Test Bank for Organizational Behaviour Key Concepts

Canadian 5th Edition Kinicki Fugate Digby 1259087573

9781259087578

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5th-edition-kinicki-fugate-digby-1259087573-9781259087578/

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MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.

1) Psychological processes that cause the arousal, direction, and persistence of voluntary actions that
are goal directed is the definition for
A) content theories of motivation
B) theories of motivation
C) motivation
D) goal theory
E) persistence theory
Answer: C

2) The desire to accomplish something difficult; to master, manipulate, or organize physical objects,
human beings, or ideas are a part of McClelland's need for
A) job design
B) power
C) leadership
D) achievement
E) affiliation
Answer: D

3) Maslow's need hierarchy theory indicates which of the following needs?

A) self-actualization
B) safety
C) esteem
D) physiological
E) safety, physiological, esteem and self-actualization are all Maslow's needs
Answer: E

4) People who prefer to spend time maintaining social relationships, joining groups and wanting to be
loved most likely have a need for
A) esteem
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 B) affiliation
C) self-actualization
D) achievement
E) leadership
Answer: B

5) Equity theory is a motivational theory that explains how people strive for and
in social exchanges.
A) organization; development
B) fairness; justice
C) organization; justice
D) justice; development
E) fairness; job security
Answer: B

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 6) What are the three key concepts that make up the Vroom's expectancy theory?
A) expectancy, individualism, and valence
B) expectancy, instrumentality, and valence
C) expectancy, equity, and effort
D) equity, instrumentality, and valence
E) expectancy, instrumentality, and motivation
Answer: B

7) Which of the following is not a managerial implication of expectancy theory?

A) Determine the outcomes employees value
B) Identify good performance so appropriate behaviours can be rewarded
C) Link desired outcomes to targeted levels of performance
D) Make sure employees achieve targeted performance levels
E) Reward people for desired performance, and do not keep pay decisions secret
Answer: E

8) According to the managerial and organizational implications of expectancy theory, which of the
following implications are for organizations, not for managers?
A) accommodate individual differences by building flexibility into the motivation program.
B) make sure employees can achieve targeted performance levels.
C) monitor the reward system for inequities.
D) determine the outcomes employees value.
E) make sure a change in outcomes are large enough to motivate high effort.
Answer: A

9) The following are all prerequisites for linking performance and reward except:
A) Managers should use the performance ratings to differentially allocate rewards among
employees
B) Managers need valid and accurate performance ratings with which to compare employees
C) Managers need to determine the relative mix of individual versus team contributions to
performance then reward accordingly
D) Managers need to implement the same rewards for all employees
E) Managers need to develop and communicate performance standards to employees
Answer: D

10) Considering the expectancy theory, managers can enhance the effort by employees to meet
performance expectations by helping employees. Managers can do this by increasing employee
self-efficacy and:
A) setting very difficult goals
B) understanding employee expectations
C) monitoring valences for various rewards
D) providing support and coaching
E) providing an outcome contingent on performance
Answer: D

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11) If performance is measured at the individual level, rewards must be given
A) if the reward has a high valence
B) at the next performance appraisal
C) for individual achievement
D) for all team members
E) only if the whole company benefited
Answer: C

12) According to Locke's model, goal setting has four motivational mechanisms. Which of the
following is NOT considered a motivational mechanism?
A) goals increase persistence
B) goals regulate effort
C) goals initiate progressive conflict
D) goals foster development of strategies and action plans
E) goals direct attention
Answer: C

13) Goals should be set at a high level, but they should be achievable. This statement is advocating
which of the following?
A) setting goal feedback
B) setting goal commitment
C) setting goal specificity
D) setting goal participation
E) setting goal difficulty
Answer: C

14) Managers have gained insight from research based on goal setting. Which of the following is not an
accurate insight regarding goal setting?
A) specific high goals lead to greater performance
B) feedback enhances the effect of specific, difficult goals
C) goals commitment and monetary incentives affect goal setting outcomes
D) difficult goals lead to lower performance
E) participative goals, assigned goals, and self-set goals are all equally effective
Answer: D

15) Which of the following is NOT considered an intrinsic motivator?

A) Employee confidence in work completed
B) Job promotion
C) Fun and enjoyment at work
D) Freedom to express oneself
E) All of the choices are correct
Answer: B

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16) Anna, a market researcher, enjoys the freedom and independence she has over her job. Which core
job characteristic is Anna experiencing?
A) task significance
B) autonomy
C) skill variety
D) feedback
E) task identity
Answer: B

17) Which core job characteristic refers to an individual performing a whole or completely identifiable
piece of work?
A) feedback
B) task significance
C) task identity
D) autonomy
E) skill variety
Answer: C

18) Which of the following are core job characteristics according to the job characteristic model?
A) skill variety
B) skill variety, task identity and significance, autonomy, feedback from the job
C) autonomy
D) feedback from the job
E) task identity
Answer: B

19) Which three core job characteristics combine to determine the experienced meaningfulness at work?
A) skill variety, autonomy, and task identity
B) task significance, autonomy, and task identity
C) skill variety, feedback, and task significance
D) skill variety, autonomy, and feedback
E) skill variety, task significance, and task identity
Answer: E

20) The three specific ways to redesign jobs are:

A) needs, theories, and wants
B) job enlargement, job enrichment, and job rotation
C) advancement, assistantship, and affiliation
D) job enlargement, core job characteristics, and skill variety
E) turnover, performance, and absenteeism
Answer: B

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 21) Job enrichment allows an employee to
A) eliminate jobs they can't do
B) take on tasks that their co-workers can't do
C) eliminate jobs they don't like
D) take on tasks normally performed by their supervisors
E) take on tasks of their subordinates
Answer: D

22) In order to help employees achieve more work-life balance organizations are motivating their
employees with:
A) Job sharing
B) Flex-time
C) Compressed work weeks
D) Tele-commuting
E) All of the choices are correct
Answer: E

TRUE/FALSE. Write 'T' if the statement is true and 'F' if the statement is false.

