Chapter 5

Question 1

Determinants of Job Performance

It relates to the degree to which the employee possesses skills, knowledge, abilities, and experience relevant to the job.

Answer 1

Capacity to Perform

Question 2

Determinants of Job Performance

It will depend on the work environment provided to the employee

Answer 2

Opportunity to Perform

Question 3

Determinants of Job Performance

It relates to the degree in which an employee desires and is willing to exert effort to achieve the goals assigned to him. .

Answer 3

Willingness to Perform

Question 3

It relates to the degree in which an employee desires and is willing to exert effort to achieve the goals assigned to him. It refers to the level of effort provided by the employee in the attempt to achieve the goal assigned to him.
It is defined as the process of activating behavior, sustaining it, and directing it toward a particular goal.
It moves people to act and accomplish.
It refers to the willingness to perform
Set of internal and external forces that cause a worker and employee to choose a course of action and engage in a certain behavior.

Answer 3

Motivation

Question 4

Key Elements of Motivation

It refers to the level of effort provided by the employee in the attempt to achieve the goal assigned to him.

Answer 4

Intensity

Question 5

KEY ELEMENTS OF MOTIVATION

It relates to what an individual chooses to do when he is confronted with a number of possible choices.

Answer 5

Direction

Question 6

KEY ELEMENTS OF MOTIVATION

It measures how long a person can maintain effort to achieve the organization’s goals.

Answer 6

Persistence

Question 7

THEORIES OF MOTIVATION

It focuses on analyzing the wants and needs of an individual

Answer 7

Content Theories

Question 8

THEORIES OF MOTIVATION

He forwarded the idea that human beings possesses a hierarchy of five needs (physiological, safety, social, self-esteem, and self-actualization) such that as each need is substantially satisfied, the next need becomes dominant.

Under Content Theories

Answer 8

Abraham Maslow & his Hierarchy of Needs Model

Question 9

THEORIES OF MOTIVATION

He developed ERG Theory
Like Maslow, he believed that individuals progress up in the hierarchy of needs when the lower order needs are satisfied.
Unlike Maslow, he believed that if a higher order need cannot be satisfied, a lower order need becomes dominant as a motivating factor.
Unlike Maslow, more than one need may be achieved as the same time.

Under Content Theories

Answer 9

Clayton Alderfer

Question 10

THEORIES OF MOTIVATION

It is a theory proposed by Clayton Alderfer which believes in motivating people with these three sets of needs: existence (E), relatedness (R), and growth (G).

Under Content Theories

Answer 10

ERG Theory

Question 11

THEORIES OF MOTIVATION

A set of needs satisfied by such factors as food, air, water, pay, and working conditions

Under Content Theories

Three Sets of Needs under ERG Theory

Answer 11

Existence

Question 12

THEORIES OF MOTIVATION

A set of needs satisfied by meaningful social and interpersonal relationships.

Under Content Theories

Three Sets of Needs under ERG Theory

Answer 12

Relatedness

Question 13

THEORIES OF MOTIVATION

A set of needs satisfied by an individual making creative or productive contributions.

Under Content Theories

Three Sets of Needs under ERG Theory

Answer 13

Growth

Question 14

THEORIES OF MOTIVATION

He proposed the Acquired Needs Theory

Under Content Theories

Answer 14

David McClelland

Question 15

THEORIES OF MOTIVATION

It refers to the desire to do something better or more efficiently, to solve problems, or to master complex tasks.

Under Content Theories

Three Acquired Needs according to David McClelland

Answer 15

Need for Achievement

Question 16

THEORIES OF MOTIVATION

It refers to the desire to establish and maintain friendly and warm relations with others.

Under Content Theories

Three Acquired Needs according to David McClelland

Answer 16

Need for Affiliation

Question 17

THEORIES OF MOTIVATION

It refers to the desire to control others, to influence their behavior, or to be responsible for others.

Under Content Theories

Three Acquired Needs according to David McClelland

Answer 17

Need for Power

Question 18

THEORIES OF MOTIVATION

He proposed the Two-Factor Theory

Under Content Theories

Answer 18

Frederick Herzberg

Question 19

THEORIES OF MOTIVATION

This theory - Identifies job context as a source of job dissatisfaction and job content as the source of job satisfaction

Under Content Theories

Answer 19

Two-Factor Theory

Question 20

THEORIES OF MOTIVATION

It is the source of job dissatisfaction; relates more to the environment in which people work.

Under Content Theories

Two Factors

Answer 20

Job Context (work setting)

Question 21

THEORIES OF MOTIVATION

It is the source of job satisfaction; relates more to what people actually do in their work.

Under Content Theories

Two Factors

Answer 21

Job Content

Question 22

THEORIES OF MOTIVATION

It explains how people act in response to the wants and needs that they have.

