Organizational Behavior And Management 10th Edition By John M. Ivancevich - Test Bank

Organizational Behavior And Management 10th Edition By John M. Ivancevich – Test Bank

 

Instant Download – Complete Test Bank With Answers

 

 

Sample Questions Are Posted Below

 

c5

Student: ___________________________________________________________________________

1. Persistence is an important component of motivation.
   True    False

 

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

 

3. Needs are viewed as energizers or triggers of behavioral responses.
   True    False

 

4. When need deficiencies are present, individuals are less susceptible to a manager’s motivational efforts.
   True    False

 

5. The accomplishment of desirable goals can result in a significant increase in need deficiencies.
   True    False

 

6. The process theories of motivation focus on the factors within the person that energize, direct, sustain, and stop behavior.
   True    False

 

7. From a managerial perspective, unsatisfied needs are dangerous because they may lead to undesirable performance outcomes.
   True    False

 

8. Autonomy means having your manager make decisions on your behalf and closely monitoring your work.
   True    False

 

9. Managers at lower organizational levels in small firms are more satisfied than their counterparts in large firms.
   True    False

 

10. As managers advance in an organization, their need for security increases.
    True    False

 

11. Maslow proposed that the next-higher level of needs isn’t activated or triggered until the dominant need is adequately satisfied.
    True    False

 

12. Herzberg’s two-factor theory states that dissatisfiers or hygiene factors are needed to maintain at least a level of “no dissatisfaction.”
    True    False

 

13. Managers should assign challenging tasks to higher-performing subordinates in order to motivate them.
    True    False

 

14. McClelland contends that when a need is strong, it motivates a person to use behavior that leads to its repetition.
    True    False

 

15. Employees will often define their jobs quite broadly and will include activities as part of their duties that their managers perceive as “extra.”
    True    False

 

16. Employees with a lower collectivist orientation display organizational citizenship behaviors less often than do those with an individualistic perspective.
    True    False

 

17. The main theme of McClelland’s theory is that needs are learned through coping with one’s childhood.
    True    False

 

18. Behavior that is rewarded tends to occur at a higher frequency.
    True    False

 

19. A major difference between the four content theories is McClelland’s emphasis on socially acceptable behavior.
    True    False

 

20. The valence concept applies only to first-level outcomes.
    True    False

 

21. According to Locke, individuals are likely to adjust their idea of what constitutes an equitable payment in order to justify their pay.
    True    False

 

22. Organizational justice is the perceived fairness of how resources and rewards are distributed throughout an organization.
    True    False

 

23. People have a strong sense of affiliation with the groups to which they belong.
    True    False

 

24. Fair group procedures are considered to be a sign of respect.
    True    False

 

25. Companies that engage in layoffs may find that many “survivors” of the layoffs end up voluntarily leaving the company as well.
    True    False

 

26. Goal-setting theory emphasizes the importance of conscious goals in explaining motivated behavior.
    True    False

 

27. Goal commitment is the amount of time it takes to achieve a goal.
    True    False

 

28. It is important for any goal to be clear, meaningful, and unique.
    True    False

 

29. When a goal is not accomplished, an individual is faced with a sense of dissatisfaction.
    True    False

 

30. Commitment creates a desire to reach the goal and to overcome problems or barriers.
    True    False

 

31. Goal setting is an important management tool for enhancing work performance.
    True    False

 

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

 

33. Personality and personal health are individual differences that should be considered when implementing goal-setting programs.
    True    False

 

34. Managing the psychological contract successfully is one of the more important and challenging aspects of a manager’s job.
    True    False

 

35. The notion of inputs and outcomes within equity theory is the exact opposite of the notion of giving and receiving in the psychological contract.
    True    False

 

36. Monitoring the needs, abilities, goals, and preferences of employees is strictly the domain of personnel/human resource managers.
    True    False

 

37. Taking a lunch break and getting a drink of water are examples of a _______________ need.
    A. physiological
    B. psychological
    C. sociological
    D. safety

 

38. Joining the bowling team to make friends is a _______________ need.
    A. physiological
    B. psychological
    C. sociological
    D. esteem

 

39. The _______________ component of motivation refers to the strength of the response once the choice is made.
    A. direction
    B. intensity
    C. opportunity
    D. persistence

 

40. 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

 

41. _______________ 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

 

