Principles of Organizational Behavior Realities and Challenges 6th Edition Quick Test Bank 1

Principles of Organizational Behavior Re-
alities and Challenges 6th Edition Quick

Test Bank
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CHAPTER 5—MOTIVATION AT WORK
MULTIPLE CHOICE
1. Which of the following companies is a member of the Working Mother Hall of Fame?
a. American Express
b. Timberland
c. Caribou Coffee
d. Google
ANS: A PTS: 1 DIF: Moderate REF: p. 151
NAT: AACSB Analytic | Motivation Concepts TOP: Thinking Ahead
MSC: K&C
2. The process of arousing and sustaining goal-directed behavior is called:

a. energizing
b. goal setting
c. motivation
d. expectancy theory
ANS: C PTS: 1 DIF: Easy REF: p. 152
NAT: AACSB Reflective Thinking | Motivation Concepts
TOP: Motivation and Work Behavior MSC: K&C
TB5-1
This edition is intended for use outside of the U.S. only, with content that may be different from the U.S. Edition. This may not be resold,
copied, or distributed without the prior consent of the publisher.
3. The proposition that a person's life was founded on the compulsion to work and the power of love is
known as:
a. the Protestant ethic
b. psychodynamic theory
c. motivation
d. the Calvinistic perspective
ANS: B PTS: 1 DIF: Moderate REF: p. 152
4. 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
ANS: D PTS: 1 DIF: Easy REF: p. 152
TB5-2
5. 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.
ANS: C PTS: 1 DIF: Moderate REF: p. 152
TOP: Motivation and Work Behavior MSC: S&E
6. 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
7. The basic motivational assumption within Taylor's scientific management is the same as within Adam
Smith's political economic notions which is:
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
8. Adam Smith formulated the "invisible hand" and the free market to explain the motivation for
individual behavior. The "invisible hand" refers to:
a. psychological determinants of behavior
b. unconscious motives
c. internal needs
d. unseen forces of a free market system
TB5-3
9. 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. psychodynamic theory
10. 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
11. Maslow's hierarchy of needs model begins with __________ needs and ends with __________ needs.
a. security, social
b. achievement, power
c. power, affiliation
d. physiological, self-actualization
ANS: D PTS: 1 DIF: Moderate REF: p. 156
NAT: AACSB Reflective Thinking | Motivation Concepts TOP: Maslow's Need Hierarchy
MSC: K&C
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
NAT: AACSB Analytic | Motivation Concepts TOP: Maslow's Need Hierarchy
MSC: appl.
TB5-4
13. Alderfer's growth need category corresponds to Maslow's:
a. interpersonal esteem needs
b. safety and security needs
c. social needs
d. self-esteem and self-actualization needs
MSC: K&C
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
b. high order needs are rarely met even in a minimal fashion
c. need categories are randomly experienced rather than in a particular sequence
d. regression down the needs chain does not occur
MSC: K&C
15. Assume you have accepted a job offer and will shortly begin working in your first professional
position. The firm provides 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. Theory X and relatedness concerns
b. existence and Theory Y concerns
c. growth and Theory Y concerns
d. neither Theory X nor Y concerns
ANS: C PTS: 1 DIF: Hard REF: p. 157
NAT: AACSB Analytic | Motivation Concepts TOP: Maslow's Need Hierarchy
MSC: appl.
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
MSC: S&E
17. Maslow's progression hypothesis states:

a. only ungratified needs motivate behavior
b. needs are ordered
c. individuals will move down the hierarchy as well as up the hierarchy
d. higher order needs are more important than lower order needs
ANS: A PTS: 1 DIF: Easy REF: p. 158
MSC: K&C
TB5-5
18. Persons who have a strong desire to control others are high in:
a. need for achievement
b. need for affiliation
c. need for safety and security
d. need for power
NAT: AACSB Reflective Thinking | Motivation Concepts TOP: McClelland's Need Theory
MSC: K&C
19. All of the following are need for achievement concerns except:
a. challenging goals
b. task difficulty
c. improvement
d. supervisory control
ANS: D PTS: 1 DIF: Hard REF: p. 158
MSC: appl.
20. According to McClelland's research, successful managers tend to have a high need for:
a. power and dominance
b. achievement
c. affiliation
d. security
MSC: K&C
21. The Thematic Apperception Test (TAT) is used to measure:

