Test Bank For Supervisory Management 10th Edition Donald C Mosley Don C Mosley JR Paul H Pietri Download

Test Bank for Supervisory Management, 10th Edition, Donald C. Mosley, Don C. Mosley Jr.
Paul
Test Bank for Supervisory Management, 10th Edition,

Donald C. Mosley, Don C. Mosley Jr. Paul H. Pietri
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1. One of the motivational levels relates to the direction of behavior of an individual.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
QUESTION TYPE: True / False
HAS VARIABLES: False
LEARNING OBJECTIVES: SPMT.MOSL.15.07.01
NATIONAL STANDARDS: United States - BUSPROG: Analytic Reflective Thi - BUSPROG: Reflective Thinking
KEYWORDS: Bloom’s: Knowledge
DATE CREATED: 1/3/2018 2:53 PM
DATE MODIFIED: 1/3/2018 2:53 PM
2. Motivation is the willingness to work to achieve an organization’s objectives.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
3. People always act rationally.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
4. An employee's motivation can be judged by how much energy and the level of effort exerted by her or him to
perform a task.
a. True
b. False
Copyright Cengage Learning. Powered by Cognero. Page 1
ANSWER: True
POINTS: 1
DIFFICULTY: Moderate
KEYWORDS: Bloom’s: Comprehension
5. At the first level of motivation, the direction of employees' behavior may be favorable or unfavorable.
a. True
b. False
ANSWER: True
POINTS: 1
6. Persistence is how hard an employee will pursue a behavior when faced with obstacles.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
DATE MODIFIED: 1/4/2018 12:10 AM
7. Intrinsic motivation is a behavior an individual produces because of the pleasant experiences associated with the
behavior itself.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
8. Employees who are intrinsically motivated feel satisfaction in performing their work.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
9. Extrinsic motivation is behavior performed not for its own sake but due to the consequences associated with it.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
10. Performance is directly related to an employee’s level of motivation.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy

11. The level of organizational support available to an employee usually does not have any influence on his or her job
performance.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
12. According to the hierarchy of needs theory, once a need has been satisfied, it no longer serves as a primary motivator.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
13. The needs for air, water, and exercise are classified as security needs.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
14. According to Maslow's hierarchy of needs theory, security needs are at a lower level than physiological needs.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
15. Ego needs are related to status, recognition, and self-confidence.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
16. The need for creativity is a self-actualization need.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
17. The ego needs of individuals are always satisfied.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
18. One of the qualifiers to Maslow’s hierarchy of needs theory is that needs at one level of the hierarchy do not have to
be completely satisfied before the next level of needs become important.
a. True
b. False
ANSWER: True
POINTS: 1
19. The two highest levels of needs in Maslow's hierarchy of needs are relatively easily satisfied.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
20. According to Herzberg, pay and working conditions do not affect workers' motivation.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
21. Achievement, recognition, and responsibility are motivating factors according to Herzberg's theory.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
22. Hygiene factors are the same as intrinsic factors.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
23. Hygiene factors are positive motivators.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy

24. Herzberg's hygiene factors are associated with the top of Maslow’s hierarchy.
a. True
b. False
ANSWER: False
POINTS: 1
25. Factors associated with positive motivation are extrinsic to the job.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
26. According to the expectancy theory, a reward to an individual has little to do with the effort he or she will put into the
task.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
27. In Locke's goal-setting theory, goals are an important motivating factor if properly set.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
28. In order to motivate employees, a supervisor should avoid setting specific goals.
a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
29. A supervisor should use timely feedback to employees about goal achievement in order to make the job more
motivating.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy

30. Equity theory states that when people find themselves in situations of inequity or unfairness, they are motivated
to act in ways to change their circumstances.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
31. One of the behaviors that an employee might engage in due to a perceived lack of equity, is to take longer breaks.
a. True
b. False
ANSWER: True
POINTS: 1
32. The leading reason for employees to leave their jobs is limited praise/recognition from higher authorities.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
33. The reinforcement theory is based on the law of effect.

a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
34. The job characteristics model is an approach to job design that focuses on five core job elements leading to intrinsic
motivation and then positive work outcomes.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
35. Baby Boomers were raised in a period of prosperity in the 1950s and 1960s.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
36. Generation Xers believe in paying their dues to achieve success.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
37. Employees are more likely to commit to goals they have had a hand in setting.
a. True
b. False
ANSWER: True
POINTS: 1
DIFFICULTY: Easy
38. Managers should provide only negative feedback to employees.

a. True
b. False
ANSWER: False
POINTS: 1
DIFFICULTY: Easy
39. Motivation:
a. doesn't affect the quality of an employee's work.
b. is a result of a person's individual needs, perceptions, and goals.
c. comes only from external factors like pay, benefits, and working conditions.
d. comes only from job satisfaction and not external factors like pay and benefits.
ANSWER: b
POINTS: 1
QUESTION TYPE: Multiple Choice

40. An employee encounters a setback or obstacle on the job and gives up. Which level of motivation does this describe?
a. Direction of effort
b. Level of effort
c. Level of persistence
d. Level of hygiene
ANSWER: c
POINTS: 1
KEYWORDS: Bloom’s: Application
41. When an individual produces a behavior because of the pleasant experiences associated with the behavior
itself, the behavior is said to result from:
a. intrinsic motivation.
b. acquired motivation.
c. essential motivation.
d. extrinsic motivation.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
42. Which of the following would be an intrinsic motivation?

