Human Relations Lowell Lamberton 6e - Test Bank
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Human Relations Lowell Lamberton 6e - Test Bank

Human Relations Lowell Lamberton 6e - Test Bank   Instant Download - Complete Test Bank With Answers     Sample Questions Are Posted Below   Chapter 05 Motivation: Increasing Productivity 1. To be truly motivated means feeling a desire to do whatever task needs to be accomplished to reach a goal or purpose. TRUE   …

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Human Relations Lowell Lamberton 6e – Test Bank

 

Instant Download – Complete Test Bank With Answers

 

 

Sample Questions Are Posted Below

 

Chapter 05 Motivation: Increasing Productivity

1. To be truly motivated means feeling a desire to do whatever task needs to be accomplished to reach a goal or purpose.

TRUE

 

Learning Objective: 05-01 Define motivation.

 

2. A good organizational climate is limited to people getting along well.

FALSE

 

Learning Objective: 05-01 Define motivation.

 

3. To increase productivity in an organization, job morale has to be sacrificed.

FALSE

 

Learning Objective: 05-01 Define motivation.

 

4. An effective organizational climate allows people to work to their full potential without becoming a threat to others.

TRUE

 

Learning Objective: 05-01 Define motivation.

 

5. Employees do not have opportunities to suggest changes in an organization.

FALSE

 

Learning Objective: 05-01 Define motivation.

 

6. In the context of work motivation, extrinsic factors often provide more powerful motives than intrinsic factors do.

FALSE

 

Learning Objective: 05-01 Define motivation.

 

7. Working does not allow one to satisfy one’s intrinsic motives.

FALSE

 

Learning Objective: 05-01 Define motivation.

 

8. Economic need is the primary motivator toward work.

TRUE

 

Learning Objective: 05-01 Define motivation.

 

9. Researchers have found that professional women who are balancing the demands of work and families are more likely to quit their jobs for intrinsic reasons.

TRUE

 

Learning Objective: 05-01 Define motivation.

 

10. The amount of creativity allowed, the degree of responsibility, and the satisfaction of helping others are the extrinsic motivators of a job.

TRUE

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

11. People with a strong work ethic believe that working is immoral and lazy.

FALSE

 

Learning Objective: 05-01 Define motivation.

 

12. Maslow’s hierarchy of needs theory of motivation assumes that when a need has been satisfied, it will no longer motivate a person’s behavior.

TRUE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

13. According to Maslow’s hierarchy of needs theory of motivation, people tend to satisfy their needs in a certain order: physiological needs, safety and security, belongingness and love, esteem, and finally, self-actualization.

TRUE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

14. According to Maslow’s hierarchy of needs theory of motivation, esteem needs include recognition from peers and colleagues.

TRUE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

15. In the context of Abraham Maslow’s hierarchy of needs theory, new employees are more likely to be working to meet esteem needs, while more established senior employees are likely motivated by security and safety needs.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

16. In the context of Abraham Maslow’s hierarchy of needs theory, new employees are more likely to be working to meet esteem needs, while more established senior employees are likely motivated by security and safety needs.

TRUE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

17. Alderfer’s ERG theory of motivation has only two areas: existence and growth.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

18. For managers, Maslow’s main lesson on motivation is to notice the needs level of employees.

TRUE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

19. According to ERG theory, relatedness needs are the more internal esteem needs that we all have, along with what Maslow called self-actualization.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

20. The main concepts of Clayton Alderfer’s ERG theory are expectancy, instrumentality, and valence.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

21. McClelland’s manifest needs theory of motivation has a hierarchy of needs.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

22. According to McClelland, a manager without a need for power will generally be less effective than one with a strong power need.

TRUE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

23. McClelland believed that someone with a strong affiliation need will generally make the best manager.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

24. According to David McClelland’s manifest needs theory, a person who has a strong need for achievement wants to control and influence other people.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

25. People with a high achievement need are attracted to careers such as sales and business ownership.

TRUE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

26. When people with high achievement needs fail, they place blame on others, on bad luck, or on fate.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

27. According to McClelland, the three manifest needs are factors that people are simply born with.

FALSE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

28. According to Herzberg’s two-factor theory, hygienes are factors connected with a job that make working there better.

TRUE

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

29. In the context of expectancy theory, when a manager is attempting to motivate an employee, only extrinsic factors should be calculated.