a. a person's tendency to not use perception
b. the achievement motive
c. equity perceptions
d. cognitive themes
MSC: K&C
22. According to Herzberg, a major difference between motivator and hygiene factors includes:
a. motivators are controlled by supervisors and hygienes are contained within the job
b. hygiene factors allow self-actualization when present whereas motivation factors can only
be activated when pay and benefits are acceptable
c. hygiene factors deal with personal appearance and motivators concern negative aspects of
the job environment
d. motivators deal with job characteristics that are intrinsic to the job and hygiene factors
deal with characteristics of the work environment or factors extrinsic to the job
TOP: Herzberg's Two-Factor Theory MSC: K&C
TB5-6
23. After working as a sales associate in an appliance store for six months, you begin to become
dissatisfied with various rules and regulations, or:
a. motivator factors
b. Theory Y assumptions
c. hygiene factors
d. relatedness concerns
TOP: Herzberg's Two-Factor Theory MSC: appl.
24. 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
25. 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
26. 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 of some importance up to a threshold level.
TOP: Herzberg's Two-Factor Theory MSC: analysis
TB5-7
27. 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. Extrinsic factors may be 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.
TOP: Herzberg's Two-Factor Theory MSC: analysis
28. 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 need theory
d. Herzberg's two-factor theory
TOP: Herzberg's Two-Factor Theory MSC: S&E
29. According to Herzberg, which factors are related to job dissatisfaction?

a. motivation factors
b. hygiene factors
c. lower level needs
d. the absence of motivation factors
ANS: B PTS: 1 DIF: Easy REF: p. 160
30. A key understanding to the relationship between hygiene and motivation factors is:
a. they are interdependent
b. they are positively related
c. they are additive
d. they are independent
TOP: Herzberg's Two-Factor Theory MSC: S&E
TB5-8
31. All of the following would be consistent with new ideas in motivation except:
a. eustress
b. individuals need to be activated by unmet needs
c. individuals are motivated by their own physical, emotional, mental, and spiritual energy
d. energy recovery is as or more important then energy expenditure
TOP: Two New Ideas in Motivation MSC: K&C
32. Eustress most accurately reflects:

a. the notion that each individual is responsible for managing acceptable levels of stress
b. each individual has different levels of stress that they can effectively manage
c. the positive side of stress which is healthy and normal
d. the negative side of stress and its impact on health
TOP: Two New Ideas in Motivation MSC: K&C
33. All of the following are demands the organization can place on the employee except:
a. deadlines
b. quality standards
c. advancement opportunities
d. production quotas
TOP: Social Exchange and Equity Theory MSC: appl.
34. Which of the following organizational demands—individual contributions match is incorrect?

a. task requirements—effort and energy
b. rules—compliance
c. deadlines—on time delivery
d. confidentiality—external professional contracts
35. Equity theory is a/an:

a. need approach to motivation
b. external approach to motivation
c. process approach to motivation
d. content motivation model
TOP: Social Exchange and Equity Theory MSC: K&C
TB5-9
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 participation and contribution
c. reduce your contribution
d. withdraw from the group
ANS: B PTS: 1 DIF: Hard REF: p. 164
NAT: AACSB Analytic | Motivation Concepts
37. When employees view managers as being overpaid, workers may:

a. work harder
b. not change
c. reduce their commitment
d. become more efficient
38. If you use calculated involvements as a basis for understanding a person's relationship with a work
organization, which of the following would be the best framework?
a. need theory
b. content theory
c. social exchange
d. Vroom's personal perception expectancy model
TOP: Social Exchange and Equity Theory MSC: K&C
39. Under equity theory, people are motivated when:

a. they are in equilibrium with perceptions of inputs and outcomes
b. they can see that their inputs will lead to rewards that are valued
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
40. An important theoretical revision to Adams's original equity theory formulation involves individual
preferences for equity. An equity sensitive individual is:
a. someone comfortable with an equity ratio less than their comparison other
b. someone comfortable with an equity ratio greater than that of his or her comparison other
c. someone who prefers an equity ratio equal to that of their comparison other
d. someone who is uncomfortable with a ratio either less or greater than comparison other
TOP: Social Exchange and Equity Theory MSC: analysis
TB5-10
41. The importance and value placed on a reward in expectancy theory is known as:
a. need satisfaction
b. instrumentality
c. likelihood
d. valence
TOP: Expectancy Theory of Motivation MSC: K&C
42. According to expectancy theory of motivation, individuals will make choices based on:
a. dissatisfaction
b. feelings of equity
c. anticipated outcomes of those choices or decisions
d. unfulfilled needs
43. The close linkage of __________ to performance under expectancy theory is crucial for enhancing
motivation.
a. knowledge and skill
b. rewards
c. equity
d. satisfaction
44. In the case of repeated failure under expectancy theory, an employee may:
a. greatly increase input
b. raise outcome valence
c. reduce effort
d. increase effort when the likelihood of reward has dropped
45. The motivation theory that holds that employee motivation is determined by the belief that a valued
outcome will result from effort is called:
a. equity theory
b. goal-setting theory
c. expectancy theory
d. two-factor theory
TB5-11
46. The belief that performance is connected to rewards is known as:
a. expectancy
b. instrumentality
c. valence
d. probability or likelihood
47. Under the expectancy theory of motivation, the employee can most easily adjust:
a. the reward
b. expectancy
c. reward distribution
d. effort
48. The expectancy theory of motivation focuses on:

