ORGB 4 4th Edition Nelson Test Bank 1

Test Bank for ORGB 4 4th Edition Nelson Quick
1285423267 9781285423265
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1. The process of arousing and sustaining goal-directed behavior is called:

a. energizing.
b. psychoanalysis.
c. motivation.
d. affiliation.
ANSWER: c
DIFFICULTY: Easy
LEARNING OBJECTIVES: ORGB.NELS.15.05.01
NATIONAL STANDARDS: United States - BUSPROG: Analytic
STATE STANDARDS: United States - Ohio - DISC: Motivation Concepts
KEYWORDS: Bloom's: Knowledge
2. The proposition that a person's life was founded on the compulsion to work and the power of love is related to the:
a. Protestant ethic.
b. psychoanalytic approach.
c. process theories.
d. Calvinistic perspective on motivation.
ANSWER: b
DIFFICULTY: Easy
3. According to the Protestant ethic, a person should work hard because hard work and prosperity would lead to a
place in heaven. The organizational scholar who advanced the Protestant Ethic notion was .
a. John Calvin
b. Sigmund Freud
c. Adam Smith
d. Max Weber
ANSWER: d
DIFFICULTY: Easy
4. Which of the following statements is most accurate regarding the current state of motivation theories?
a. The reinforcement approach to motivation has been found to be superior to other motivational models.
b. Freud's psychodynamic theory of motivation has generally been supported with the strongest empirical
evidence.
c. There are several approaches to motivation, and one or another may be useful in specific organizational
contexts, with specific individuals or groups, at different times.
d. The motivational models that make strong economic assumptions regarding human motivation have received
the most universal acceptance.
ANSWER: c
DIFFICULTY: Moderate
KEYWORDS: Bloom's: Comprehension
5. Frederick Taylor's scientific management advanced the idea that:

a. unfulfilled needs acted as motivation.
b. the relationship of management and labor should be one of cooperation rather than conflict.
c. money was not a motivator.
d. self-interest and economic gain are motivators for the owners of production and not the employees of
owners.
ANSWER: b
6. The basic motivational assumption within Taylor's scientific management is the same as within Adam Smith's
political economic notions which holds that:
a. both intrinsic and extrinsic factors influence motivation.
b. ungratified needs motivate behavior.
c. individuals are largely motivated by power, affiliation, and achievement.
d. people are motivated by self-interest and economic gain.
ANSWER: d
7. Adam Smith formulated the "invisible hand" and the free market to explain the motivation for individual behavior.
The "invisible hand" refers to:
a. personal ethics in a free market system.
b. unconscious motives.
c. internal needs.
d. unseen forces of a free market system.
ANSWER: d
8. Modern management practices such as employee management recognition programs, flexible benefit packages, and
stock ownership plans emphasize:
a. internal needs.
b. intrinsic motivation.
c. external incentives.
d. the principle of the psychodynamic theory.
ANSWER: c
DIFFICULTY: Easy
9. An approach to employee motivation that considers both psychological needs and external incentives is:
a. psychodynamic theory.
b. McGregor’s Theory X and Theory Y.
c. psychological ownership.
d. organizational citizenship behavior.
ANSWER: c
DIFFICULTY: Easy
10. All of the following are drives or needs that underlie employee motivation Except:
a. to acquire.
b. to bond.
c. to achieve.
d. to comprehend.
ANSWER: d
DIFFICULTY: Easy
11. Maslow's hierarchy of needs model begins with needs and ends with needs.
a. security; social
b. achievement; security
c. esteem; affiliation
d. physiological; self-actualization
ANSWER: d
DIFFICULTY: Easy
12. Assume you own and operate a small printing and specialty advertising business that employs 25 persons. With
increased health care costs and related insurance premiums you are contemplating the cancellation of health and
hospitalization insurance for your employees. Your decision may cause your employees to become greatly
concerned about:
a. self-esteem needs.
b. affiliation needs.
c. safety and security needs.
d. self-actualization needs.
ANSWER: c
NATIONAL STANDARDS: United States - BUSPROG: Reflective Thinking
KEYWORDS: Bloom's: Application
13. Alderfer's growth need category corresponds to Maslow's:
a. interpersonal love needs.
b. safety and security needs.
c. social needs.
d. self-esteem and self-actualization needs.
ANSWER: d
DIFFICULTY: Easy
14. Maslow's hierarchy of needs model helps to explain that employees are always motivated to satisfy one or more
needs but that:
a. a satisfied need is no longer a motivator and employees progress to the next higher order of needs.
b. high-order needs are rarely met even in a minimal fashion and play a negligible role in motivating employees.
c. lower-order needs are never met and play a minimal role in motivating employees.
d. progression to a higher order of needs does not occur.
ANSWER: a
15. Assume you have accepted a job offer and will shortly begin working in your first professional position. The firm
has provided a very competitive salary and benefit package. Your attention is now directed to learning and
advancement opportunities. According to Alderfer and McGregor, these are:
a. relatedness and Theory X concerns.
b. existence and Theory Y concerns.
c. growth and Theory Y concerns.
d. neither Theory X nor Y concerns.
ANSWER: c
NATIONAL STANDARDS: United States - BUSPROG: Reflective Thinking
16. McGregor believed that Theory X assumptions were appropriate for:
a. individuals located at the top of the organization.
b. employees located at the lower level of the organization.
c. individuals motivated by lower order needs.
d. individuals motivated by higher order needs.
ANSWER: c
DIFFICULTY: Easy
17. Maslow's progression hypothesis states that:

a. as one level of need is satisfied, an individual considers the next higher level of need as a source of
motivation.
b. it is important to focus more on the physical and economic needs of individuals than on their psychological
and interpersonal needs.
c. individuals will move up the hierarchy of needs as well as down the hierarchy.
d. higher order needs are more important than lower order needs.
ANSWER: a
18. Persons who have a strong desire to influence others are high in the:
a. need for achievement.
b. need for affiliation.
c. need for safety.
d. need for power.
ANSWER: d
DIFFICULTY: Easy
19. All of the following are need for achievement concerns except:
a. challenging goals.
b. task difficulty.
c. improvement.
d. supervisory control.
ANSWER: d
20. According to McClelland's research, successful managers tend to have a high need for:
a. personalized power.
b. achievement.
c. affiliation.
d. security.
ANSWER: b
DIFFICULTY: Easy
21. The Thematic Apperception Test (TAT) is used to measure:

a. a person's tendency to not use perception.
b. the achievement motive of an individual.
c. the equity perceptions of an individual.
d. cognitive themes of an individual.
ANSWER: b
DIFFICULTY: Easy
22. Management Sciences for Health CEO Jonathan Quick displayed a high need for socialized versus personalized
power. He would probably:
a. be an effective leader and have concern for others.
b. be disruptive because of his high need for power.
c. also score high on individual power.
d. be more effective if he scored higher on personalized versus socialized power.
ANSWER: a
23. According to Herzberg, a major difference between motivator and hygiene factors includes:
a. motivation factors are controlled by supervisors and hygiene factors are contained within the job.
b. motivation factors are important to a certain level but unimportant beyond that threshold whereas hygiene
factors are essential for enhancing employee motivation.
c. motivation factors concern negative aspects of the job environment and hygiene factors deal with personal
appearance.
d. motivation factors relate to job satisfaction and hygiene factors relate to job dissatisfaction.
ANSWER: d
24. After working as a sales associate in an appliance store for six months, you begin to become dissatisfied with
various rules and regulations at the workplace, or:
a. motivator factors.
b. Theory Y assumptions.
c. hygiene factors.
d. relatedness concerns.
ANSWER: c
25. Which of the following has been identified as both a hygiene and motivational factor in research done on Herzberg's
two-factor theory?
a. Achievement
b. Coworker relations
c. Advancement
d. Pay
ANSWER: d
DIFFICULTY: Easy
26. Which of the following is considered a motivating factor in Herzberg's two-factor theory?
a. Recognition
b. Fringe benefits
c. Supervision
d. Working conditions
ANSWER: a
DIFFICULTY: Easy
27. Which of the following would be considered a valid conclusion regarding Herzberg's two-factor theory?
a. The presence of motivation factors is not necessarily essential to enhancing employee motivation to excel at
work.
b. Hygiene factors are of critical value to enhancing motivation.
c. The model has adequately addressed individual differences.
d. Hygiene factors are important to a certain level but unimportant beyond that threshold.
ANSWER: d
28. Which of the following would NOT be considered a valid criticism of Herzberg's two-factor theory?
a. Data have not been provided that support a clear separation of hygiene and motivator factors.
b. There is an absence of individual differences in the theory.
c. Hygiene factors are more important in determining satisfaction or dissatisfaction on the job.
d. Most of the supporting data for the model has come from Herzberg's students using the critical incident
technique.
ANSWER: c
29. The sets of needs related to the animalistic avoidance of pain and human desire for psychological growth form the
basis for:
a. Theory X & Theory Y.
b. Maslow's hierarchy of needs.
c. McClelland's need theory.
d. Herzberg's two-factor theory.
ANSWER: d
DIFFICULTY: Easy
30. According to Herzberg, which of the following factors are related to job dissatisfaction?
a. Motivation factors
b. Hygiene factors
c. Lower-order needs
d. The absence of motivation factors
ANSWER: b
DIFFICULTY: Easy
31. A key understanding to the relationship between hygiene and motivation factors is that:
a. they are interdependent.
b. they are positively related.
c. they are additive.
d. they are independent.
ANSWER: d
32. All of the following would be consistent with new ideas in motivation except:
a. eustress.
b. that individuals need to be activated by unmet needs.
c. that individuals are motivated by their own physical, emotional, mental, and spiritual energy.
d. that energy recovery is as important as energy expenditure.
ANSWER: b
33. Eustress most accurately reflects:

a. the notion that each individual is responsible for managing acceptable levels of stress.
b. that each individual has different levels of stress that he or she can effectively manage.
c. the positive side of stress that is healthy and normal.
d. the negative side of stress that leads to ill health.
ANSWER: c
34. All of the following are demands an organization can place on an employee except:
a. deadlines.
b. quality standards.
c. advancement opportunities.
d. production quotas.
ANSWER: c
35. Equity theory is a(n) .

a. need approach to motivation.
b. external approach to motivation.
c. social exchange process approach to motivation.
d. critical-incident technique approach to motivation.
ANSWER: c
DIFFICULTY: Easy
36. As a member of a study group, you feel that others are making minimal contributions. In this situation you are
LEAST likely to:
a. praise the inputs of others.
b. increase your contribution.
c. complain about others' contributions.
d. withdraw from the group.
ANSWER: b
37. According to the the equity theory, when employees view managers as being overpaid, the employees may:
a. work harder.
b. not change.
c. reduce their commitment.
d. become more efficient.
ANSWER: c
38. Which of the following would be the best framework if you use calculated involvement as a basis for understanding
a person's relationship with a work organization?
a. Need theory
b. Content theory
c. Social exchange
d. Vroom's personal perception expectancy model
ANSWER: c
39. Under the theory of inequity, people are motivated when:

a. they are in equilibrium with perceptions of inputs and outcomes.
b. they can see that their inputs lead to rewards.
c. they can identify that social needs are being satisfied in relation to job expectations.
d. they find themselves in a situation they see as unfair.
ANSWER: d
40. An important theoretical revision to Adams' original equity theory formulation involves individual preferences for
equity. An equity sensitive individual is someone:
a. comfortable with an equity ratio less than his or her comparison other.
b. comfortable with an equity ratio greater than that of his or her comparison other.
c. who prefers an equity ratio equal to that of his or her comparison other.
d. uncomfortable with a ratio either lesser or greater than that of his or her comparison other.
ANSWER: c
DIFFICULTY: Easy
41. The importance and value placed on a reward in expectancy theory is known as:
a. need.
b. instrumentality.
c. likelihood.
d. valence.
ANSWER: d
DIFFICULTY: Easy
42. The close linkage of to performance under expectancy theory is crucial for enhancing motivation.
a. knowledge and skill
b. rewards
c. equity
d. satisfaction
ANSWER: b
DIFFICULTY: Easy
43. The motivation theory that holds that employee motivation is determined by the belief that a valued outcome will
result from effort is called the:
a. equity theory.
b. goal-setting theory.
c. expectancy theory.
d. two-factor theory.
ANSWER: c
DIFFICULTY: Easy
44. The belief that performance is connected to rewards is known as:

a. expectancy.
b. instrumentality.
c. valence.
d. probability or likelihood.
ANSWER: b
DIFFICULTY: Easy
45. The expectancy theory of motivation focuses on:

a. individual needs.
b. social exchange processes.
c. personal perceptions.
d. learning.
ANSWER: c
DIFFICULTY: Easy
46. Which of the following would NOT be considered a weakness of expectancy theory?
a. The theory assumes a person is totally rational.
b. The theory's complexity has made it difficult to test.
c. The measures of instrumentality, valence, and expectancy have only weak validity.
d. The values for each construct have been relatively stable over time.
ANSWER: d
47. The expectancy theory prediction that people work to maximize their personal outcomes is consistent with:
a. Adams' equity theory of social exchange contributions/inputs.
b. Adam Smith's ideas of working in one's own self interest.
c. Maslow's hierarchy of need and the progression hypothesis.
d. Herzberg's emphasis on pay and hygiene factors.
ANSWER: b
DIFFICULTY: Easy
48. External theories of motivation include need models, equity and expectancy theories, as well as goal-setting
approaches.
a. True
b. False
ANSWER: False
DIFFICULTY: Easy
49. Managers elicit more intrinsic motivation and engagement from their employees when they support them to make
progress in meaningful work.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
50. To believe that people are motivated by "enlightened" self-interest is consistent with Adam Smith's view on
motivation.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
51. Maslow's theory says that only ungratified needs motivate behavior.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
52. A distinguishing feature of Maslow's need hierarchy is the progression hypothesis that says only ungratified needs
motivate behavior.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
53. The ERG theory organizes human needs into the categories of existence, relatedness, and growth.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
54. Alderfer's growth need, McClelland's need for achievement, and Maslow's self-actualization are similar.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
55. McGregor's Theory Y rests on the higher order needs of Maslow's need hierarchy.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
56. According to McClelland’s need theory, the increased emphasis on teamwork focuses attention on satisfaction of
social and affiliation needs.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
57. Motivation factors relate to job satisfaction and hygiene factors relate to job dissatisfaction in Herzberg's model.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
58. Eustress leads us to draw on positive emotions at work.

a. True
b. False
ANSWER: True
DIFFICULTY: Easy
59. An employee experiences only distress when confronted with a challenging or difficult work situation.
a. True
b. False
ANSWER: False
DIFFICULTY: Easy
60. A new line of research called full engagement emphasizes the management of energy rather than management of
time.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
61. Organizations with high levels of employee engagement perform well financially, even in volatile economic times.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
62. Company status is a contribution made by an organization in the individual–organizational exchange relationship.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
63. When an employee's knowledge and skills match job task demands, an acceptable individual–organizational match
will take place.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
64. Inequity exists when one person's ratio of inputs to outputs is different than the ratio of a comparison person.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
65. Instrumentality is the value of a reward.
a. True
b. False
ANSWER: False
DIFFICULTY: Easy
66. Expectancy theory assumes that an individual is rational and acts as a minicomputer, calculating probabilities and
values.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
67. As organizations become increasingly international, pay inequities will become less prevalent.
a. True
b. False
ANSWER: False
DIFFICULTY: Easy
68. Expectancy theory holds up more strongly in cultures that value individualism.
a. True
b. False
ANSWER: True
DIFFICULTY: Easy
69. Needs of workers are similar across cultures.
a. True
b. False
ANSWER: False
DIFFICULTY: Easy
70. Maslow and Herzberg approached the study of motivation somewhat differently, but there were also similarities in
their ideas. Compare and contrast their views of motivation.
ANSWER: Maslow's theory of motivation is based on a five-level need hierarchy with needs
arranged as follows: physiological, safety and security, social, esteem, and self-
actualization. As lower-level needs become satisfied, higher-level needs become
activated and are of greater importance. A satisfied need is no longer a motivator.
Herzberg identified factors of the work environment as hygiene factors. When these
factors are inadequate, the worker experiences dissatisfaction. Hygiene factors
include pay, supervision, company policy, salary, and other working conditions. If
these factors are present, it needn't necessarily produce job satisfaction. Factors
within (or intrinsic to) the job were labeled by Herzberg as motivators. These include
responsibility, achievement, recognition, advancement, and the task itself. When these
factors are present, they improve a worker's effort and performance. Somewhat
contrary to Maslow's theory, a satisfying situation can be motivational.
ORGB.NELS.15.05.04
71. Is McGregor's Theory Y more appropriate given today's issues of managing organizational behavior? Explain.
ANSWER: Yes. Employee empowerment, participative management, teamwork, total quality

