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Worksheet - Building Concepts for RBI

For
Motivation – Part 2 – RBI Grade B 2018
 Purpose of Worksheet

The purpose of the worksheet is to help you build and apply concepts. It is very important to
apply what you have learned because RBI is putting up tweaked questions rather than direct
questions. Work sheet consists of

1. Fill in the blanks

2. True /False
3. MCQs
4. Match the column

Many of these you would be able to solve with the help of the document you have read
before this worksheet. But many of them will give new dimensions to your learning and will
test how much you can apply. But rest assured after doing this worksheet you will feel more
confident and that is all what matters

The answers along with explanation (wherever required) are given at the end of the
worksheet
1. Fill In the blanks
1. __________________ Theory argues that the strength of our tendency to act a certain
way depends on the strength of our expectation of a given outcome and its
attractiveness.
2. __________ in Vroom's expectancy theory refers to the perceived probability that a
promised reward will actually be received.
3. The theory that argues that employees will be motivated to achieve a goal only if they
believe they will be rewarded in a manner that is similar to their co-workers is most
likely to be _________.
4. _______________ Theory states that specific and challenging goals along with
appropriate feedback contribute to higher and better task performance.
5. _________________ explains internal process of choice among different behaviors.
6. ________________ contains the theories which gives an idea about what employees
wants or needs.
7. ___________ is the other persons, systems, or selves against which individuals
compare them to assess equity.
8. ________________ Theory says that behavior is a function of its consequences.
9. In reinforcement theory, events that strengthen the tendency to avoid an existing
undesirable state or condition are ________.

10. According to Hull, physiological needs result in psychological drive states that direct
behavior to meet the needs and, ultimately, bring the system back to
______________________.
11. _________________ is a sub-theory of Self-Determination Theory that focuses on
competence and autonomy while examining how intrinsic motivation is affected by
external forces.
12. According to Porter and Lawler's expectancy model, effort is a function of ________
and ________.

2. True/False

1. Valence is the belief that if you perform well then a value d outcome will be received.
2. According to goal setting theory, goals that are elementary to achieve and specific
tend to increase performance more than goals that are not.
3. Goal setting theory is based on five guiding principles namely, Clarity, Challenge,
Commitment, Feedback, and Task Complexity.
4. In Goal setting theory, Employees’ participation in goal is always desirable.
5. Adams' equity theory helps explain why pay and conditions alone do not determine
motivation.
 6. Equity Theory is based on the assumptions of equity norm, social comparison and
cognitive distortion.
7. Reinforcement theory ignores the inner state of the individual and concentrates
solely on what happens when he or she takes some action.
8. Reinforcement Theory concerns with what initiates behavior, and therefore , a theory
of motivation.
9. Porter and Lawler's theory is an extension over Vroom's expectancy theory.
10. According to Porter and Lawler's expectancy model, performance is determined by
effort, ability, traits and role perceptions.
11. Trust in the company is a factor which can impact the Effort-Performance
relationship for the employee

3. MCQs

1. Expectancy theory focuses on which relationships?

I. Effort–performance relationship

II. Performance-goals relationship

III. Performance–reward relationship

IV. Rewards–personal goals relationship

a. II, III and IV

b. Only I and II

c. II, III and IV

d. I, III and IV

2. In Vroom’s VIE model of motivation, instrumentality is:

a. The valence of first-level outcomes.

b. The valence of second-level outcomes.

c. The perceived strength of the connection between first and second level outcomes.

d. None of the above.

3. How can Vroom's expectancy theory be used to explain employee motivation?

 a. Once the hygiene factors are satisfied, workers will put forth more effort.

b. Once the relationship between effort and reward is linked in the employee's mind, he
will work harder.

c. Higher pay levels for everyone will lead to better effort from employees.

d. Employees organized in teams with minimal supervision will put forth greater effort.

e. More praise from supervisors will lead to a more motivated workforce.

