Question 1

Maslow is credited for bringing a mechanistic perspective to the study of motivation.

Accepted Answer

A) True 
 B)False

Question 2

Abraham Maslow was the first to recognize that human thoughts play a role in motivation.

Accepted Answer

A) True 
 B)False

Question 3

In Expectancy Theory, valence refers to the:

Accepted Answer

A)  amount of effort a person puts towards a known goal.
B)  individual's perceived probability of performing the task at a particular level.
C)  anticipated satisfaction or dissatisfaction that an individual feels towards an outcome.
D)  individual's perceived probability that his or her performance will lead to specific outcomes.
E)  feelings that result from a comparison of the individual's outcome/input ratio with the outcome/input ratio of a comparison other.

Question 4

Effective feedback:

Accepted Answer

A)  is general enough that it applies to any employee.
B)  is provided only through social sources.
C)  is provided no more frequently than once every three months.
D)  all of the above.
E)  none of the above.

Question 5

In Expectancy Theory, the performance-to-outcome expectancy represents the anticipated satisfaction or dissatisfaction that an individual places on an outcome.

Accepted Answer

A) True 
 B)False

Question 6

According to Expectancy Theory, a skill-development training program would:

Accepted Answer

A)  have no effect on employee motivation.
B)  mainly increase the effort-to-performance expectancy.
C)  mainly increase the performance-to-outcome expectancy.
D)  mainly increase the valence of pay increases and other organizational outcomes.
E)  mainly alter the comparison other.

Question 7

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization?

Accepted Answer

A)  Expectancy Theory
B)  Equity Theory
C)  Needs-based Theory
D)  Need Theory
E)  Goal Setting Theory

Question 8

Feedback can be more frequent when employees perform short rather than long job cycles.

Accepted Answer

A) True 
 B)False

Question 9

Four-drive Theory recommends keeping all four drives in "balance"; that is, organizations should avoid too much or too little opportunity to fulfill each drive.

Accepted Answer

A) True 
 B)False

Question 10

Employees consider feedback from non-social sources to be more accurate than feedback from social sources.

Accepted Answer

A) True 
 B)False

Question 11

Feelings of inequity occur when employees receive less than others, but not when they receive more than others.

Accepted Answer

A) True 
 B)False

Question 12

Underreward inequity occurs when your outcome/input ratio is lower than the outcome/input ratio of a comparison other.

Accepted Answer

A) True 
 B)False

Question 13

When people experience procedural injustice, they tend to:

Accepted Answer

A)  engage in more organizational citizenship behaviors.
B)  engage in counterproductive work behaviors.
C)  be more likely to comply with higher authorities in the future.
D)  change comparison others.
E)  All of the answers are correct.

Question 14

Four-drive Theory offers a contemporary view of how individual drives influence behavior.The first part of the theory explains how drives generate emotions.Explain how these emotions are translated into employee behavior.Your answer should identify the three factors that people consider in this translation process.

Accepted Answer

This question asks students to describe ...

Question 15

Goal setting potentially improves employee performance by increasing motivation and clarifying role perceptions.

Accepted Answer

A) True 
 B)False

Question 16

In Four-drive Theory, the drive to bond does not produce any emotional markers.

Accepted Answer

A) True 
 B)False

Question 17

Feedback to employees is most effective when it is frequent, credible, and general.

Accepted Answer

A) True 
 B)False

Question 18

Individualizing rewards enhances which Expectancy Theory component?

Accepted Answer

A)  Performance expectancy
B)  E-to-O expectancy
C)  Valences of outcomes
D)  E-to-P expectancy
E)  V-to-E outcomes.

Question 19

Distributive justice increases directly with the extent that the decision allows voice, can be appealed, and has an unbiased decision maker.

Accepted Answer

A) True 
 B)False

Question 20

In the Four-drive Theory, the drive ______ is the drive to form social relationships and develop mutual caring commitments with others.

Accepted Answer

A)  to bond
B)  for fairness
C)  to defend
D)  to acquire
E)  to achieve goals

Exam 5: Foundations of Employee Motivation

Feedback can be more frequent when employees perform short rather than long job cycles.

Correct Answer
verified

In Four-drive Theory, the drive to bond does not produce any emotional markers.