42. Mary Kay, Inc. uses the full range of _______________ to motivate its one million beauty consultants in markets worldwide.
    A. Maslow’s need hierarchy
    B. Alderfer’s three-level hierarchy
    C. Locke’s goal setting theory
    D. McClelland’s three learned needs theory

 

43. Which of the following is highest on Maslow’s hierarchy of needs?
    A. Safety and security
    B. Esteem
    C. Physiological needs
    D. Self-actualization

 

44. Which of the following belongs to the esteem level of Maslow’s hierarchy?
    A. Being accepted by professional friends
    B. Developing and mentoring others
    C. Receiving regular salary increases
    D. Winning a coveted award for performance

 

45. 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 naturally leaders
    B. People will always have obligations to meet
    C. People believe in things that are more important than themselves
    D. People have a need to grow and develop

 

46. 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

 

47. 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

 

48. The sets of needs proposed by Alderfer’s ERG theory include all of the following except:
    A. Ego
    B. Existence
    C. Relatedness
    D. Growth

 

49. 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

 

50. According to Herzberg, which of the following is a motivator?
    A. Working conditions
    B. Achievement
    C. Salary
    D. Quality of technical supervision

 

51. According to Herzberg’s two-factor theory, all of the following are hygiene factors (dissatisfiers) except:
    A. Recognition
    B. Interpersonal relations
    C. Salary
    D. Job security

 

52. 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

 

53. 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
    B. No self-reports of performance were used
    C. It requires people to look at themselves retrospectively
    D. The motivational and performance consequences of the theory are untested

 

54. Research suggests that, when employees engage in organizational citizenship behaviors, organizations achieve _______________.
    A. higher customer satisfaction
    B. higher productivity
    C. cost reductions
    D. All of the choices are correct.

 

55. Two attendants on a Southwest Airlines flight went above and beyond the call of duty to make a nervous flyer feel comfortable on the trip. This is an example of:
    A. Compliance
    B. Civic virtue
    C. Altruism
    D. Sportsmanship

 

56. 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

 

57. 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

 

58. Which of the following statements best reflects Maslow’s theory?
    A. People attempt to satisfy basic needs before trying to satisfying higher-level needs
    B. The need hierarchy is comprised of existence, relatedness, and growth
    C. A person who is continually frustrated in satisfying one level of need will regress to the next lowest level need
    D. Some individuals have a high need for achievement

 

59. The content theories presented in the text focus mainly on the needs and incentives that cause _______________.
    A. behavior
    B. motivation
    C. leadership
    D. satisfaction

 

60. Which of the following statements best reflects Herzberg’s theory?
    A. The need hierarchy is comprised of existence, relatedness, and growth
    B. 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

 

61. Which of the following statements best reflects McClelland’s theory?
    A. A person who is continually frustrated in satisfying one level of need will regress to the next lowest level need
    B. Two sets of factors affect motivation: motivators and hygiene factors
    C. Some individuals have a high need for achievement
    D. People attempt to satisfy basic needs before trying to satisfying higher-level needs

 

62. 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.

 

63. Vroom defines _______________ as a process governing choices among alternative forms of voluntary activity.
    A. motivation
    B. recognition
    C. achievement
    D. relatedness

 

64. Second-level outcomes are those events that first-level outcomes are likely to produce. All of the following are second-level outcomes except:
    A. Merit pay increases
    B. Group acceptance or rejection
    C. Promotion
    D. Quality of productivity

 

65. _______________ refers to the strength of a person’s belief that attainment of a first-level outcome will lead to attaining one or more second-level outcomes.
    A. Instrumentality
    B. Valence
    C. Expectancy
    D. Equity

 

66. _______________ 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

 

67. Most research on equity theory has focused on _______________ as the basic outcome.
    A. job titles
    B. pay
    C. satisfaction
    D. motivation

 

68. _______________ 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

 

69. 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

 

70. People are more inclined to interpret decisions as fair when:
    A. They have a voice in the decision
    B. There is consistency is decision making
    C. The processes and procedures conform to ethical and moral values
    D. All of the choices are correct.