4. Factor influencing the goals–performance relationship according to the goal setting theory
is/are:

a. Goal commitment

b. Task characteristics

c. National culture

d. All of the above

5. Who has authored the book "A Theory of Goal Setting and Task Performance"?

a. Edwin Locke

b. Edwin Locke and Gary Latham

c. Edwin Locke and Stacy Adam

d. Edwin Locke and Victor Vroom

6. According to goal-setting theory, which one of the following is not a motivating feature of
goals?

a. Participation in setting goals

b. Keeping goals vague

c. Challenging goals

d. Knowledge of results of past performance

7. Which one of the following is not listed in the SMART acronym for assessing a set of goals?

a. Specific

b. Achievable
 c. Adjustable

d. Measurable

8. In Locke’s (1975) view, Goal Setting theory is a:

a. Radically new theory of motivation.

b. Motivational technique rather than a theory of motivation.

c. Replacement for expectancy theory.

d. Replacement for equity theory.

9. Which theory of motivation starts with an assumption that employees are rational?

a. Goal setting theory

b. Expectancy theory

c. Reinforcement theory

d. Herzberg's Two-Factor theory

10. Which of the following statements is false about goal-setting theory?

a. Participation in goal setting is important for goal acceptance

b. Feedback is necessary for effective goal setting

c. A person must accept the goal for goal setting to be effective

d. Specific, difficult goals have a greater effect on performance than fuzzy goals

11. More recently, goal setting has been promoted in the form of ____________, a
management system that incorporates employee participation in decision making, goal
setting, and objective feedback.

a. objectives appraisal

b. management by objectives

c. performance outcomes

d. management review

12. The referents chosen by an employee according to the Equity theory can be:

I. Self-inside
 II. Self-outside

III. Others-outside

IV. Others-inside

a. I,II and III

b. I and III

c. II and IV

d. All of them

13. The employees who perceive inequity respond in different ways to reduce it. Choose the
correct ways:

I. Change their input or outcome

II. Change self-perception or perception of others

III. Quit the job

IV. Choose a different referent

a. II

b. II and III

c. III and IV

d. All are correct

14. In the Equity theory of motivation an individual’s motivation to put effort into a task is
influenced by whether:

a. The rewards he/she obtains are fair in comparison with rewards obtained by an other
person.

b. The person obtains the same rewards as other people.

c. Other people are less skilled than the individual.

d. Everyone is treated the same.

15. Giving a monkey a banana for performing a trick is an example of

a. Positive Reinforcement
 b. Negative Reinforcement

c. Continuous Reinforcement

d. Self- Reinforcement

16. All of the following are examples of negative reinforcement except

a. Punishment.

b. Taking away an unpleasant stimulus.

c. Being rewarded by being relieved of discomfort.

d. Avoidance learning or motivation.

17. B.F. Skinner's theory of learning through the consequences of our behavior is called

a. Classical conditioning

b. Operant conditioning

c. Modeling

d. Positive reinforcement

18. Operant conditioning is based on the following type of reinforcement.

a. Positive

b. Negative

c. Continuous

d. All of the above

19. Mike feels thirsty, drinks a glass of water, and no longer feels thirsty. In terms of drive
reduction theory, Mike has
a. Engaged in a fixed action pattern.
b. Been motivated by an incentive.
c. Been motivated by expectancy.
d. Achieved homeostasis.

20. Carolyn has been hiking in the mountains for several days and has run out of food. Her
primary focus is to find food. In terms of ___________, Carolyn will search for food until she
finds something to eat.
a. incentive theory
b. instinct theory
c. expectancy X theory
 d. drive theory of motivation

21. What, according to Hull, is reinforcing?

a. drive reduction
b. drive induction
c. incentive reduction
d. incentive deduction

22. In the Porter and Lawler expectancy model, in addition to effort, performance is mediated
by:

a. Personal attributes and traits.

b. Perceptions of role.
c. Both the first and second answers.
d. Neither the first nor second answer.

23. The “Big Five” personality dimensions that make up the five-factor model can be
expressed in the acronym,

a. OCEAN
b. CEASE
c. WHITE
d. NEURO

24. Self-efficacy is a factor in which of the following theories

a. Expectancy Theory
b. Goal Setting Theory
c. Equity Theory
d. Both a and b

25. Cognitive Evaluation Theory is stresses on which of the following?

a. Giving Importance to intrinsic motivation rather than external rewards

b. Competency and autonomy are must for intrinsic motivation
c. Constructive and encouraging feedback can result in enhancing need for external rewards
d. Both A, B and C
e. Only A and B

4. Match the Column

Term Meaning
Valence Theories explain how the motivation occurs in an
individual

Edwin Locke’s Goal Setting Theory The significance associated by an individual about
the expected outcome

Law of Effect The faith that if you perform well, then a valid
Outcome will be there

