

Intensity refers to the staying power of behavior, or how long a person will continue to devote effort.

FALSE

Persistence refers to the staying power of behavior or how long a person will continue to devote effort.

Intensity refers to the strength of the response, once the choice of a direction is made.

3. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: Chapter Introduction

The process theories of motivation focus on the factors within the person that energize, direct, sustain,

and stop behavior.

FALSE

The content theories of motivation focus on the factors within the person that energize, direct, sustain,

and stop behavior.

4. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

A critical point in understanding Maslow’s thinking is that from a managerial perspective, unsatisfied

needs are dangerous because they may lead to undesirable performance outcomes.

TRUE

Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-1

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.5. Autonomy means having your manager make decisions on your behalf and closely monitoring your

work.

FALSE

The opposite is true; autonomy means being able to make independent decisions, set goals, and work

without supervision.

6. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

Research found that managers at lower organizational levels in small firms are typically more satisfied

than their counterparts in large firms. A later study confirmed the same relationship and also found

upper level managers are more satisfied in smaller firms than larger ones.

TRUE

Managers at lower organizational levels in small firms (less than 500 employees) are more satisfied than

their counterpart managers in large firms (more than 5,000 employees); however, managers at upper

levels in large companies are more satisfied than their counterparts in small companies.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

7. As managers advance in an organization, their need for security increases.

FALSE

As managers advance in an organization, their need for security decreases.

8. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

Herzberg’s two-factor theory states that dissatisfiers or hygiene factors are needed to maintain at least a

level of “no dissatisfaction.”

TRUE

Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

9. Content approaches to motivation include:

Maslow’s need hierarchy, McClelland’s ERG theory, Herzberg’s two-factor theory, and Alderfer’s

learned needs theory.

FALSE

McClelland is associated with the Learned Needs Theory and Alford with ERG.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

5-2

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.Topic: Content Approaches

10. McClelland contends that when a need is strong, it motivates a person to use behavior that leads to its

repetition.

FALSE

McClelland contends that when a need is strong, it motivates a person to use behavior that leads to its

satisfaction.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

11. McClelland’s theory of motivation places emphasis on socially acceptable behavior.

FALSE

A major difference between the four content theories is McClelland’s emphasis on socially acquired

needs.

12. Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

Monitoring the needs, abilities, goals, and preferences of employees is strictly the domain of

personnel/human resource managers.

FALSE

Each individual manager also has this responsibility.

13. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-05 Summarize the action steps that managers can take to motivate employees.

Topic: Effective Managers Motivate Their Employees

Managing the psychological contract successfully is one of the more important and challenging aspects

of a manager’s job.

TRUE

14. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

The notion of inputs and outcomes within equity theory is the exact opposite of the notion of giving and

receiving in the psychological contract.

FALSE

The notion of inputs and outcomes within equity theory is very similar to the notion of giving and

receiving in the psychological contract.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

5-3

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.Topic: Motivation and the Psychological Contract

15. The valence associated with an outcome is by definition always positive.

FALSE

The valence may be negatively valent to those employees who do not desire the outcome.

16. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

According to Locke, individuals are likely to adjust their idea of what constitutes an equitable payment

in order to justify their pay.

TRUE

17. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

Organizational justice is the perceived fairness of how resources and rewards are distributed throughout

an organization.

FALSE

This is the definition of distributive justice.

18. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

Group value theory suggests that fair group procedures are considered to be a sign of respect.

TRUE

19. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

Companies that engage in layoffs may find that many “survivors” of the layoffs end up voluntarily

leaving the company as well.

TRUE

Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

5-4

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.20. Goal-setting theory emphasizes the importance of unconscious goals in explaining motivated behavior.

FALSE

Locke proposed that goal setting is a cognitive process of some practical utility. His view is that an

individual’s conscious goals and intentions are the primary determinants of behavior.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

21. It is important for any goal to be clear, meaningful, and unique.

FALSE

It is important for any goal to be clear, meaningful, and challenging.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

22. Vague goals, such as “do your best,” lead to higher output than do specific goals.

FALSE

Field experiments have proven that specific goals lead to better performance than do vague goals.

23. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

Personality and personal health are individual differences should be considered when implementing

goal-setting programs.

TRUE

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

24. Needs may be viewed as energizers or triggers of behavioral responses.

TRUE

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: The Starting Point: Needs Motivate Employees

5-5

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.25. When need deficiencies are present, individuals are less susceptible to a manager’s motivational efforts.