Answer 22

Process Theories

Question 23

THEORIES OF MOTIVATION

He proposed the Expectancy Theory

Answer 23

Victor Vroom

Question 24

# THEORIES OF MOTIVATION This theory states that people choose a course of action where they anticipate what will give them the greatest rewards. | Under Process Theory

Answer 24

Expectancy Theory

Question 25

# THEORIES OF MOTIVATION It is defined by how much one wants a reward | Under Process Theory ## Footnote Motivation is a product of these following factors

Answer 25

Valence

Question 26

# THEORIES OF MOTIVATION It is one’s estimate of the probability that effort will result in successful performance. | Under Process Theory ## Footnote Motivation is a product of these following factors

Answer 26

Expectancy

Question 26

# THEORIES OF MOTIVATION It is one’s estimate of the probability that effort will result in receiving the reward. It predicts that motivation will be high if all of the three factors are rated high or vice versa. | Under Process Theory ## Footnote Motivation is a product of these following factors

Answer 26

Instrumentality

Question 27

# THEORIES OF MOTIVATION It states that individuals compare job inputs and outcomes with those of others and then respond to eliminate inequities. It assumes that employees are motivated by a desire to be equitably treated at work. | Under Process Theory

Answer 27

Equity Theory

Question 27

# THEORIES OF MOTIVATION This exists when employees perceive that the ratio of their inputs (or efforts) to their outputs (or rewards) are equivalent to the ratio of other employees. | Under Process Theory

Answer 27

Equity

Question 28

# THEORIES OF MOTIVATION This theory states that specific and different goals, with feedback lead to higher performance | Under Process Theory

Answer 28

Goal-Setting Theory

Question 28

# THEORIES OF MOTIVATION This exists when these ratios (output & recognition among workmates) are not equivalent. | Under Process Theory

Answer 28

Inequity

Question 29

# THEORIES OF MOTIVATION He proposed the Goal-Setting Theory | Under Process Theory

Answer 29

Edwin A. Locke

Question 29

It is the specific target that an individual is trying to achieve

Answer 29

Goal

Question 30

# Motivational Methods and Programs Motivating employees to make their job challenging so that the worker who is responsible for it enjoys doing it

Answer 30

Motivation through Job Design

Question 31

# Motivational Methods and Programs It refers to the practice of building motivating factors like responsibility, achievement, and recognition into job content. | Under Motivation through Job Design

Answer 31

Job Enrichment

Question 32

# Motivational Methods and Programs It refers to the method of job design that focuses on the task and interpersonal demands of a job. It emphasizes the interaction between the individual and specific attributes of the job | Under Motivation through Job Design

Answer 32

Job Characteristics Model

Question 33

# Motivational Methods and Programs Degrees to which there are many skills to perform | Under Motivation through Job Design ## Footnote Five Core Job Characteristics

Answer 33

Skill Variety

Question 34

# Motivational Methods and Programs Degree to which one worker is able to do a complete job, from beginning to end, with the tangible and possible outcome. | Under Motivation through Job Design ## Footnote Five Core Job Characteristics

Answer 34

Task Identity

Question 35

# Motivational Methods and Programs Degree to which the job has a substantial impact on the lives or work of other people | Under Motivation through Job Design ## Footnote Five Core Job Characteristics

Answer 35

Task Significance

Question 36

# Motivational Methods and Programs Degree which the job gives the employee substantial freedom, independence, and discretion in scheduling the work and determining the procedures used in carrying it out. | Under Motivation through Job Design ## Footnote Five Core Job Characteristics

Answer 36

Autonomy

Question 37

# Motivational Methods and Programs Degree to which a job provides direct information about performance. | Under Motivation through Job Design ## Footnote Five Core Job Characteristics

Answer 37

Feedback

Question 38

# Motivational Methods and Programs It refers to the physical and mental changes workers make in the task or relationship aspect of their job. | Under Motivation through Job Design

Answer 38

Job Crafting

Question 39

It states that the contention that behavior is determined by its consequences

Answer 39

Reinforcement Theory

Question 40

It is the application of reinforcement theory in motivating people at work

Answer 40

Organizational Modification Behavior

Question 41

# Motivation through Recognition and Pride It is a natural human need and it is a strong motivator

Answer 41

Recognition

Question 42

# Motivation through Recognition and Pride It is also a motivator, but one that is intrinsic

Answer 42

Pride

Question 43

# Motivation through Financial Incentives It use the number of hours worked as a means of determining rewards. It is classified as hourly rates, or weekly rates

Answer 43

Time Rates

Question 44

# Motivation through Financial Incentives These are links pay to the quantity of the individual’s output

Answer 44

Payment by Results

Question 45

# Motivation through Financial Incentives It considers results or outputs plus actual behavior in the job. The bonus is a reward given to employees for recent performance rather than historical performance

Answer 45

Performance-Related Pay

Question 46

# Motivation through Financial Incentives This is where pay is linked to company profits either in direct cash outlay, or allocation of stock options

Answer 46

Profit-Related Pay

Question 47

# Motivation through Financial Incentives It is also known as competency based or knowledge-based pay. It sets pay levels on the basis of how many skills employees have or how many jobs they can do.

Answer 47

Skill-based pay

Question 48

# Motivation through Financial Incentives It is a benefit plan that allows each employee to put together a benefit package individually tailored to his or her own needs and situation

Answer 48

Cafeteria or flexible benefits system