23) One key managerial implication of Maslow's theory worth noting is that a satisfied need may lose its
motivational potential.
Answer: True False

24) One of the managerial implications associated with McClelland's need theory is that adults cannot
be trained to increase their achievement motivation.
Answer: True False

25) According to Herzberg's two-factor theory, recognition, stimulating work, responsibility, and
advancement are all considered to be components of hygiene factors.
Answer: True False

26) Equity theory explains how people strive for fairness and justice in social exchanges or
give-and-take relationships.
Answer: True False

27) Motivation, according to Vroom, boils down to the decision of how much effort to exert in a
specific task situation.
Answer: True False

28) The key concept, valence, within Vroom's expectancy model is a belief that effort leads to a specific
level of performance.
Answer: True False

29) Successful people have one thing in common; they do not set goals.
Answer: True False

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 30) Feedback enhances the effect of specific, difficult goals.
Answer: True False

31) Job design and job redesign both refer to any set of activities that involve the alteration of specific
jobs or interdependent systems of jobs with the intent of improving the quality of the employee job
experience and their productivity.
Answer: True False

32) Job enlargement entails modifying a job such that an employee has the opportunity to experience
stimulating work and advancement.
Answer: True False

33) Intrinsic motivation occurs when an individual is turned on to his or her work due to external
factors.
Answer: True False

34) Core job characteristics are common characteristics found to varying degrees in all jobs.
Answer: True False

35) The biological approach to job design emphasizes the reliability of work outcomes by examining
error rates.
Answer: True False

SHORT ANSWER. Write the word or phrase that best completes each statement or answers the question.

36) Sarah does the same job as Trevor and has the same position title. Both work the same hours and
talk throughout the day about their jobs. Recently, she discovered that Trevor had received a pay
increase while she had not. Using the equity theory as a model of motivation, explain what Sarah
may be feeling.
Answer: Refer to Figure 5.4. Sarah may be experiencing negative inequity as the comparison person is
receiving greater outcomes for similar inputs.

37) Researchers have proposed two general theories of motivation, content theories and process
theories. Provide two examples of each theory of motivation as well as implications for managers.
Answer: Content theories could be Maslow's Need Hierarchy Theory, Alderfer's ERG Theory,
Herzberg's Motivator-Hygiene Theory, or McClelland's Need Theory. Process theories could
be Equity Theory of Motivation, Expectancy Theory (Vroom's), or Goal-Setting Theory. Refer
to Table 5.1 for a summary of theories and approaches to motivation.

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38) Research indicates that goal setting is used by successful people. Reviews of the many goal-setting
studies conducted over the past few decades have given managers five practical insights. Explain
each of the practical insights about goal setting.
Answer: The five practical insights are (1) Specific high goals lead to a greater performance, (2)
Feedback enhances the effect of specific, difficult goals, (3) Participative goals, assigned
goals, and self-set goals are equally affective, (4) Action planning facilitates goal
accomplishment, and (5) Goal commitment and monetary incentives affect goal-setting
outcomes.


39) A top performing employee has over the past several months appeared less motivated. He has not
met his targets set by his quarterly goals. What motivational approaches to job design could be
considered in an attempt to improve his job satisfaction and motivation?
Answer: The textbook discussed four key motivational approaches: (1) job enlargement, (2) job
enrichment, (3) job rotation, and (4) a contingency approach called job characteristics model.
The answer should incorporate one or all of these areas along with an explanation of why this
would be an effective technique.

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Answer Key
Testname: UNTITLED3

1) C
2) D
3) E
4) B
5) B
6) B
7) E
8) A
9) D
10) D
11) C
12) C
13) C
14) D
15) B
16) B
17) C
18) B
19) E
20) B
21) D
22) E
23) TRUE
24) FALSE
25) FALSE
26) TRUE
27) TRUE
28) FALSE
29) FALSE
30) TRUE
31) TRUE
32) FALSE
33) FALSE
34) TRUE
35) FALSE
36) Refer to Figure 5.4. Sarah may be experiencing negative inequity as the comparison person is receiving
greater outcomes for similar inputs.
37) Content theories could be Maslow's Need Hierarchy Theory, Alderfer's ERG Theory, Herzberg's
Motivator-Hygiene Theory, or McClelland's Need Theory. Process theories could be Equity Theory of
Motivation, Expectancy Theory (Vroom's), or Goal-Setting Theory. Refer to Table 5.1 for a summary of
theories and approaches to motivation.
38) The five practical insights are (1) Specific high goals lead to a greater performance, (2) Feedback enhances
the effect of specific, difficult goals, (3) Participative goals, assigned goals, and self-set goals are equally
affective, (4) Action planning facilitates goal accomplishment, and (5) Goal commitment and monetary
incentives affect goal-setting outcomes.


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Answer Key
Testname: UNTITLED3

39) The textbook discussed four key motivational approaches: (1) job enlargement, (2) job enrichment, (3) job
rotation, and (4) a contingency approach called job characteristics model. The answer should incorporate
one or all of these areas along with an explanation of why this would be an effective technique.

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