FALSE

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

30. A manager trying to motivate employees should not use frequent praise.

FALSE

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

31. According to the reinforcement theory, to make reinforcers or incentives more effective, the employees involved should have the opportunity for goal setting.

TRUE

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

32. High self-esteem is the greatest motivator of all.

TRUE

 

Learning Objective: 05-05 Discuss the relationship between self-esteem and motivation.

 

33.  _____ is the willingness to make an effort toward accomplishment.

A. Hygiene

 

B. Motivation

 

C. Morale

 

D. Work ethics

 

Learning Objective: 05-01 Define motivation.

 

34. _____ refers to the emotional weather within an organization that reflects the norms and attitudes of the organization’s culture and affects worker morale, attitudes, stress levels, and communication.

A. Corporate social responsibility

 

B. Organizational climate

 

C. Mission statement

 

D. Job enrichment

 

Learning Objective: 05-01 Define motivation.

 

35. Which of the following is true of an effective organizational climate?

A. It encourages competent and rapid completion of tasks within deadlines.

 

B. It promotes the Theory X management approach.

 

C. It does not affect productivity and job performance.

 

D. It is not influenced by the low morale of employees.

 

Learning Objective: 05-01 Define motivation.

 

36. Morale is defined as the:

A. overall mood of an individual or group, based on attitudes and satisfaction.

 

B. desire to act upon a psychological need.

 

C. willingness to make an effort toward accomplishment.

 

D. force of need or desire to act.

 

Learning Objective: 05-01 Define motivation.

 

37. Which of the following statements is true of an intrinsic reward?

A. It is the internal feeling of satisfaction one gets from one’s job.

 

B. It intends to provide motivational incentives, including salaries and bonuses.

 

C. It refers to the overall mood of an individual or a group.

 

D. It refers to the force of need or desire to act.

 

Learning Objective: 05-01 Define motivation.

 

38. In the context of job motivation, which of the following is an example of an extrinsic reward as a motivator?

A. Variety of job activities

 

B. Longer vacations

 

C. Increased responsibility

 

D. More job freedom

 

Learning Objective: 05-01 Define motivation.

 

39. Which of the following is a reason why professional women who are balancing the demands of work and families are more likely to quit their jobs?

A. Lack of on-site day care facility

 

B. Inflexible working hours

 

C. Feeling of boredom

 

D. Lack of profit-sharing programs

 

Learning Objective: 05-01 Define motivation.

 

40. Which of the following will motivate a person with a strong sense of work ethic to be productive at work?

A. Fear of losing professional identity

 

B. Self-esteem that comes from success at work

 

C. Social contacts at work

 

D. A moral obligation to work and not be idle

 

Learning Objective: 05-01 Define motivation.

 

41. Apart from a general sense of satisfaction from a job, which of the following is an intrinsic reward that acts as a strong motivator?

A. Longer vacations

 

B. Financial security for retirement

 

C. Social and community roles

 

D. Profit-sharing programs

 

Learning Objective: 05-01 Define motivation.

 

42. Identify the esteem need.

A. Having an orderly way of life

 

B. Recognition from peers and colleagues

 

C. Acceptance from family and friends

 

D. Reaching one’s full potential

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

43. An assumption underlying Maslow’s theory is that:

A. needs that are not yet satisfied will motivate or influence a person’s behavior.

 

B. people move around on the hierarchy ladder to meet several needs at a time.

 

C. the order in which one progresses through the need fulfillment stages can be different for different people.

 

D. someone who fails to reach a higher need level will sometimes become frustrated and regress to a lower need level.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

44. Which of the following statements is true of Alderfer’s ERG theory?

A. The theory proposes five levels of needs that people progress through during their lifetime.

 

B. The order in which one progress through the three stages can be different for different people.

 

C. A need in the hierarchy will not be a motivator until those below it are already satisfied.

 

D. A person who fails to reach a higher need level will not become frustrated.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

45. Which of the following is a feature of the ERG theory of motivation?

A. Emotional competence inventory

 