 

71. Abusive treatment from authorities and supervisors is linked with 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

 

72. Locke’s goal theory highlights all of the following except:
    A. Goal specificity
    B. Goal intensity
    C. Goal equity
    D. Goal difficulty

 

73. All of the following are suggested ways to promote high levels of informational justice during turbulent times except:
    A. Informal “chats” by top managers, whether in person or via e-mail or videoconference
    B. Sugarcoating bad news
    C. Establishing a human resources hotline that employees can call for updates
    D. Creating a Web page that is updated on a daily basis

 

74. 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

 

75. _______________ 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

 

76. Which of the following is based on content theory?
    A. Maslow: five-level need hierarchy
    B. Vroom: an expectancy theory of choices
    C. Locke: goal-setting theory that conscious goals and intentions are the determinants of behavior
    D. All of the choices are based on content theory.

 

77. Motivation is made up of all the following components except:
    A. Direction
    B. Intensity
    C. Opportunity
    D. Persistence

 

78. To which level of Maslow’s hierarchy of needs does “receiving a sufficient salary to live on” belong?

 

 

 

 

79. What is the general concept behind exchange theory?

 

 

 

 

80. What is a psychological contract?

 

 

 

 

81. 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.

 

 

 

 

82. Why is it important for a manager to consider the various components of motivation when diagnosing motivation problems? Is any one of the components more or less important than any of the others? Explain.

 

 

 

 

83. Which of the content theories discussed in the chapter do you believe offers the best explanation of motivation, and why?

 

 

 

 

84. Motivation is just one of several factors that influence productivity. What other factors were discussed in the chapter? What is the relationship between these factors and motivation?

 

 

 

 

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

 

 

 

 

86. Why do Salancik and Pfeffer believe that need models, such as Maslow’s and Alderfer’s, have become so popular?

 

 

 

 

87. What implications does Herzberg’s two-factor theory have for the design of organizational reward systems? How can the theory be used to explain differences in the three components of motivation?

 

 

 

 

88. Assume you are a manager responsible for an international subsidiary that has employees from many parts of the world—China, India, Morocco, Brazil, and Spain. Which of the motivation theories discussed in this chapter do you believe would best help you understand your workers’ work attitudes and behaviors?

 

 

 

 

89. As a manager, would you rather the people for whom you are responsible be extrinsically or intrinsically motivated? Explain.

 

 

 

 

90. Think about a challenging work or school project that you have had to undertake. How did you go about motivating yourself to tackle the project? Were there times when you felt the project was too difficult, or you wanted to give up? What factors (internal and external) kept you motivated so that you could successfully complete the project?

 

 

 

 

91. How important a role does perception play in determining whether an employee is receiving equitable treatment? What kinds of things might a manager do to influence those perceptions?

 

 

 

 

92. 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?

 

 

 

 

93. 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.

 

 

 

 

94. 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.

 

 

 

 

95. No combination of capacity and opportunity will result in high performance in the absence of some level of _______________ or willingness to perform.
    ________________________________________

 

96. Individual motivation theories can be classified as either a content or a _______________ approach to motivation.
    ________________________________________

 

97. According to the text, equity also means _______________.
    ________________________________________

 

98. According to equity theory, _______________ are the individual characteristics brought by the Person to the job. These may be achieved or ascribed.
    ________________________________________

 

99. A _______________ is a result that a person, team, or group is attempting to accomplish through behavior and actions.
    ________________________________________

 

 

 

c5 Key

1. (p. 121)Persistence is an important component of motivation.
   TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #1
 

2. (p. 121)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.

 

Difficulty: Medium
Ivancevich – Chapter 05 #2
 

3. (p. 121)Needs are viewed as energizers or triggers of behavioral responses.
   TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #3
 

4. (p. 122)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.

 

Difficulty: Medium
Ivancevich – Chapter 05 #4
 

5. (p. 122)The accomplishment of desirable goals can result in a significant increase in need deficiencies.
   FALSE

Accomplishing desirable goals results in a reduction in need deficiencies.

 

Difficulty: Medium
Ivancevich – Chapter 05 #5
 

6. (p. 123)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.

 

Difficulty: Medium
Ivancevich – Chapter 05 #6
 

7. (p. 124)From a managerial perspective, unsatisfied needs are dangerous because they may lead to undesirable performance outcomes.
   TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #7
 

8. (p. 125)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.

