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Question 29

Question 291 Point

Question 29

Employees change their comparison other:

Option A

never; people do not change their comparison other.

Option B

every three or four months.

Option C

only when they feel overpaid.

Option D

as the main way to alter their inputs.

Option E

as a means of reducing feelings of inequity

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Question 28

Question 281 Point

Question 28

Employees who receive a fixed amount of pay each week and who feel underrewarded are likely to:

Option A

reduce their work effort.

Option B

increase their work effort.

Option C

change their perceptions, thinking that they work harder than they really do.

Option D

encourage the comparison other to reduce his or her work effort.

Option E

None of the answers apply.

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Question 27

Question 271 Point

Question 27

Inputs, outcomes, and comparison other are elements of:

Option A

four-drive theory.

Option B

Maslow's needs hierarchy.

Option C

equity theory.

Option D

expectancy theory.

Option E

goal setting theory.

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Question 26

Question 261 Point

Question 26

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

Option A

Expectancy theory

Option B

Equity theory

Option C

Needs-based theory

Option D

Need theory

Option E

Goal setting

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Question 25

Question 251 Point

Question 25

360-degree feedback tends to:

Option A

be perceived as less accurate than feedback only from the supervisor.

Option B

be more effective when the results are used to determine pay increases and promotions, not just employee development.

Option C

be more complete and accurate information than feedback from a supervisor alone.

Option D

All of the answers are correct.

Option E

be perceived as less accurate than feedback only from the supervisor and be more ambiguous and conflicting than when feedback comes only from the supervisor.

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Question 24

Question 241 Point

Question 24

Which of the following provides feedback from a full circle of people around the employee?

Option A

Hierarchical feedback

Option B

Executive coaching feedback

Option C

Behavioural feedback

Option D

360-degree feedback

Option E

Nonsocial feedback

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Question 23

Question 231 Point

Question 23

Which of the following translates the organizations' vision and mission into specific, measurable performance goals related to financial, customer, internal, and learning/growth processes?

Option A

Profit sharing plans.

Option B

Strategic report cards.

Option C

Point-factor reports

Option D

Balanced scorecard

Option E

All of the answers are correct.

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Question 22

Question 221 Point

Question 22

Feedback affects behaviour and job performance by improving which of the following?

Option A

Motivation

Option B

Role perceptions

Option C

Learned ability

Option D

All of the answers are correct

Option E

Role perceptions and learned ability

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Question 21

Question 211 Point

Question 21

Effective feedback is all of the following EXCEPT:

Option A

sufficiently frequent.

Option B

timely.

Option C

general.

Option D

credible.

Option E

relevant.

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Question 20

Question 201 Point

Question 20

The optimal level of goal:

Option A

occurs where the goal is challenging but not impossible.

Option B

is the most challenging goal that the company can possibly imagine.

Option C

occurs only when employees set their own goal.

Option D

is the point at which the employee does not yet think the goal will 'stretch' them at all.

Option E

occurs where the goal is challenging but not impossible and when employees set their own goal

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Question 19

Question 191 Point

Question 19

Goal setting influences employee behaviour and performance mainly by improving:

Option A

situational contingencies and learned abilities.

Option B

aptitudes and learned abilities.

Option C

motivation and role perceptions.

Option D

role perceptions and learned abilities.

Option E

motivation and aptitudes.

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Question 18

Question 181 Point

Question 18

Goal setting is most effective when:

Option A

the supervisor sets the goals before discussing them with the employee.

Option B

the goals stretch the employee's abilities and motivation.

Option C

the goal statements are general rather than specific.

Option D

All of the answers are correct.

Option E

the supervisor sets the goals before discussing them with the employee and the goals stretch the employee's abilities and motivation.

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Question 17

Question 171 Point

Question 17

In most situations, we should follow desired behaviour with __________ and follow undesirable behaviour with _________.

Option A

positive reinforcement; extinction

Option B

positive reinforcement; punishment

Option C

extinction; punishment

Option D

punishment; positive reinforcement

Option E

negative reinforcement; positive reinforcement

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Question 16

Question 161 Point

Question 16

Co-workers no longer praise you when you engage in dangerous pranks, so you stop engaging in these pranks. This is an example of:

Option A

negative reinforcement.

Option B

punishment.

Option C

positive reinforcement.

Option D

action learning.

Option E

extinction.

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Question 15

Question 151 Point

Question 15

Which of these occurs when the introduction of a consequence increases or maintains the frequency or future probability of a behaviour?