B. Stroke economy

 

C. Hygiene factors

 

D. Frustration-regression principle

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

46. Clayton Alderfer’s ERG (existence, relatedness, growth) theory is based on:

A. David McClelland’s manifest needs theory.

 

B. Victor Vroom’s expectancy theory.

 

C. Abraham Maslow’s hierarchy theory.

 

D. Frederick Herzberg’s two-factor theory.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

47. Antonio, an employee of a software company, has been trying hard to get promoted for a long time. He gives up on his efforts after two years and decides to remain satisfied with earning a decent living for his family. In terms of the ERG theory of motivation, this exemplifies:

A. the frustration-regression principle.

 

B. the expectancy theory.

 

C. a low emotional intelligence quotient.

 

D. an internal locus of control.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

48. Identify a true statement about David McClelland’s manifest needs theory of motivation.

A. Unlike some needs theories, this theory is primarily a hierarchy.

 

B. The theory states that all people have three basic coexisting needs.

 

C. This theory judges whether a particular need is better or worse than the others.

 

D. According to this theory, everyone has the same needs in the same amounts and combinations.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

49. Which of the following is a need described by the manifest needs theory of motivation?

A. Instrumentality

 

B. Affiliation

 

C. Expectancy

 

D. Existence

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

50. According to David McClelland’s manifest needs theory, which of the following is a characteristic of people with high achievement needs?

A. They are motivated by a fear of failure.

 

B. They see high-risk situations as an investment.

 

C. They set goals that are moderately challenging.

 

D. They tend to blame their nonsuccess on others.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

51. According to the manifest needs theory, which of the following is true of high achievers and low achievers?

A. People with a high need for achievement consider high-risk and no-risk situations as a waste of time.

 

B. People who are driven by a high need for achievement would prefer high-risk situations that have little chance of success.

 

C. People with a low need for achievement are motivated by the expectation of success.

 

D. People with a low need for achievement prefer moderate-risk situations that are more likely to guarantee success.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

52. According to Herzberg’s two-factor theory, hygienes:

A. include feelings of accomplishment, of worth, and of a job well done.

 

B. are found either within the work itself or within a worker.

 

C. include a person’s desire to avoid unpleasant working conditions.

 

D. are factors that make employees feel motivated to work harder.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

53. Which of the following is an example of a hygiene factor?

A. Feelings of achievement

 

B. Increased responsibility

 

C. Recognition of work

 

D. Good relations with the supervisor

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

54. Sam is an experienced engineer, but he works as a draftsperson. His company has a pleasant work atmosphere. Though he is well paid, he is frustrated with his job as he does not get a sense of meaning or accomplishment. He decides to quit his job by the end of that month. In the context of Herzberg’s two-factor theory, which of the following factors is missing in Sam’s company?

A. Hygiene factors

 

B. Motivators

 

C. Extrinsic rewards

 

D. Dissatisfiers

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

55. According to J. Richard Hackman and Greg Oldham, which of the following is a factor necessary for job enrichment to be effective?

A. Hygienes

 

B. Dissatisfiers

 

C. Feedback

 

D. Valence

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

56. What is meant by task significance?

A. The opportunity to use numerous different skills in one’s position at work

 

B. A worker’s perception of the meaningfulness of a job

 

C. The freedom to choose one’s tasks and methods of work

 

D. A worker’s perception that the task directly affects other people’s work or lives

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

57. Richard was working with a large manufacturing company. He voluntarily left his high-paying job because he felt that the company’s products were of no significance to consumers and did more damage to the environment than it helped. Which of the following factors was most likely missing in Richard’s job that demotivated him?

A. Skill variety

 

B. Task significance

 

C. Autonomy

 

D. Feedback

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

58. _____ refers to the freedom to choose one’s tasks and methods of work.

A. Autonomy

 

B. Task significance

 

C. Skill variety

 

D. Task identity

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

59. Which of the following statements best describes the term “instrumentality”?

A. It refers to any type of work that directly affects other peoples’ work or lives.

 

B. It refers to the likelihood that something good or bad will come from an increase in effort.

 

C. It refers to the value a person places on achieving a reward.

 

D. It refers to the degree to which an individual shows serious concentration or emotion toward a job.

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

60. _____ describes the likelihood that if a person tries to perform better, that will really be the result.