FALSE

When need deficiencies are present, individuals are more susceptible to a manager’s motivational

efforts.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: The Starting Point: Needs Motivate Employees

Multiple Choice Questions

26. The _______________ component of motivation refers to the strength of the response once the choice

is made.

A. direction

B. intensity

C. opportunity

D. persistence

27. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: Chapter Introduction

Taking a lunch break and getting a drink of water are examples of a _______________ need.

A. physiological

B. psychological

C. sociological

D. Maslowian

28. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: The Starting Point: Needs Motivate Employees

_______________ is the founder of the theory that states that conscious goals and intentions are the

determinants of behavior.

A. Maslow

B. Alderfer

C. Locke

D. McClelland

Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

5-6

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.29. Joining the bowling team to make friends is a _______________ need.

A. physiological

B. psychological

C. sociological

D. Maslowian

30. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: The Starting Point: Needs Motivate Employees

A study of 4,000 employees found three main areas affect employee motivation. These areas include all

of the following except:

A. Organizational issues

B. Interpersonal issues

C. Leader issues

D. Job issues

Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: The Starting Point: Needs Motivate Employees

31. Which of the following is highest on Maslow’s hierarchy of needs?

A. Safety and security

B. Esteem

C. Physiological needs

D. Self-actualization

32. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

The “growth” need within Alderfer’s ERG theory is similar to Maslow’s __________ category.

A. esteem

B. self-esteem

C. self-fulfillment

D. physiological

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-7

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.33. What basic assumption about people did Maslow make that caused him to believe that they would

constantly move up the needs hierarchy?

A. People are natural leaders

People will always have obligations to meet

People believe in things that are more important than themselves

People have a need to grow and develop

B. C. D. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

34. Which of the following is an example of Maslow’s self-actualization?

A. Developing and mentoring others

B. Receiving a high-level promotion

C. Having a supportive supervisor

D. Receiving regular salary increases

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

35. Which of the following is an example of Maslow’s esteem?

A. Developing and mentoring others

B. Starting a charity that helps children

C. Receiving regular salary increases

D. Receiving a high-level promotion

36. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

Porter, when testing Maslow’s hierarchy, assumed that physiological needs were being adequately

satisfied for managers, so he substituted a higher-order need called __________.

A. autonomy

B. achievement

C. intellectual satisfaction

D. spirituality

Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-8

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.37. The sets of needs proposed by Alderfer’s ERG theory include all of the following except:

A. Ego

B. Existence

C. Relatedness

D. Growth

38. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

Alderfer’s ERG theory suggests that, in addition to the satisfaction-progression process that Maslow

proposed, a _______________ process is also at work.

A. frustration-regression

B. frustration-anger

C. progression-regression

D. progression-growth

Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

39. According to Herzberg, which of the following is a motivator?

A. Working conditions

B. Achievement

C. Salary

D. Quality of technical supervision

40. Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

Job _______________ is defined as the process of building personal achievement, recognition,

challenge, responsibility, and growth opportunities into a person’s job.

A. enrichment

B. enlargement

C. creation

D. opportunity

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-9

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.41. Although Herzberg’s motivation theory is popular, it has been criticized for all of the following reasons

except:

A. It over-simplifies the nature of job satisfaction

No self-reports of performance were used

It requires people to look at themselves retrospectively

The motivational and performance consequences of the theory are untested

B. C. D. Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

42. Procedural justice has been shown to have a positive impact on _______________.

A. organizational commitment

B. work effort

C. organizational citizenship

D. All of the choices are correct.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

43. Herzberg’s model basically assumes that job satisfaction is _______________ concept.

A. an abstract

B. a five-level

C. not a unidimensional

D. effectively what he calls a “sportsmanship”

44. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

McClelland’s learned needs theory is based on three needs: the need for achievement, the need for

affiliation, and the need for _______________.

A. identification

B. resolution

C. power

D. wealth

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-10

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.45. A high need for _______________ can be traced to a history of receiving rewards for sociable,

dominant, or inspirational behavior.

A. affiliation

B. recognition

C. power

D. both affiliation and power

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

46. Which of the following statements best reflects Maslow’s theory?

A. B. C. D. People attempt to satisfy basic needs before trying to satisfying higher-level needs

The need hierarchy is comprised of existence, relatedness, and growth

A person who is continually frustrated in satisfying one level of need will regress to the next lowest

level need

All of the choices are correct.

47. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

The content theories presented in the text focus mainly on the needs and incentives that energizes or

triggers _______________.

A. behavior

B. motivation

C. leadership

D. satisfaction

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

48. Which of the following statements best reflects Herzberg’s theory?

A. B. The need hierarchy is comprised of existence, relatedness, and growth

A person who is continually frustrated in satisfying one level of need will regress to the next lowest

level need

C. Some individuals have a high need for achievement

D. Two sets of factors affect motivation: motivators and hygiene factors

Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-11

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.49. Which of the following statements best reflects McClelland’s theory?

A. B. C. D. 50. A person who is continually frustrated in satisfying one level of need will regress to the next lowest

level need

Two sets of factors affect motivation: motivators and hygiene factors

Some individuals have a high need for achievement

People attempt to satisfy basic needs before trying to satisfying higher-level needs

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

The process theories of motivation are concerned with answering the question of how individual

behavior is _______________.

A. maintained

B. stopped

C. directed

D. All of the choices are correct.

51. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

Vroom defines _______________ as a process governing choices among alternative forms of voluntary

activity.

A. motivation

B. recognition

C. achievement

D. relatedness

52. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

In Vroom’s view, most behaviors are considered to be _______ the employee and consequently

__________.

A. under the voluntary control of; need no motivation

B. forced on; are motivated

C. under the voluntary control of; are motivated

D. forced on; need no motivation

Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

5-12

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.53. _______________ refers to the strength of a person’s belief that attainment of an outcome.

A. Instrumentality

B. Valence

C. Expectancy

D. Equity

54. Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

_______________ refers to an individual’s belief regarding the likelihood that a particular behavior will

be followed by a particular outcome.

A. Instrumentality

B. Valence

C. Expectancy

D. Equity

55. Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

The essence of ________ theory is that employees compare their job inputs and outputs with those of

others in similar work situations.

A. ratio

B. equity

C. input

D. comparison

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

56. Most research on equity theory has focused on _______________ as the basic outcome.

A. job titles

B. pay

C. satisfaction

D. motivation

Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

5-13

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.57. _______________ refers to the perceived equity or fairness of the organizational processes and

procedures used to make resource and allocation decisions.

A. Distributive justice

B. Organizational justice

C. Inequity

D. Procedural justice

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

58. Procedural justice has a positive effect on all of the following except:

A. Organizational commitment

B. Getting along with others

C. Trust in superiors

D. Work effort

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

59. People are more inclined to interpret decisions as fair when:

A. They have a voice in the decision

B. C. D. There is consistency is decision making

The processes and procedures conform to ethical and moral values

All of the choices are correct.

60. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

_________ justice refers to the perceived fairness of how resources and rewards are distributed

throughout an organization.

A. Perceived

B. Organizational

C. Procedural

D. Distributive

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

5-14

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.61. _________ justice is the degree to which individuals feel fairly treated in the workplace.

A. Perceived

B. Organizational

C. Distributive

D. Reward

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

62. There are ____ components of organizational justice.

A. two

B. three

C. four

D. five

The four components of this research domain are: distributive, procedural, interpersonal, and

informational justice.

63. Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

Employees who experienced bullying and incivility at work were more likely to experience all of the

following except:

A. Lower life satisfaction

B. Increased desire for informational justice

C. Lower organizational commitment

D. Conflict between work and family

64. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

_________ justice refers to judgments made by employees about whether they feel fairly treated by

their supervisors and other authorities in the organization.

A. Interpersonal

B. Organizational

C. Distributive

D. Reward

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

5-15

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.65. ______________ justice focuses on whether employees perceive that decisions and other

communication from authorities are explained in a fair manner.

A. Cognitive

B. Distributive

C. Informational

D. Communications

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

66. Locke’s goal theory highlights all of the following except:

A. Goal specificity

B. Goal intensity

C. Goal equity

D. Goal difficulty

67. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

All of the following are suggested ways to promote high levels of informational justice during turbulent

times except:

A. C. D. Informal “chats” by top managers, whether in person or via e-mail or videoconference

B. Sugarcoating bad news

Establishing a human resources hotline that employees can call for updates

Creating a Web page that is updated on a daily basis

68. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

Mike is putting forth an extreme effort to accomplish a goal. Based upon this statement we can say

Mike has _______.

A. high goal commitment

B. high goal intensity

C. high goal drive

D. high goal-esteem

Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

5-16

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.69. In a very general sense, ____________ theory suggests that members of an organization engage in

reasonably predictable give-and-take relationships (exchanges) with each other the organization.