management, and other modern management approaches and techniques can be
facilitated more easily under a Theory Y set of assumptions about employees. Theory
Y recognizes employee initiative, employee interest in self-improvement, and
employee willingness to assume greater responsibilities. The interests and abilities of
employees can be more fully utilized under a Theory Y approach.
72. What are some of the characteristics of high achievers?
ANSWER: High achievers prefer to be in situations where they fully use their talents and apply
their knowledge. They set moderate goals, or ones that are achievable. They like to
receive feedback concerning how well they are performing. Finally, high achievers do
not like having external events or other people interfere with progress toward goals.
In addition, high achievers (1) often hope and plan for success: (2) may be quite
content to work alone or with other people, whichever is more appropriate to their
task; and (3) like being very good at what they do so and, accordingly, tend to develop
expertise and competence in their chosen endeavors.
DIFFICULTY: Easy
73. Briefly identify and explain two new ideas of motivation.
ANSWER: One new idea centers on eustress, strength, and hope. Eustress is healthy, normal
stress. Aligned with eustress is the finding of positive meaning in work, displaying
courage and principled action, and drawing on positive emotions at work. This new,
positive perspective on organizational life encourages optimism, hope, and health for
people at work. Rather than focusing on individual’s needs, this new idea focuses on
the individual’s interpretation of events.
The second new idea in motivation takes lessons learned from professional athletes.
The second approach centers on the management of energy rather than time and the
strategic use of disengagement to balance the power of full engagement. This
approach suggests that individuals do not need to be activated by unmet needs but are
already activated by their own physical, emotional, mental, and spiritual energy.
74. Equity theory can be used to explain consequences stemming from differences in pay. Assume many employees in
a department feel underpaid. How would their behavior and performance be?
ANSWER: The employees could react to the situation in a number of ways. Some employees
could reduce their contributions or performance. Others could leave the organization.
Some employees could change the persons they used as their comparison other. Or,
they could rationalize the inequity and eventually accept it, and a few employees could
even try to alter their comparison other's inputs and outputs.
75. How can expectancy theory be used to understand behavior and predict performance?
ANSWER: If a person's valued outcomes are known, if the likelihood of achieving these
outcomes is realistic, and if one's efforts lead to high performance which in turn
results in receipt of valued outcomes, the work situation can be adjusted by the
supervisors to enhance employee success.
Match the following:

a. The process of arousing and sustaining goal-directed behavior
b. Work conditions related to dissatisfaction caused by discomfort or pain
c. Factors and conditions outside the person that may explain and predict a person's behavior
d. What is most appropriate and beneficial to an individual
e. Attributes and characteristics inside an individual that determine behavior
DIFFICULTY: Easy
ORGB.NELS.15.05.02
76. Hygiene factors
ANSWER: b
77. External incentives
ANSWER: c
78. Motivation
ANSWER: a
79. Self-Interest
ANSWER: d
80. Internal needs
ANSWER: e
a. Basic needs for food and water
b. The assumption that people naturally resist change
c. Fulfillment of potential
d. Feeling of self-worth
e. Assumptions of how to manage individuals who are motivated by higher-order needs
DIFFICULTY: Easy
81. Self-esteem
ANSWER: d
82. Physiological needs
ANSWER: a
83. Theory Y assumptions
ANSWER: e
84. Theory X assumption
ANSWER: b
85. Self-actualization
ANSWER: c
a. A projective test used extensively by David McClelland
b. Desire to accomplish goals and perform at high level
c. Desire to dominate others
d. Company policy and working conditions in the two-factor theory
e. Interest in being around others and developing meaningful relationships
DIFFICULTY: Easy
ORGB.NELS.15.05.04
86. Need for achievement
ANSWER: b
87. Need for affiliation
ANSWER: e
88. Hygiene factors
ANSWER: d
89. TAT
ANSWER: a
90. Need for power
ANSWER: c
a. Needs hierarchy theory
b. Two-factor theory
c. Expectancy theory
d. Equity theory
e. Needs theory
DIFFICULTY: Easy
ORGB.NELS.15.05.03
ORGB.NELS.15.05.04
ORGB.NELS.15.05.06
ORGB.NELS.15.05.07
91. McClelland
ANSWER: e
92. Adams
ANSWER: d
93. Herzberg
ANSWER: b
94. Maslow
ANSWER: a
95. Vroom
ANSWER: c
a. The likelihood that one's efforts will lead to performance
b. A person's feeling of fairness
c. Importance and value of an outcome
d. The belief that performance is linked to rewards
e. Helps understand an individual's altruistic, fair, and equitable behavior
DIFFICULTY: Easy
96. Expectancy
ANSWER: a
97. Moral maturity
ANSWER: e
98. Valence
ANSWER: c
99. Equity
ANSWER: b
100. Instrumentality
ANSWER: d

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Test Bank for ORGB 4 4th Edition Nelson Quick

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1. The process of arousing and sustaining goal-directed behavior is called:

5. Frederick Taylor's scientific management advanced the idea that:

17. Maslow's progression hypothesis states that:

21. The Thematic Apperception Test (TAT) is used to measure:

33. Eustress most accurately reflects:

35. Equity theory is a(n) .

39. Under the theory of inequity, people are motivated when:

44. The belief that performance is connected to rewards is known as:

45. The expectancy theory of motivation focuses on:

58. Eustress leads us to draw on positive emotions at work.

ANSWER: Yes. Employee empowerment, participative management, teamwork, total quality

73. Briefly identify and explain two new ideas of motivation.

Match the following:

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