 

Difficulty: Easy
Ivancevich – Chapter 05 #8
 

9. (p. 125)Managers at lower organizational levels in small firms are more satisfied than their counterparts in large firms.
   TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #9
 

10. (p. 125)As managers advance in an organization, their need for security increases.
    FALSE

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

 

Difficulty: Medium
Ivancevich – Chapter 05 #10
 

11. (p. 125-126)Maslow proposed that the next-higher level of needs isn’t activated or triggered until the dominant need is adequately satisfied.
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #11
 

12. (p. 126)Herzberg’s two-factor theory states that dissatisfiers or hygiene factors are needed to maintain at least a level of “no dissatisfaction.”
    TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #12
 

13. (p. 126)Managers should assign challenging tasks to higher-performing subordinates in order to motivate them.
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #13
 

14. (p. 130)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.

 

Difficulty: Medium
Ivancevich – Chapter 05 #14
 

15. (p. 129)Employees will often define their jobs quite broadly and will include activities as part of their duties that their managers perceive as “extra.”
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #15
 

16. (p. 129)Employees with a lower collectivist orientation display organizational citizenship behaviors less often than do those with an individualistic perspective.
    FALSE

Employees with a lower collectivist orientation display organizational citizenship behaviors more often than do those with an individualistic perspective.

 

Difficulty: Medium
Ivancevich – Chapter 05 #16
 

17. (p. 130)The main theme of McClelland’s theory is that needs are learned through coping with one’s childhood.
    FALSE

The main theme of McClelland’s theory is that needs are learned through coping with one’s environment.

 

Difficulty: Medium
Ivancevich – Chapter 05 #17
 

18. (p. 130)Behavior that is rewarded tends to occur at a higher frequency.
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #18
 

19. (p. 131)A major difference between the four content theories is McClelland’s emphasis on socially acceptable behavior.
    FALSE

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

 

Difficulty: Hard
Ivancevich – Chapter 05 #19
 

20. (p. 132)The valence concept applies only to first-level outcomes.
    FALSE

The valence concept applies to both first- and second-level outcomes.

 

Difficulty: Medium
Ivancevich – Chapter 05 #20
 

21. (p. 135)According to Locke, individuals are likely to adjust their idea of what constitutes an equitable payment in order to justify their pay.
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #21
 

22. (p. 136)Organizational justice is the perceived fairness of how resources and rewards are distributed throughout an organization.
    FALSE

This is the definition of distributive justice.

 

Difficulty: Medium
Ivancevich – Chapter 05 #22
 

23. (p. 136)People have a strong sense of affiliation with the groups to which they belong.
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #23
 

24. (p. 136)Fair group procedures are considered to be a sign of respect.
    TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #24
 

25. (p. 137)Companies that engage in layoffs may find that many “survivors” of the layoffs end up voluntarily leaving the company as well.
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #25
 

26. (p. 138)Goal-setting theory emphasizes the importance of conscious goals in explaining motivated behavior.
    TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #26
 

27. (p. 138)Goal commitment is the amount of time it takes to achieve a goal.
    FALSE

Goal commitment is the amount of effort used to achieve a goal.

 

Difficulty: Medium
Ivancevich – Chapter 05 #27
 

28. (p. 139)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.

 

Difficulty: Medium
Ivancevich – Chapter 05 #28
 

29. (p. 139)When a goal is not accomplished, an individual is faced with a sense of dissatisfaction.
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #29
 

30. (p. 139)Commitment creates a desire to reach the goal and to overcome problems or barriers.
    TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #30
 

31. (p. 127)Goal setting is an important management tool for enhancing work performance.
    TRUE

 

Difficulty: Easy
Ivancevich – Chapter 05 #31
 

32. (p. 140)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.

 

Difficulty: Easy
Ivancevich – Chapter 05 #32
 

33. (p. 141)Personality and personal health are individual differences that should be considered when implementing goal-setting programs.
    TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #33
 

34. (p. 142)Managing the psychological contract successfully is one of the more important and challenging aspects of a manager’s job.
    TRUE

 

Difficulty: Medium
Ivancevich – Chapter 05 #34
 

35. (p. 142)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.

 

Difficulty: Medium
Ivancevich – Chapter 05 #35
 

36. (p. 143)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.