A. equity

B. exchange

C. distribution

D. relationship

70. Accessibility: Keyboard Navigation

Difficulty: 1 Easy

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

The ________________ is an unwritten agreement between the individual and the organization that

specifies what each expects to give to and receive from the other.

A. exchange contract

B. psychological contract

C. psychological equation

D. relationship covenant

71. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

Looking at motivation from a content theory approach, the psychological contract suggests that, in

return for time, effort, and other considerations, individuals want to receive:

A. Need gratification

B. Information equity

C. Motivation

D. Job satisfaction

72. Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

_______________ is/are individual-oriented, in that they place primary emphasis on the characteristics

of people.

A. Content theories

B. Expectancy theory

C. Equity theory

D. Goal-setting theory

Accessibility: Keyboard Navigation

Difficulty: 3 Hard

Learning Objective: 05-05 Summarize the action steps that managers can take to motivate employees.

Topic: Effective Managers Motivate Their Employees

5-17

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.73. ____________ theory emphasizes the cognitive processes and the role of intentional behavior in

motivation.

A. Cognitive

B. Equity

C. Goal-setting

D. Intentional

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-05 Summarize the action steps that managers can take to motivate employees.

Topic: Effective Managers Motivate Their Employees

74. Which of the following is considered a content theory?

A. Maslow: five-level need hierarchy

B. C. D. Vroom: an expectancy theory of choices

Locke: goal-setting theory that conscious goals and intentions are the determinants of behavior

All of the choices are based on content theory.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-05 Summarize the action steps that managers can take to motivate employees.

Topic: Effective Managers Motivate Their Employees

75. Motivation is made up of all the following “components” except:

A. Direction

B. Intensity

C. Opportunity

D. Persistence

Accessibility: Keyboard Navigation

Difficulty: 2 Medium

Learning Objective: 05-05 Summarize the action steps that managers can take to motivate employees.

Topic: Effective Managers Motivate Their Employees

Short Answer Questions

76. Needs refer to deficiencies an individual experiences at a particular time. List the three broad categories

are typically used to characterize these deficiencies.

The deficiencies may be physiological (e.g., a need for food), psychological (e.g., a need for self-

esteem), or sociological (e.g., a need for social interaction).

Difficulty: 2 Medium

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: The Starting Point: Needs Motivate Employees

5-18

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.77. How are psychological and sociological deficiencies different? Provide an example of each.

Psychological deficiencies (e.g., a need for self-esteem) address physical needs, sociological

deficiencies (e.g., a need for social interaction) address social needs.

Difficulty: 2 Medium

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: The Starting Point: Needs Motivate Employees

78. The text presents four content theories of motivation. What are they?

Four important content approaches to motivation are: (1) Maslow’s need hierarchy, (2) Alderfer’s ERG

theory, (3) Herzberg’s two-factor theory, and (4) McClelland’s learned needs theory.

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

79. Applying Maslow’s theory, why might an employee’s unsatisfied need present a problem to

management?

Unsatisfied needs can cause frustration, conflict, and stress. From a managerial perspective, unsatisfied

needs are dangerous because they may lead to undesirable performance outcomes.

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

80. Maslow identified five needs and arranged them into a hierarchy. Identify the needs.

(1) Physiological, (2) Safety and security, (3) Belongingness, social, and love, (4) Esteem, and (5) Self-

actualization.

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-19

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.81. What are the basic assumptions regarding needs in Maslow’s theory?

Maslow’s theory assumes that a person attempts to satisfy more basic needs (physiological) before

directing behavior toward satisfying upper-level needs.

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

82. What needs are associated with Alderfer’s ERG Theory?

Alderfer’s three needs are: existence (E), relatedness (R), and growth (G), or ERG.

83. Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

Provide three examples of what would be considered hygiene factors within the two-factor approach to

motivation.

Examples include salary, job security, working conditions, status, company procedures, quality of

technical supervision.

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

84. What is the basic assumption of Herzberg’s model?

Herzberg’s model basically assumes that job satisfaction is not a unidimensional concept.

Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-20

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.85. Assume that you feel you are being treated unfairly, compared to your coworkers. Identify four ways

that you can restore a feeling or sense of equity.

Any four of the following: (1) Change your inputs. (2) Change your outcomes. (3) Change your attitude.

(4) Change the reference person(s). (5) Change the inputs or outputs of the reference person(s). (6)

Leave the job or the field.

Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

86. What are the four components research into organizational justice?

The four components of this research domain are: distributive, procedural, interpersonal, and

informational justice.

87. Difficulty: 3 Hard

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

In a random telephone survey of 1,000 working adults in the United States, almost half of respondents

reported working for an abusive supervisor at one time or another. List five workplace behaviors that

would have been considered abusive, intimidating, or threatening.

Student answers will vary, but textbook examples include verbal abuse, threatening gestures, persistent

criticism, yelling, spreading gossip or lies, reminding employees of their mistakes, excluding or

ignoring workers, and/or insulting workers’ habits, attitudes, or personal lives. Other answers may also

be correct, such as slamming doors, pounding on tables, throwing things, making fun of one’s clothing

or physical attributes, or standing aggressively close while having discussions.

Difficulty: 1 Easy

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

88. What is the general concept behind exchange theory?

The general concept behind exchange theory is that members of an organization should engage in

reasonably predictable give-and-take relationships with each other.

Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

5-21

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.89. What is a psychological contract?

It is an unwritten agreement between an employee and the organization that specifies that each expects

to give and to receive from the other.

90. Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

While some aspects of an employment relationship, such as pay and standard work hours, may be

explicitly stated, while others are not. Name three aspects of an employment relationship that are not

generally spelled out, but implied.

Any three of the following: (a) satisfaction, (b) challenging work, (c) fair treatment, (d) loyalty, (e)

opportunities to be creative. Other answers may also be correct.

Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

Essay Questions

91. Motivation is just one of several factors that influence productivity. What other factors were discussed

in the text? What is the relationship between these factors and motivation?

No one questions that motivation plays a central role in shaping behavior influencing work

performance. However, other variables are thought to play a role in performance as well. These

variables include ability, instinct, and aspiration level, as well as personal factors such as age, education,

and family background. As shown in Exhibit 5.1, job performance is a function of the capacity to

perform, the opportunity to perform, and the willingness to perform.

Difficulty: 3 Hard

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: Chapter Introduction

5-22

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.92. What are the components of motivation and which is most important?

Motivation, even when coupled with a capacity and opportunity to perform, does not ensure high

performance. What the manager really wants is motivation that results in more or different behaviors.

Direction must be considered, so the employee has the opportunity to choose a path that leads to the

behavior management desires. If direction is unclear, the employee may choose a direction that is

opposite management’s intentions. Intensity deserves consideration, because while two employees may

engage in the same behavior, one may do it much better, or with greater commitment than the other.

Management must try to motivate performance that achieves an acceptable and sustainable level of

effort. Finally, management generally hopes to motivate performance that will last for a certain

period—whether permanent or short term. The challenge becomes finding a way to keep people

behaving as desired and for as long as necessary. The three components are interwoven, and each is

necessary to prompt predictable performance outcomes. None is more important than the others because

of this interaction.

93. Difficulty: 3 Hard

Learning Objective: 05-01 Describe the role that need deficiencies play in motivating employees.

Topic: Chapter Introduction

If you were an organizational consultant, which content theories would you use to explain motivation?

Student answers will vary. Some will gravitate toward the needs hierarchies, despite their shortcomings,

because they fit “intuitively.” Students will likely see themselves progressing toward self-actualization

and focusing less on surviving. Among the process theories, goal setting will probably get votes because

it is a specific technique that managers can implement with employees. Expectancy theory is also an

applied theory; students will like its ability to sort out desire, performance, and expected outcomes.

Some students may indicate, accurately, that the concept of the psychological contract is equally

applicable to both content and process approaches to motivation.

Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-23

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.94. How do Alderfer’s ERG theory and Maslow’s need hierarchy differ?

Alderfer’s three needs—existence (E), relatedness (R), and growth (G), or ERG—correspond to

Maslow’s in that the existence needs are similar to Maslow’s physiological and safety categories; the

relatedness needs are similar to the belongingness, social, and love category; and the growth needs are

similar to the esteem and self-actualization categories. In addition to a difference in the number of

categories, Alderfer’s ERG theory and Maslow’s need hierarchy differ on how people move through the

sets of needs. Maslow proposed that unfulfilled needs are predominant and that the next-higher level of

needs isn’t activated or triggered until the predominant need is adequately satisfied. Thus, a person only

progresses up the need hierarchy once a lower-level need is adequately satisfied. In contrast, Alderfer’s

ERG theory suggests that, in addition to the satisfaction-progression process that Maslow proposed, a

frustration-regression process is also at work. That is, if a person is continually frustrated in attempts to

satisfy growth needs, relatedness needs reemerge as a major motivating force, causing the individual to

redirect efforts toward satisfying a lower-order need category.

Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

95. Would you advise organizations to focus on extrinsic or intrinsic motivation? Explain.

Some students will prefer intrinsically motivated subordinates because of their belief that such

motivation produces greater job performance (some research supports this belief). Understanding the

intrinsic motivations of individual employees requires listening and understanding, and responding in a

meaningful way requires flexibility on the part of the manager and the organization. Intrinsic rewards

include such things as recognition, responsibility, advancement, and the work itself. Other students may

prefer extrinsically motivated workers because managers more easily control extrinsic rewards, such as

work surroundings, salary, status, and quality of interpersonal relations.

96. Difficulty: 2 Medium

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

Why do Salancik and Pfeffer believe that need models, such as Maslow’s and Alderfer’s, have become

so popular?

Salancik and Pfeffer proposed that need theories have become popular because they are consistent with

other theories of rational choice, and because they attribute freedom to individuals. The idea that

individuals shape their actions to satisfy unfulfilled needs gives purpose and direction to individual

activity. Furthermore, they are simple and easily expressed views of human behavior.

Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

5-24

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.97. Relate Herzberg’s theory to organizational design. In your explanation connect the theory to the

components motivation.

Herzberg’s two-factor theory implies that organizations must create interesting, intrinsically rewarding

jobs, if they want to motivate people. Manipulating compensation systems alone will not motivate

workers. On the other hand, adequate rewards must be offered, or employees will be dissatisfied. Pay

might be more than adequate, but if job design does not provide intrinsic rewards, employees may

perform less intensely and less persistently, or even direct their efforts to finding intrinsic rewards,

whether or not that meets management’s needs. In similar ways, incongruence between reward systems

and the job itself may cause undesirable behaviors due to inadequate attention to direction, intensity, or

persistence.

98. Difficulty: 3 Hard

Learning Objective: 05-02 Compare the major differences between the four content approaches of motivation.

Topic: Content Approaches

What role does perception play in determining whether an employee is receiving equitable treatment?

Perception plays a critical role determining equity or inequity, and it varies substantially between

individuals. It is difficult to accurately measure the person’s perception of a Comparison Other’s inputs

and outputs, his/her own inputs and outputs, and the strength of perceived equity or inequity. A manager

may perceive that the subordinate is receiving very fair treatment while the subordinate strongly

perceives otherwise. In such a case, the manager can assist by helping the employee identify the source

of the misperception (e.g. a new employee using a long tenured employee as the Comparison Other) and

then encouraging the employee to engage in a more appropriate evaluation of equity (e.g. using another

new hired as the Comparison Other).

99. Difficulty: 2 Medium

Learning Objective: 05-03 Give examples of how the three process approaches affect employee motivation.

Topic: Process Approaches

Is there a psychological contract between the students enrolled in this course and the instructor? What

are some of the specifics of this contract? How was the contract determined?

Students will probably suggest that there is a psychological contract between the students and the

instructor and that the contract involves features such as the following: (1) Instructor’s obligations

include organizing and teaching the course, being available to assist students in the learning process,

making assignments, giving exams and objectively compiling grades on the student’s performance; and

(2) Student’s obligations involve coming to class, taking notes, participating in discussion, exercises and

case analysis, doing assigned readings and projects, and taking tests The contract is a function of the

class syllabus, opening day statements by the instructor, and by the guidelines each institution sets up

for student and instructor conduct. Some students might suggest that the instructor has an obligation to

be interesting, entertaining, funny, inspirational, and understanding of student excuses for incomplete or

unacceptable work.

Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

5-25

Copyright © 2014 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of

McGraw-Hill Education.100. Should organizations manage the psychological contract?

Managing the psychological contract successfully is one of the more important and challenging aspects

of most managers’ jobs. The more attuned the manager is to the needs and expectations of subordinates,

the greater the number of matches that are likely to exist and be maintained in the psychological

contract. This, in turn, can positively impact the direction, intensity, and persistence of motivation in the

organization.

Difficulty: 2 Medium

Learning Objective: 05-04 Examine how the changing nature of the psychological contract influences employee motivation.

Topic: Motivation and the Psychological Contract

5-26

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McGraw-Hill Education.