A. Expectancy

 

B. Instrumentality

 

C. Power needs

 

D. Affiliation needs

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

61. David, an employee at a manufacturing company, wanted to be promoted to the post of supervisor. His company offered an incentive of a weeklong fishing trip for high performers. This did not motivate David to perform well. This happened because the reward lacked _____.

A. expectancy

 

B. instrumentality

 

C. valence

 

D. autonomy

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

62. _____ is the value a person places on a reward.

A. Expectancy

 

B. Instrumentality

 

C. Valence

 

D. Reinforcement

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

63. Which of the following is an effective way of behavior modification?

A. Informing an employee immediately of the behavior one does not like

 

B. Ignoring the behavior one does not like, hoping the employee will change

 

C. Rewarding the behavior one likes and ignoring the behavior one does not like

 

D. Giving freedom to the employee to identify his or her weaknesses and strengths

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

64. In the context of the reinforcement theory and behavior modification, which of the following is an example of an effective reinforcer in a workplace?

A. Employees from similar backgrounds

 

B. A strong work ethic

 

C. Public posting of performance ratings

 

D. Social value of work and community roles

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

65. Which of the following is a criticism against behavior modification theory?

A. It provides a reward or recognition for an effort or a job well done.

 

B. It manipulates people into doing what the reinforcer wants them to do.

 

C. It makes people move through the needs stages faster than they want to.

 

D. It shapes and molds people by making them feel that their dignity is threatened.

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

66. _____ is the willingness to make an effort toward accomplishment.

Motivation

 

Learning Objective: 05-01 Define motivation.

 

67. _____ is the overall mood of a group of people and is based on employees’ attitudes and feelings of satisfaction.

Morale

 

Learning Objective: 05-01 Define motivation.

 

68. According to Abraham Maslow’s hierarchy of needs theory of motivation, _____ include necessities for life such as air, food, warmth, and water.

physiological needs

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

69. _____ are the internal feelings of satisfaction one gets from one’s job.

Intrinsic rewards

 

Learning Objective: 05-01 Define motivation.

 

70. Increased responsibility, opportunities for personal growth, and the ability to participate in decision making are examples of _____.

intrinsic rewards

 

Learning Objective: 05-01 Define motivation.

 

71. Impressive titles, performance ratings, and promotions are examples of _____.

extrinsic rewards

 

Learning Objective: 05-01 Define motivation.

 

72. According to Maslow’s hierarchy of needs theory of motivation, _____ include acceptance from family or friends.

love and belongingness needs

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

73. Maslow agreed that _____ and aesthetic needs are very important for some people, but admitted that they did not fit into his “hierarchy of needs” very well.

cognitive

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

74. In the hierarchy of needs theory, people are more interested in the _____ or _____ factors that make someone perform well.

internal; intrinsic

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

75. ERG theory was created by _____.

Clayton Alderfer

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

76. The _____ says that someone who fails to reach a higher need level will sometimes become frustrated and regress to a lower need level, and stay there for some time—perhaps forever.

frustration-regression principle

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

77. According to _____, a manager without a need for power will generally be less effective than one with a strong power need.

David McClelland

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

78. According to McClelland’s manifest needs theory, someone with a strong _____ will generally not make the best manager.

affiliation need

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

79. According to McClelland’s manifest needs theory, successful entrepreneurs are driven more by a high _____ than by the profit margin.

need for achievement

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

80. _____ are factors connected with a job that make working there better.

Hygienes

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

81. _____ proposed the two-factor theory that describes two forces: hygienes and motivators.

Frederick Herzberg

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

82. According to the Hackman-Oldham’s model, the factors necessary for _____ to be effective are skill variety, task identity, task significance, autonomy, and feedback.

job enrichment

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

83. _____ refers to the use of mechanics and design techniques found in video games to motivate and engage employees in work tasks.

Gamification

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

84. The expectancy theory of motivation was originally proposed by _____.

Victor Vroom

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

85. _____ explains human behavior in terms of the results—both good and bad—that have occurred under similar conditions in the past.