Correct Answer
verified

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization?

Correct Answer
verified

When people experience procedural injustice, they tend to:

Correct Answer
verified

Correct Answer
verified
This question asks students to describe ...
View Answer

Goal setting potentially improves employee performance by increasing motivation and clarifying role perceptions.

Correct Answer
verified

Four-drive Theory recommends keeping all four drives in "balance"; that is, organizations should avoid too much or too little opportunity to fulfill each drive.

Correct Answer
verified

Abraham Maslow was the first to recognize that human thoughts play a role in motivation.

Correct Answer
verified

Employees consider feedback from non-social sources to be more accurate than feedback from social sources.

Correct Answer
verified

Maslow is credited for bringing a mechanistic perspective to the study of motivation.

Correct Answer
verified

Feedback to employees is most effective when it is frequent, credible, and general.

Correct Answer
verified

According to Expectancy Theory, a skill-development training program would:

Correct Answer
verified

Distributive justice increases directly with the extent that the decision allows voice, can be appealed, and has an unbiased decision maker.

Correct Answer
verified

Effective feedback:

Correct Answer
verified

Feelings of inequity occur when employees receive less than others, but not when they receive more than others.

Correct Answer
verified

Underreward inequity occurs when your outcome/input ratio is lower than the outcome/input ratio of a comparison other.

Correct Answer
verified

Individualizing rewards enhances which Expectancy Theory component?

Correct Answer
verified

In Expectancy Theory, the performance-to-outcome expectancy represents the anticipated satisfaction or dissatisfaction that an individual places on an outcome.

Correct Answer
verified

In Expectancy Theory, valence refers to the:

Correct Answer
verified

In the Four-drive Theory, the drive ______ is the drive to form social relationships and develop mutual caring commitments with others.

Correct Answer
verified

Exam 5: Foundations of Employee Motivation

Feedback can be more frequent when employees perform short rather than long job cycles.

Correct AnswerverifiedShow Answer

In Four-drive Theory, the drive to bond does not produce any emotional markers.

Correct AnswerverifiedShow Answer

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization?

Correct AnswerverifiedShow Answer

When people experience procedural injustice, they tend to:

Correct AnswerverifiedShow Answer

Correct AnswerverifiedThis question asks students to describe ...View AnswerShow Answer

Goal setting potentially improves employee performance by increasing motivation and clarifying role perceptions.

Correct AnswerverifiedShow Answer

Four-drive Theory recommends keeping all four drives in "balance"; that is, organizations should avoid too much or too little opportunity to fulfill each drive.

Correct AnswerverifiedShow Answer

Abraham Maslow was the first to recognize that human thoughts play a role in motivation.

Correct AnswerverifiedShow Answer

Employees consider feedback from non-social sources to be more accurate than feedback from social sources.

Correct AnswerverifiedShow Answer

Maslow is credited for bringing a mechanistic perspective to the study of motivation.

Correct AnswerverifiedShow Answer

Feedback to employees is most effective when it is frequent, credible, and general.

Correct AnswerverifiedShow Answer

According to Expectancy Theory, a skill-development training program would:

Correct AnswerverifiedShow Answer

Distributive justice increases directly with the extent that the decision allows voice, can be appealed, and has an unbiased decision maker.

Correct AnswerverifiedShow Answer

Effective feedback:

Correct AnswerverifiedShow Answer

Feelings of inequity occur when employees receive less than others, but not when they receive more than others.

Correct AnswerverifiedShow Answer

Underreward inequity occurs when your outcome/input ratio is lower than the outcome/input ratio of a comparison other.

Correct AnswerverifiedShow Answer

Individualizing rewards enhances which Expectancy Theory component?

Correct AnswerverifiedShow Answer

In Expectancy Theory, the performance-to-outcome expectancy represents the anticipated satisfaction or dissatisfaction that an individual places on an outcome.

Correct AnswerverifiedShow Answer

In Expectancy Theory, valence refers to the:

Correct AnswerverifiedShow Answer

In the Four-drive Theory, the drive ______ is the drive to form social relationships and develop mutual caring commitments with others.

Correct AnswerverifiedShow Answer

Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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This question asks students to describe ...
View Answer

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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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Correct Answer
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