Option A

Positive reinforcement

Option B

Extinction

Option C

Job dissatisfaction

Option D

Punishment

Option E

Negative reinforcement

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Question 14

Question 141 Point

Question 14

Which of the following is an example of punishment?

Option A

The organization takes away some of your pay cheque to cover the cost of a machine that you carelessly broke.

Option B

Your boss doesn't say anything after you have the highest sales of the month.

Option C

Your boss stops complaining about your late arrival at work after you arrive early for several weeks.

Option D

After signing a contract with an important client, the company announces its appreciation of your work.

Option E

The organization takes away some of your pay cheque to cover the cost of a machine that you carelessly broke and your boss stops complaining about your late arrival at work after you arrive early for several weeks.

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Question 13

Question 131 Point

Question 13

Behaviour modification does NOT consider:

Option A

the types of actions that reinforce behaviour.

Option B

the effect of feedback on behaviour.

Option C

employee behaviour before the behaviour modification strategy is applied.

Option D

employee attitudes towards the person reinforcing the behaviour.

Option E

changes in employee behaviour when the reinforcer is removed.

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Question 12

Question 121 Point

Question 12

In expectancy theory, valence refers to the:

Option A

amount of effort a person puts towards a known goal.

Option B

individual's perceived probability of performing the task at a particular level.

Option C

anticipated satisfaction or dissatisfaction that an individual feels towards an outcome.

Option D

individual's perceived probability that his or her performance will lead to specific outcomes.

Option E

feelings that result from a comparison of the individual's outcome/input ratio with the outcome/input ratio of a comparison other.

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Question 11

Question 111 Point

Question 11

An individual's perceived probability that a particular level of effort will result in a particular level of performance refers to the:

Option A

E-to-P need.

Option B

EP-to-PO outcome.

Option C

E-to-V expectancy.

Option D

E-to-P expectancy.

Option E

EV-to-PE outcome.

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Question 10

Question 101 Point

Question 10

Expectancy theory mainly explains how employees:

Option A

have different needs at different times.

Option B

can use personal expectations to reduce work-related stress.

Option C

can motivate themselves through power.

Option D

have different levels of work effort based on their expectations of performance and reward outcomes.

Option E

compare their inputs and outcomes to other people.

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Question 9

Question 91 Point

Question 9

Which motivation theory is based on the idea that work effort is directed toward behaviours that people believe will lead to desired outcomes?

Option A

Equity theory

Option B

ERG theory

Option C

Goal setting theory

Option D

Four-drive theory

Option E

Expectancy theory

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Question 8

Question 81 Point

Question 8

Expectancy theory mainly helps us to predict an individual's:

Option A

effort.

Option B

need for achievement.

Option C

distributive justice.

Option D

job satisfaction.

Option E

rewards.

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Question 7

Question 71 Point

Question 7

People with a high need for affiliation:

Option A

want to form positive relationships with others.

Option B

try to project a favourable image of themselves.

Option C

try to smooth out conflicts that occur in meetings and other social settings.

Option D

tend to work well in coordinating roles.

Option E

All of the answers are correct.

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Question 6

Question 61 Point

Question 6

Research has found that entrepreneurs are more likely to succeed if they have:

Option A

a low need for socialized power.

Option B

a high need for personalized power.

Option C

a high need for affiliation.

Option D

a low existence need.

Option E

a high need for achievement.

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Question 5

Question 51 Point

Question 5

According to McClelland, achievement, affiliation, and power needs are:

Option A

instinctive.

Option B

genetic.

Option C

non-existent.

Option D

learned.

Option E

None of the answers apply.

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Question 4

Question 41 Point

Question 4

McClelland's learned needs theory does NOT include which of these needs?

Option A

Safety need

Option B

Achievement need

Option C

Socialized power need

Option D

Personalized power need

Option E

Affiliation need

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Question 3

Question 31 Point

Question 3

According to Maslow's needs hierarchy, after people have satisfied their physiological and safety needs, they are mainly motivated to fulfill their ______________ needs.

Option A

belongingness

Option B

growth

Option C

self-esteem

Option D

social esteem

Option E

existence

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Question 2

Question 21 Point

Question 2

The highest level need in Maslow's hierarchy of needs is:

Option A

esteem.

Option B

safety.

Option C

power.

Option D

belongingness.

Option E

self-actualization.

Question 11 Point

Question 1

Maslow's needs hierarchy explicitly names the following needs EXCEPT:

Option A

power.

Option B

self-actualization.

Option C

safety.

Option D

esteem.

Option E

belongingness.