Reinforcement theory

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

86. To make reinforcers or incentives more effective, the employees involved should have the opportunity for _____.

goal setting

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

87. What is organizational climate?

Answer: Organizational climate refers to the emotional weather within an organization that reflects the norms and attitudes of the organization’s culture and that affects worker morale, attitudes, stress levels, and communication.

 

Learning Objective: 05-01 Define motivation.

 

88. What are the benefits of an effective climate within an organization?

Answer: An effective climate allows people to work to their full potential without becoming a threat to others. It encourages competent and rapid completion of tasks. It also allows employees to feel comfortable: employees in a positive and comfortable work climate can be themselves without feeling threatened.

 

Learning Objective: 05-01 Define motivation.

 

89. Describe the intrinsic reward of a work ethic.

Answer: People with a strong work ethic believe that not working is somewhat immoral and lazy. The work ethic is a belief that people have a moral obligation to be productive and avoid being idle.

 

Learning Objective: 05-01 Define motivation.

 

90. List the assumptions of Maslow’s hierarchy of needs theory of motivation.

Answer: Maslow’s hierarchy of needs theory of motivation makes the following assumptions:
1. Needs that are not yet satisfied will motivate or influence a person’s behavior.
2. When a need has been satisfied, it will no longer motivate the person’s behavior.
3. Needs are arranged by order of importance.
4. A need in the hierarchy will not be a motivator until those below it are already satisfied.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

91. List and describe the three needs of Clayton Alderfer’s ERG theory.

Answer: Alderfer’s theory has three levels: existence, relatedness, and growth.
1. Existence needs are the needs that have to do with making one’s way in life in a physical sense. A person’s physical well-being as a human is the issue.
2. Relatedness needs refer to what Abraham Maslow called “belongingness” needs and the part of esteem needs that are external, or socially fulfilling.
3. Growth needs are the more internal esteem needs that all people have, along with what Maslow called self-actualization.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

92. How does ERG theory differ from Maslow’s theory?

Answer: ERG theory presents three very important differences from Maslow’s famous “hierarchy.” First, unlike Maslow’s theory that includes the same order of progression for all people, ERG theory teaches that the order in which you progress through the three stages can be different for different people. This makes the theory more flexible and more generally useful. Second, some people can even approach these needs steps simultaneously, in other words, some people might be progressing in all three need areas at the same time. Most important, ERG theory features the frustration-regression principle. According to this principle, someone who fails to reach a higher need level will sometimes become frustrated and regress (go back) to a lower need level, and stay there for some time—perhaps forever.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

93. How does McClelland describe a person with a high power need?

Answer: According to McClelland, a manager without a need for power will generally be less effective than one with a strong power need. A person who has a strong need for power wants to control and influence other people. This person is also competitive and wants to win. This type of person also usually likes conflict—even confronting others and being confronted.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

94. According to David McClelland’s manifest needs theory, what are the features of a person with high achievement needs?

Answer: A person with a high need for achievement is usually very goal oriented, has a high energy level, and wants to take personal responsibility for achievements. This type of person tends to be attracted to careers such as sales and business ownership and likes to have some type of concrete feedback on how much he or she is achieving. If the work doesn’t contain enough challenges, he or she will find a challenge elsewhere.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

95. In the context of Herzberg’s two-factor theory, why are hygiene factors called dissatisfiers?

Answer: Hygienes are factors connected with a job that make working there better. They are factors that workers don’t want to go without. If someone were to take any of them away, workers would be unhappy—even to the point of quitting the job. However, even though people feel that way about them, hygienes—in themselves—do not motivate. According to Herzberg, factors such as these will keep workers from becoming dissatisfied; for that reason they are also called dissatisfiers.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

96. What is job enrichment?

Answer: Job enrichment refers to upgrading a job that makes it more interesting, meaningful, or rewarding, and it provides long-term motivation.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

97. What is task identity?

Answer: Task identity refers to the worker’s perception of the meaningfulness of a job, often based upon the worker’s permission to start a job and see it through to completion.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

98. What role does feedback play in job enrichment?

Answer: When a job allows individuals to know how well they are performing, the job is enriched considerably. No matter how much autonomy a worker has, feedback is still essential. Knowing results of one’s work can help someone who has some autonomy decide which tasks to emphasize.