 

Difficulty: Easy
Ivancevich – Chapter 05 #36
 

37. (p. 121)Taking a lunch break and getting a drink of water are examples of a _______________ need.
    A. physiological
    B. psychological
    C. sociological
    D. safety

 

Difficulty: Easy
Ivancevich – Chapter 05 #37
 

38. (p. 121)Joining the bowling team to make friends is a _______________ need.
    A. physiological
    B. psychological
    C. sociological
    D. esteem

 

Difficulty: Easy
Ivancevich – Chapter 05 #38
 

39. (p. 121)The _______________ component of motivation refers to the strength of the response once the choice is made.
    A. direction
    B. intensity
    C. opportunity
    D. persistence

 

Difficulty: Easy
Ivancevich – Chapter 05 #39
 

40. (p. 122)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

 

Difficulty: Hard
Ivancevich – Chapter 05 #40
 

41. (p. 123)_______________ 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

 

Difficulty: Hard
Ivancevich – Chapter 05 #41
 

42. (p. 125)Mary Kay, Inc. uses the full range of _______________ to motivate its one million beauty consultants in markets worldwide.
    A. Maslow’s need hierarchy
    B. Alderfer’s three-level hierarchy
    C. Locke’s goal setting theory
    D. McClelland’s three learned needs theory

 

Difficulty: Medium
Ivancevich – Chapter 05 #42
 

43. (p. 124)Which of the following is highest on Maslow’s hierarchy of needs?
    A. Safety and security
    B. Esteem
    C. Physiological needs
    D. Self-actualization

 

Difficulty: Medium
Ivancevich – Chapter 05 #43
 

44. (p. 124)Which of the following belongs to the esteem level of Maslow’s hierarchy?
    A. Being accepted by professional friends
    B. Developing and mentoring others
    C. Receiving regular salary increases
    D. Winning a coveted award for performance

 

Difficulty: Medium
Ivancevich – Chapter 05 #44
 

45. (p. 124)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 naturally leaders
    B. People will always have obligations to meet
    C. People believe in things that are more important than themselves
    D. People have a need to grow and develop

 

Difficulty: Easy
Ivancevich – Chapter 05 #45
 

46. (p. 124)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

 

Difficulty: Medium
Ivancevich – Chapter 05 #46
 

47. (p. 124)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

 

Difficulty: Medium
Ivancevich – Chapter 05 #47
 

48. (p. 125)The sets of needs proposed by Alderfer’s ERG theory include all of the following except:
    A. Ego
    B. Existence
    C. Relatedness
    D. Growth

 

Difficulty: Easy
Ivancevich – Chapter 05 #48
 

49. (p. 126)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

 

Difficulty: Hard
Ivancevich – Chapter 05 #49
 

50. (p. 126)According to Herzberg, which of the following is a motivator?
    A. Working conditions
    B. Achievement
    C. Salary
    D. Quality of technical supervision

 

Difficulty: Hard
Ivancevich – Chapter 05 #50
 

51. (p. 126)According to Herzberg’s two-factor theory, all of the following are hygiene factors (dissatisfiers) except:
    A. Recognition
    B. Interpersonal relations
    C. Salary
    D. Job security

 

Difficulty: Hard
Ivancevich – Chapter 05 #51
 

52. (p. 128)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

 

Difficulty: Medium
Ivancevich – Chapter 05 #52
 

53. (p. 128)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
    B. No self-reports of performance were used
    C. It requires people to look at themselves retrospectively
    D. The motivational and performance consequences of the theory are untested

 

Difficulty: Hard
Ivancevich – Chapter 05 #53
 

54. (p. 129)Research suggests that, when employees engage in organizational citizenship behaviors, organizations achieve _______________.
    A. higher customer satisfaction
    B. higher productivity
    C. cost reductions
    D. All of the choices are correct.

 

Difficulty: Easy
Ivancevich – Chapter 05 #54
 

55. (p. 129)Two attendants on a Southwest Airlines flight went above and beyond the call of duty to make a nervous flyer feel comfortable on the trip. This is an example of:
    A. Compliance
    B. Civic virtue
    C. Altruism
    D. Sportsmanship

 

Difficulty: Medium
Ivancevich – Chapter 05 #55
 

56. (p. 130)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

 

Difficulty: Medium
Ivancevich – Chapter 05 #56
 

57. (p. 130)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

 

Difficulty: Medium
Ivancevich – Chapter 05 #57
 

58. (p. 131)Which of the following statements best reflects Maslow’s theory?
    A. People attempt to satisfy basic needs before trying to satisfying higher-level needs
    B. The need hierarchy is comprised of existence, relatedness, and growth
    C. A person who is continually frustrated in satisfying one level of need will regress to the next lowest level need
    D. Some individuals have a high need for achievement

