Test 4

Question 1

Motivation is an internal set of discretionary psychological processes that ________, ___________, and __________ behaviour

Answer 1

1) Arouse
2) Direct
3) Maintain attention/behaviour towards attaining a goal (intensity)

Question 2

What is prosocial motivation?

Answer 2

Motivating employees to engage in organizational citizenship behaviours

Question 3

Where does a persons salary fit on the hierarchy of needs?

Answer 3

Safety needs - you need to have enough money to feel safe in your environment

Question 4

What are the 3 specific needs in McClelland’s Need Theory?

Answer 4

1. Need for achievement - need to be successful and avoid failure
2. Need for affiliation - need to be liked or accepted and strive for friendships
3. Need for power - need to stand out and do something important

Question 5

According to McClellan’s need theory a person who always chooses moderately difficult tasks and resistant to challenges is demonstrating what need?

Answer 5

A high need for achievement - they want to be successful but avoid failure

Question 6

According to McClelland’s need theory what are the traits of a successful manager?

Answer 6

High need for power, low need for affiliation, and high need for achievement

Question 7

One of the main purposes of the Job Characteristics Theory is to increase which of the following in the workplace?

A) Task Significance
B) External Motivation
C) Task Identity
D) Internal Motivation

Answer 7

D) Internal Motivation

Question 8

The motivating potential score of the job characteristics theory of motivation involves what five factors?

A) Work variety, job components, feedback, job importance, control.
B) Work activities, task variety, autonomy, feedback, importance.
C) Task significance, skill variety, autonomy, feedback, task identity.
D) Task activities, task significance, feedback, control, importance.

Answer 8

C) Task significance, skill variety, autonomy, feedback, task identity.

Question 9

What are the 3 processes of expectancy theory?

Answer 9

Valence - how much one values the secondary outcome
Instrumentality - how much one believes that a given performance will initiate secondary outcomes
Expectancy- how much one believes a given level of effort will produce a certain level of performance

Question 10

According to expectancy theory when will employees exert effort towards a goal?

Answer 10

When they believe they have the ability to complete it, they value the reward, and they are confident they will contain the reward if they complete their goal

Question 11

According to equity theory, people can be categorized into three groups in terms of the extent to which they perceive a situation to be fair. What three groups are these?

A) equity engagers, diminishers, and abstainers
B) high, medium, and low equity perceivers
C) positive, neutral, and negative equity evaluators
D) equity sensitives, entitleds, and benevolents

Answer 11

D) equity sensitives, entitleds, and benevolents

Question 12

what is the main premise of equity theory?

Answer 12

people make comparisons and will modify their behaviour if the comparisons are not equal

Question 13

Danny is setting up a goal setting system for his 15 employees in his music store. What are the three factors essential for effective goal setting?

A) Employees must have the requisite skills, be committed to the goal, and receive feedback.
B) Employees must be internally motivated, have assigned goals, and receive the proper training.
C) Employees must have fair wages, be externally motivated, and receive performance feedback.
D) Employees must develop their own goals, receive training, and be rewarded for their performance.

Answer 13

A) Employees must have the requisite skills, be committed to the goal, and receive feedback.

Question 14

Which one of the following would be the MOST effective example of putting goal-setting theory into action?

A) Avoid telling people to “do their best” and other vague goals.
B) Set easy goals for people in order to achieve high commitment.
C) Avoid providing feedback to others during goal setting.
D) Avoid both jointly set goals and assigned goals.

Answer 14

A) Avoid telling people to “do their best” and other vague goals.

Question 15

According to self-determination theory, what would be the most effective way of creating autonomous motivation and improving performance?

A) Create tasks and jobs that are outside of the employees’ skills and interests to motivate them to do something different.
B) Conduct job redesign to provide meaningful and interesting work.
C) Provide clear external rewards (e.g., pay raise).
D) Focus the employee’s attention on a specific task, so you don’t overwhelm them with too much information on the end product.

Answer 15

B) Conduct job redesign to provide meaningful and interesting work.

Question 16

What are the various levels of extrinsic motivation?

Answer 16

External regulation - motivation controlled by punishment/reward
Introjected regulation - motivation controlled by pressure to feel good about oneself
Identified regulation - motivation controlled by an alignment of your values
Integrated regulation - motivation controlled by an alignment with your self-identity

Question 17

Which of the following is the term for an increase in an employee’s self-efficacy and performance, resulting from communicating high expectations to the employee?

A) Reinforcement Theory
B) Internal Motivation
C) The Golem Effect
D) The Pygmalion Effect

Answer 17

D) The Pygmalion Effect

Question 18

According to behavioural theories what were the two dimensions of effective leadership?

Answer 18

Initiating structions: creating clear guidelines and procedures, scheduling, planning, defining standards

Consideration: behaviours that are more focused on people than task

*These rarely co-occured however

Question 19

According to Fielder’s Contingency theory what type of leader would be most effective to handle a crisis?

Answer 19

A task orientated leader

Question 20

According to Fielder’s Contingency theory what type of leader would be most effective in regular work situations ?

Answer 20

Relationship-motivated leaders

Question 21

What are the 4 leadership styles suggested by path-goal theory?

Answer 21

Participative: engaging followers in decision making and inviting feedback
Supportive: demonstrating concern for the needs of others
Directive: providing task structure and goals
Achievement-oriented: setting high standards for performance

Path-goal suggests that the effectiveness varies according to the values and context of the organization

Question 22

What does a neutralizer refer to?

Answer 22

They block the effects of leadership, rending leadership inconsequential

Ex. an employee doesn’t have the competency to achieve the goal so no leadership will be helpful

Question 23

What is the LMX theory?

Answer 23

LMX focuses on the relationship between the leader and followers - high quality relationships are associated with positive outcomes

Question 24

The belief that leaders have exceptional and unusual qualities that set them apart from followers is the premise of which theory?

Answer 24

Charismatic leadership theory

Question 25

What are the 3 forms of transactional leaderships?

Answer 25

1. Laissez-faire - no response
2. Management by exception - acting to correct mistakes that fail to meet standards - either micromanaging or ignoring mistakes until too severe
3. Contignent reward - set goals and provide feedback as appropriate