 

Learning Objective: 05-02 Explain need-based theories of motivation.

 

99. Briefly describe the expectancy theory developed by Victor Vroom.

Answer: In the 1960s, Victor Vroom originally developed the expectancy theory to explain human behavior in terms of people’s goals and choices and the expectation that goals will be reached. Its main concepts are expectancy, instrumentality, and valence.

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

100. According to the expectancy theory, what is instrumentality?

Answer: Instrumentality refers to the likelihood that something good or bad will come from an increase in effort. High instrumentality also implies trust in one’s company and its managers.

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

101. Describe the expectancy theory as revised by Barry Staw.

Answer: In the late 1970s, the expectancy theory was revised. In this new revision, Barry Staw showed that both intrinsic and extrinsic rewards are related to all three areas of this theory—expectancy, instrumentality, and valence. He also pointed out that the rewards are more strongly related to valence.

 

Learning Objective: 05-03 Explain behavior-based theories of motivation.

 

102. What was Skinner’s belief about behavior modification?

Answer: Skinner believed that one can help shape and mold people without making them feel that their freedom and dignity are threatened. The method consists of positive reinforcement: reward the behavior that one likes, and ignore the behavior that one does not like. Punishment can be very effective in changing someone’s behavior, but this theory teaches that punishment has so many negative side effects that it will usually backfire on the manager. Positive reinforcement can be just as effective as negative reinforcement, and it has fewer unwanted side effects.

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

103. According to the reinforcement theory, what kind of rewards should a manager use when trying to motivate employees?

Answer: A manager trying to motivate employees should use sincere and frequent praise, letters of commendation, and other forms of recognition. To be effective, rewards must be given as soon as the desired behavior has happened. Even negative comments, if a manager must use them, can be reinforcing when carefully worded and told to an employee in a timely way.

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

104. List four suggestions on how organizations can increase employees’ commitment to goals.

Answer: Organizations can increase their employees’ commitment to goals when they follow these four suggestions:
1. Have employees participate in the goal-setting process
2. Make goals challenging but attainable, specific, and attractive
3. Provide feedback on how the employees are doing in meeting the goals
4. Reward employees for reaching their goals

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

105. According to the reinforcement theory, why is choosing the right type of reward important?

Answer: Choosing the right type of reward is important because reinforcement theory requires giving rewards that are valuable to the person getting them. As in some of the other theories, there must be a direct cause and effect between the reward and the action it is rewarding for that value to be effective.

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

106. Explain a criticism against behavior modification model.

Answer: A criticism of behavior modification model is that some people see it as unfeeling and inhumane because it manipulates people into doing what the reinforcer wants them to do; others see it as bribery.

 

Learning Objective: 05-04 Describe reinforcement theory and behavior modification.

 

107. How is self-esteem related to job performance?

Answer: There are two ways that self-esteem ties in with overall performance on the job. First, if the job calls for creativity in decision making, low self-esteem may keep an individual from making risky decisions. Mediocre decisions might be made instead of exciting and challenging ones. Second, a person with low self-esteem may perform at exactly the level where others expect performance to be, so as not to threaten others’ values.

 

Learning Objective: 05-05 Discuss the relationship between self-esteem and motivation.

 

108. Briefly describe the relationship between motivation and self-esteem.

Answer: As studies of motivational theories show, the desire to feel better about oneself is a main motivator in the workplace. In the same way, one is also motivated not to perform tasks that threaten one’s self-esteem. This attempt to maintain self-esteem on the job is important in understanding one’s motivation to do a task at all.

 

Learning Objective: 05-05 Discuss the relationship between self-esteem and motivation.

 

 

Chapter 05 Motivation: Increasing Productivity Summary

Category # of Questions
Learning Objective: 05-01 Define motivation. 27
Learning Objective: 05-02 Explain need-based theories of motivation. 56
Learning Objective: 05-03 Explain behavior-based theories of motivation. 10
Learning Objective: 05-04 Describe reinforcement theory and behavior modification. 12
Learning Objective: 05-05 Discuss the relationship between self-esteem and motivation. 3

 

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