a. individual needs
b. social process
c. personal perceptions
d. learning
49. Which of the following would not be considered a weakness of expectancy theory?
a. The theory assumes a person is total 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.
50. Expectancy theory would be most consistent with:

a. the ideas of Kohlberg and moral maturity
b. the ideas of Adam Smith and self-interest
c. the ideas of Herzberg and job design
d. the ideas of Maslow and basic needs
TB5-12
51. Under expectancy theory, a person's motivation increases along with the belief that effort leads to
performance and:
a. the reward is valued
b. that performance leads to rewards
c. the reward is equitable
d. that performance leads to rewards and the reward is valued
TOP: Expectancy Theory of Motivation MSC: appl.
52. The expectancy theory prediction that people work to maximize their personal outcomes is consistent
with:
a. Adams's 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
ANS: B PTS: 1 DIF: Hard REF: p. 169
TOP: Expectancy Theory of Motivation MSC: analysis
TRUE/FALSE
1. Expectancy theory holds up more strongly in cultures that value individualism.
ANS: T PTS: 1 REF: p. 172

2. External theories of motivation include need models, equity and expectancy theories, as well as goal-
setting approaches.
ANS: F PTS: 1 REF: p. 153

3. Maslow's theory says that only ungratified needs motivate behavior.

4. The increased emphasis on teamwork focuses attention on satisfaction of social and affiliation needs.

5. To believe that people are motivated by "enlightened" self-interest is consistent with Adam Smith's
view on motivation.

TB5-13
6. A distinguishing feature of Maslow's need hierarchy is the progression hypothesis that says only
ungratified needs motivate behavior.

7. ERG theory explains both progression need and gratification up the hierarchy and regression when
people are faced with frustration.

8. Alderfer's growth need, McClelland's need for achievement, and Maslow's self-actualization are
similar.

9. McGregor's Theory Y rests on the higher order needs of Maslow's need hierarchy.

10. Motivation factors relate to job satisfaction and hygiene factors relate to job dissatisfaction in
Herzberg's model.

11. Needs of workers are similar across cultures.

12. When an employee's knowledge and skills match job task demands, an acceptable individual–
organizational match will take place.

13. A new idea in motivation includes focusing on learning lessons from professional athletes in order to
develop corporate athletes.

TB5-14
14. A new line of research called positive organizational scholarship emphasizes the management of
energy rather than focusing on how time is managed.

15. Moral principles in workplace fairness have not been found to be that important with respect to theft
and sabotage.

16. Inequity exists when one person's ratio of inputs to outputs is different than the ratio of a comparison
person.

17. Instrumentality is the value of a reward.

18. As organizations become increasingly international, pay inequities will become less prevalent.

MATCHING
Match the following:

a. Arousal and activation of 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 the individual.
e. Attributes and characteristics inside the individual that determine behavior.
1. Hygiene factors
2. External
3. Motivation
4. Self-Interest
5. Internal
1. ANS: B PTS: 1
2. ANS: C PTS: 1
3. ANS: A PTS: 1
TB5-15
4. ANS: D PTS: 1
5. ANS: E PTS: 1

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.
6. Self-Esteem
7. Physiological Needs
8. Theory Y
9. Theory X
10. Self-Actualization
6. ANS: D PTS: 1
7. ANS: A PTS: 1
8. ANS: E PTS: 1
9. ANS: B PTS: 1
10. ANS: C PTS: 1

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.
11. Need for Achievement
12. Need for Affiliation
13. Hygiene Factor
14. TAT
15. Need for Power
11. ANS: B PTS: 1

12. ANS: E PTS: 1
13. ANS: D PTS: 1
TB5-16
14. ANS: A PTS: 1
15. ANS: C PTS: 1

a. Needs hierarchy theory.
b. Two-factor theory.
c. Expectancy theory.
d. Equity theory.
e. Needs theory.
16. McClelland
17. Adams
18. Herzberg
19. Maslow
20. Vroom
16. ANS: E PTS: 1