 

Difficulty: Medium
Ivancevich – Chapter 05 #58
 

59. (p. 131)The content theories presented in the text focus mainly on the needs and incentives that cause _______________.
    A. behavior
    B. motivation
    C. leadership
    D. satisfaction

 

Difficulty: Hard
Ivancevich – Chapter 05 #59
 

60. (p. 131)Which of the following statements best reflects Herzberg’s theory?
    A. The need hierarchy is comprised of existence, relatedness, and growth
    B. 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

 

Difficulty: Medium
Ivancevich – Chapter 05 #60
 

61. (p. 131)Which of the following statements best reflects McClelland’s theory?
    A. A person who is continually frustrated in satisfying one level of need will regress to the next lowest level need
    B. Two sets of factors affect motivation: motivators and hygiene factors
    C. Some individuals have a high need for achievement
    D. People attempt to satisfy basic needs before trying to satisfying higher-level needs

 

Difficulty: Medium
Ivancevich – Chapter 05 #61
 

62. (p. 131-132)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.

 

Difficulty: Medium
Ivancevich – Chapter 05 #62
 

63. (p. 132)Vroom defines _______________ as a process governing choices among alternative forms of voluntary activity.
    A. motivation
    B. recognition
    C. achievement
    D. relatedness

 

Difficulty: Medium
Ivancevich – Chapter 05 #63
 

64. (p. 132)Second-level outcomes are those events that first-level outcomes are likely to produce. All of the following are second-level outcomes except:
    A. Merit pay increases
    B. Group acceptance or rejection
    C. Promotion
    D. Quality of productivity

 

Difficulty: Easy
Ivancevich – Chapter 05 #64
 

65. (p. 132)_______________ refers to the strength of a person’s belief that attainment of a first-level outcome will lead to attaining one or more second-level outcomes.
    A. Instrumentality
    B. Valence
    C. Expectancy
    D. Equity

 

Difficulty: Hard
Ivancevich – Chapter 05 #65
 

66. (p. 133)_______________ 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

 

Difficulty: Hard
Ivancevich – Chapter 05 #66
 

67. (p. 135)Most research on equity theory has focused on _______________ as the basic outcome.
    A. job titles
    B. pay
    C. satisfaction
    D. motivation

 

Difficulty: Hard
Ivancevich – Chapter 05 #67
 

68. (p. 136)_______________ 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

 

Difficulty: Medium
Ivancevich – Chapter 05 #68
 

69. (p. 136)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

 

Difficulty: Medium
Ivancevich – Chapter 05 #69
 

70. (p. 136)People are more inclined to interpret decisions as fair when:
    A. They have a voice in the decision
    B. There is consistency is decision making
    C. The processes and procedures conform to ethical and moral values
    D. All of the choices are correct.

 

Difficulty: Medium
Ivancevich – Chapter 05 #70
 

71. (p. 137)Abusive treatment from authorities and supervisors is linked with 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

 

Difficulty: Medium
Ivancevich – Chapter 05 #71
 

72. (p. 138)Locke’s goal theory highlights all of the following except:
    A. Goal specificity
    B. Goal intensity
    C. Goal equity
    D. Goal difficulty

 

Difficulty: Medium
Ivancevich – Chapter 05 #72
 

73. (p. 138)All of the following are suggested ways to promote high levels of informational justice during turbulent times except:
    A. Informal “chats” by top managers, whether in person or via e-mail or videoconference
    B. Sugarcoating bad news
    C. Establishing a human resources hotline that employees can call for updates
    D. Creating a Web page that is updated on a daily basis

 

Difficulty: Easy
Ivancevich – Chapter 05 #73
 

74. (p. 142)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

 

Difficulty: Medium
Ivancevich – Chapter 05 #74
 

75. (p. 142)_______________ 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

 

Difficulty: Hard
Ivancevich – Chapter 05 #75
 

76. (p. 143)Which of the following is based on content theory?
    A. Maslow: five-level need hierarchy
    B. Vroom: an expectancy theory of choices
    C. Locke: goal-setting theory that conscious goals and intentions are the determinants of behavior
    D. All of the choices are based on content theory.