High Morale The faith that better efforts will result in better performance
Intrinsic Motivators Specific and challenging goals along with appropriate
feedback contribute to higher and better task performance

Negative Reinforcement An individual’s motivation level is correlated to his

perception of equity, fairness and justice practiced by the
management
Low Morale Response to stimuli that are followed by satisfaction
are strengthened but responses that are followed by
discomfort are weakened
Porter and Lawler’s Model Clark Hull’s Drive Reduction Theory

Homeostasis based theory Explains effects of external consequences on internal

motivation
Cognitive Evaluation Theory Performance is mediated by traits, ability and
perception of role
Adam’s Equity Theory Team work, Organizational commitment, sense of
belongingness in employees mind
Expectancy Greater grievances and conflicts in organization , High rate
of employee absenteeism and turnover

Process Theories Achievement, responsibility and competence

Instrumentality Pay, promotion, feedback

Extrinsic Motivators Rewarding an employee by removing negative /

undesirable consequences

Answers:

1. Fill in the blanks

1) Expectancy
2) Instrumentality
3) equity theory
4) goal-setting theory
5) expectancy theory
6) Content theories
7) Referents
8) Reinforcement
9) Negative reinforces
10) Homeostasis
11) Cognitive Evaluation Theory
12) the value of the reward; the perceived effort – reward probability

2. True/False
1) False – Valence means whether you value the award or not
2) False
3) True
4) False
Employees’ participation in goal is not always desirable. Participation in setting
the goal, however, makes the goal more acceptable and leads to more
involvement.
5) True
6) True
Employees expect a fair return for what they contribute to their jobs, a concept
referred to as the "equity norm".
Employees determine what their equitable return should be after comparing
their inputs and outcomes with those of their coworkers (social comparison).
Employees who perceive themselves as being in an inequitable situation will
seek to reduce the inequity either by distorting inputs and/or outcomes in their
own minds ("cognitive distortion"), by directly altering inputs and/or outputs,
or by leaving the organization.
7) True
8) False
It does not concern itself with what initiates behavior, it is not, strictly
speaking, a theory of motivation. But it does provide a powerful means of
analyzing what controls behavior.
9) True
10) True
 11) False. Trust is a factor which can impact the instrumentality and not the expectancy

3. MCQ’s

1) D – Directly from Notes

2) C – The first level outcome is effort performance and second level outcome is
performance-reward. Instrumentality is performance reward and hence is directly
connection between first and second level outcomes
3) B – Since this theory talks about effort-performance-reward-personal goals relationship
so option B is the right choice
4) D – In notes it is gives as self-efficacy but even task characteristics is a factor influencing
the Goals-Performance relationship
5) B
6) B – Goals need to be specific
7) C
8) B
9) B
10) A
11) B
12) D
13) D
14) A
15) A
16) A
17) B
18) D
19) D
20) D
21) A
22) C
23) A
24) D
25) E. Option C is wrong because cognitive evaluation theory says that if we give encouraging
feedback the intrinsic motivation is enhanced. Option A and B are anyways right

4. Match the Column

Correct Order
 Term
Valence
Edwin Locke’s Goal Setting Theory
Law of Effect
High Morale
Intrinsic Motivators
Negative Reinforcement
Low Morale
Porter and Lawler’s Model
Homeostasis based theory
Cognitive Evaluation Theory
Adam’s Equity Theory
Expectancy
Process Theories
Instrumentality
Extrinsic Motivators
Meaning
The significance associated by an individual about
the expected outcome
Specific and challenging goals along with appropriate
feedback contribute to higher and better task performance
Response to stimuli that are followed by satisfaction
are strengthened but responses that are followed by
discomfort are weakened
Team work, Organizational commitment, sense of
belongingness in employees mind
Achievement, responsibility and competence
Rewarding an employee by removing negative /
undesirable consequences
Greater grievances and conflicts in organization , High rate
of employee absenteeism and turnover
Performance is mediated by traits, ability and
perception of role
Clark Hull’s Drive Reduction Theory
Explains effects of external consequences on internal
motivation
An individual’s motivation level is correlated to his
perception of equity, fairness and justice practiced by the
management
The faith that better efforts will result in better performance
Theories explain how the motivation occurs in an
individual
The faith that if you perform well, then a valid
Outcome will be there
Pay, promotion, feedback