17. ANS: D PTS: 1
18. ANS: B PTS: 1
19. ANS: A PTS: 1
20. ANS: C PTS: 1

a. The likelihood that one's efforts will lead to reward.
b. A person's feeling of fairness.
c. Importance and value of an outcome.
d. The belief that performance is linked to rewards.
e. Evaluated work behavior.
21. Expectancy
22. Performance
23. Valence
24. Equity
25. Instrumentality
21. ANS: A PTS: 1

22. ANS: E PTS: 1
23. ANS: C PTS: 1
TB5-17
24. ANS: B PTS: 1
25. ANS: D PTS: 1
ESSAY
1. Maslow and Herzberg approach the study of motivation somewhat differently, but there are also
similarities in their ideas. Compare and contrast their views of motivation.
ANS:
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 hygienic in nature. When these factors are
inadequate, the worker experiences dissatisfaction. Hygiene factors include pay, supervision, company
policy, salary, and other working conditions. If these factors were present, this didn'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 are motivational and satisfying. Somewhat contrary to Maslow, a
satisfying situation can be motivational.
PTS: 1 REF: p. 156 | p. 160

2. Is McGregor's Theory Y more appropriate given today's issues of managing organizational behavior?
Explain.
ANS:
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.
PTS: 1 REF: p. 157

TB5-18
3. What are some of the characteristics of high achievers?
ANS:
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. The feedback should be given fairly quickly and should be reflective of
progress toward goal achievement. Finally, high achievers do not like having external events or other
people interfere with progress toward goals.
PTS: 1 REF: p. 158

4. Briefly identify and explain two new ideas of motivation.
ANS:
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 and applies them
in order to develop corporate athletes. The second approach centers on the management of energy
rather than time and the strategic use of disengagement to balance the power or full activity of
engagement. This approach suggests individuals do not need to be activated by unmet needs, but are
already activated by their own physical, emotional, mental, and spiritual energy.
PTS: 1 REF: p. 163

5. Equity theory can be used to explain consequences stemming from differences in pay. Assume many
employees in a department feel underpaid. What do you predict their behavior and performance to be?
ANS:
Some may reduce their contributions or performance. Others may leave the organization. The other or
comparison person can be changed. Or, the inequity can be rationalized and eventually accepted. A
few workers may even try to alter the companion person's inputs and outputs.
PTS: 1 REF: p. 164 NAT: AACSB Analytic | Motivation Concepts
6. How can expectancy theory be used to understand behavior and predict performance?
ANS:
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.
PTS: 1 REF: p. 169

TB5-19

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Solution Manual: https://testbankpack.com/p/solution-manual-for-

CHAPTER 5—MOTIVATION AT WORK

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

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

16. McGregor believed that Theory X assumptions were appropriate for:

17. Maslow's progression hypothesis states:

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

29. According to Herzberg, which factors are related to job dissatisfaction?

32. Eustress most accurately reflects:

34. Which of the following organizational demands—individual contributions match is incorrect?

35. Equity theory is a/an:

37. When employees view managers as being overpaid, workers may:

39. Under equity theory, people are motivated when:

48. The expectancy theory of motivation focuses on:

50. Expectancy theory would be most consistent with:

1. Expectancy theory holds up more strongly in cultures that value individualism.

ANS: T PTS: 1 REF: p. 172

ANS: F PTS: 1 REF: p. 153

3. Maslow's theory says that only ungratified needs motivate behavior.

ANS: T PTS: 1 REF: p. 156

ANS: T PTS: 1 REF: p. 156

ANS: T PTS: 1 REF: p. 150

ANS: T PTS: 1 REF: p. 156

ANS: T PTS: 1 REF: p. 154

ANS: T PTS: 1 REF: p. 154

ANS: T PTS: 1 REF: p. 157

ANS: T PTS: 1 REF: p. 160

11. Needs of workers are similar across cultures.

ANS: F PTS: 1 REF: p. 172

ANS: T PTS: 1 REF: p. 172

ANS: T PTS: 1 REF: p. 173

ANS: T PTS: 1 REF: p. 173

ANS: F PTS: 1 REF: p. 164

ANS: T PTS: 1 REF: p. 164

17. Instrumentality is the value of a reward.

ANS: F PTS: 1 REF: p. 169

ANS: F PTS: 1 REF: p. 171

Match the following:

Match the following:

Match the following:

11. ANS: B PTS: 1

Match the following:

16. ANS: E PTS: 1

Match the following:

21. ANS: A PTS: 1

PTS: 1 REF: p. 156 | p. 160

PTS: 1 REF: p. 157

PTS: 1 REF: p. 158

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

PTS: 1 REF: p. 163

PTS: 1 REF: p. 164 NAT: AACSB Analytic | Motivation Concepts

PTS: 1 REF: p. 169

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