 

Difficulty: Medium
Ivancevich – Chapter 05 #76
 

77. (p. 143)Motivation is made up of all the following components except:
    A. Direction
    B. Intensity
    C. Opportunity
    D. Persistence

 

Difficulty: Medium
Ivancevich – Chapter 05 #77
 

78. (p. 124)To which level of Maslow’s hierarchy of needs does “receiving a sufficient salary to live on” belong?

Physiological

 

Difficulty: Medium
Ivancevich – Chapter 05 #78
 

79. (p. 141)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: Medium
Ivancevich – Chapter 05 #79
 

80. (p. 141)What is a psychological contract?

An unwritten agreement between an employee and the organization that specifies that each expects to give and to receive from the other.

 

Difficulty: Medium
Ivancevich – Chapter 05 #80
 

81. (p. 141)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: Medium
Ivancevich – Chapter 05 #81
 

82. (p. 121)Why is it important for a manager to consider the various components of motivation when diagnosing motivation problems? Is any one of the components more or less important than any of the others? Explain.

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.

 

Difficulty: Hard
Ivancevich – Chapter 05 #82
 

83. (p. 121-131)Which of the content theories discussed in the chapter do you believe offers the best explanation of motivation, and why?

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: Hard
Ivancevich – Chapter 05 #83
 

84. (p. 119-120)Motivation is just one of several factors that influence productivity. What other factors were discussed in the chapter? 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: Hard
Ivancevich – Chapter 05 #84
 

85. (p. 124)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: Medium
Ivancevich – Chapter 05 #85
 

86. (p. 126)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: Hard
Ivancevich – Chapter 05 #86
 

87. (p. 126-130)What implications does Herzberg’s two-factor theory have for the design of organizational reward systems? How can the theory be used to explain differences in the three components of 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.

 

Difficulty: Hard
Ivancevich – Chapter 05 #87
 

88. (p. N/A)Assume you are a manager responsible for an international subsidiary that has employees from many parts of the world—China, India, Morocco, Brazil, and Spain. Which of the motivation theories discussed in this chapter do you believe would best help you understand your workers’ work attitudes and behaviors?

Student answers will vary, depending on the approach that the student thinks is best suited to this situation.

 

Difficulty: Hard
Ivancevich – Chapter 05 #88
 

89. (p. N/A)As a manager, would you rather the people for whom you are responsible be extrinsically or intrinsically motivated? 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.

 

Difficulty: Medium
Ivancevich – Chapter 05 #89
 

90. (p. N/A)Think about a challenging work or school project that you have had to undertake. How did you go about motivating yourself to tackle the project? Were there times when you felt the project was too difficult, or you wanted to give up? What factors (internal and external) kept you motivated so that you could successfully complete the project?

Student answers will vary.

 

Difficulty: Medium
Ivancevich – Chapter 05 #90
 

91. (p. 134-137)How important a role does perception play in determining whether an employee is receiving equitable treatment? What kinds of things might a manager do to influence those perceptions?

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).

 

Difficulty: Hard
Ivancevich – Chapter 05 #91
 

92. (p. N/A)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: Medium
Ivancevich – Chapter 05 #92
 

93. (p. 135)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: Medium
Ivancevich – Chapter 05 #93
 

94. (p. 137)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: Easy
Ivancevich – Chapter 05 #94
 

95. (p. 121)No combination of capacity and opportunity will result in high performance in the absence of some level of _______________ or willingness to perform.
    motivation

 

Difficulty: Hard
Ivancevich – Chapter 05 #95
 

96. (p. 122)Individual motivation theories can be classified as either a content or a _______________ approach to motivation.
    process

 

Difficulty: Medium
Ivancevich – Chapter 05 #96
 

97. (p. 134)According to the text, equity also means _______________.
    fairness

 

Difficulty: Medium
Ivancevich – Chapter 05 #97
 

98. (p. 134)According to equity theory, _______________ are the individual characteristics brought by the Person to the job. These may be achieved or ascribed.
    inputs

 

Difficulty: Hard
Ivancevich – Chapter 05 #98
 

99. (p. 138)A _______________ is a result that a person, team, or group is attempting to accomplish through behavior and actions.
    goal

 

Difficulty: Hard
Ivancevich – Chapter 05 #99
 

 

 

c5 Summary

Category	# of Questions
Difficulty: Easy	22
Difficulty: Hard	22
Difficulty: Medium	55
Ivancevich – Chapter 05	99