a. Pay
b. Benefits
c. Recognition
d. Job security

ANSWER: c
POINTS: 1
43. _____ is associated with pay, benefits, and working conditions.

a. Higher-level motivation
b. Intrinsic motivation
c. Essential motivation
d. Extrinsic motivation
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
44. Which of the following statements is true of the motivation-performance link?

a. An employee's performance depends solely on motivation.
b. Extrinsic motivation is more powerful than intrinsic motivation.
c. An individual's skills and abilities have an influence on performance.
d. An employee's performance is not affected by the level of organizational support available to him or her.
ANSWER: c
POINTS: 1
45. Assuming that the factors affecting employees' job performance are all equal, _____.
a. employees who are highly motivated will have high performance.

b. employees who are highly motivated will have low performance.
c. low motivation creates high performance.
d. performance is unrelated to motivation.
ANSWER: a
POINTS: 1
46. According to Maslow's hierarchy of needs theory, _____ are at the lowest level, but of primary importance when they
are not met.
a. social needs
b. security needs
c. physiological needs
d. self-fulfillment needs
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
47. According to the hierarchy of needs theory, _____.

a. people's needs may be ranked based on their relative importance.
b. once a need is satisfied it serves as a primary motivator of behavior.
c. the need for belonging is the highest level need.
d. the need for self-confidence is a physiological need.
ANSWER: a
POINTS: 1

48. One of the principles underlying Maslow's hierarchy of needs theory is that:
a. performance is not related to motivation and personal skills.
b. once a need has been satisfied it no longer serves as a primary motivator of behavior.
c. lower level needs are never completely satisfied.
d. the need for belonging is the highest level of need, and organizations try hard to satisfy this need of
employees.
ANSWER: b
POINTS: 1
49. The need for self-confidence, independence, and knowledge is classified in Maslow's hierarchy of needs as a(n)
_____.
a. esteem need
b. social need
c. safety need
d. self- actualization need
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
50. The ego or esteem needs of an individual can be satisfied through _____.
a. the availability of food and shelter
b. recognition of his or her work
c. the provision of protection
d. the ability to be creative
ANSWER: b
POINTS: 1
51. The lowest level needs in Maslow's hierarchy are a person's:

a. physiological needs.
b. safety needs.
c. social needs.
d. self-fulfillment needs.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
52. The need concerned with realizing one’s own potential and creativity is a(n) _____.
a. physiological need
b. esteem need
c. self-actualization need
d. social or belonging need
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
53. Which of the following is most relevant in satisfying the need for safety?
a. A creative environment at work
b. Satisfactory work-life balance
c. Fair application of organizational policies
d. Recognition of one's performance and achievements at work
ANSWER: c
POINTS: 1

54. The need for association, acceptance, friendship, and love constitutes a _____ according to the hierarchy of needs.
a. safety need
b. social need
c. esteem need
d. self-fulfillment need
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
55. One of the qualifiers to Maslow’s hierarchy of needs theory is:

a. physiological needs are not important.
b. some people’s priorities are different from those of others.
c. higher level needs are always fully satisfied.
d. the five needs in the hierarchy are not universal and differ from one culture to another.
ANSWER: b
POINTS: 1
56. Which of the following is most relevant in satisfying the need for self-actualization?
a. Work groups
b. Continued growth and development at work
c. Recognition of one's performance and achievement at work

d. Frequent office outings
ANSWER: b
POINTS: 1
57. In Maslow's hierarchy of needs, _____ are rarely fully satisfied.

a. physiological needs
b. self-actualization needs
c. safety needs
d. social needs
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
58. According to Herzberg's study, _____.

a. human needs can be ranked in a hierarchy
b. hygiene factors are such things as pay and benefits
c. satisfiers are what people take for granted about their jobs
d. workers view the fairness of their pay in relationship to that of comparable coworkers
ANSWER: b
POINTS: 1
59. According to Herzberg's theory, wages, working conditions, and security are:

a. self-fulfillment needs.
b. motivators.
c. intrinsic job factors.
d. dissatisfier/hygiene factors.
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
60. Hygiene factors:

a. provide positive motivation.
b. are intrinsic to the job.
c. involve lower level needs.
d. include factors such as recognition, advancement, and achievement.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
61. According to Herzberg's study and additional studies on job satisfaction:

a. motivation factors or satisfiers are extrinsic to the job.
b. good pay, benefits, and security prevent dissatisfaction, but don't strongly motivate.
c. advancement, achievement, and challenging work are unimportant in motivation.
d. hygienic factors such as working conditions and company policy are intrinsic to the job.
ANSWER: b
POINTS: 1
62. According to Herzberg's theory:

a. factors causing job satisfaction are hygienic factors.
b. top managers have greater ability to influence motivator factors than they do hygiene factors.
c. dissatisfier factors are what people take for granted about their jobs, so their presence is not
particularly stimulating.
d. dissatisfiers do not affect motivation.
ANSWER: c
POINTS: 1
63. Factors causing job dissatisfaction are:

a. intrinsic.
b. extrinsic.
c. called satisfiers.
d. achievement, advancement, and recognition.
ANSWER: b
POINTS: 1
DIFFICULTY: Easy
64. An example of an intrinsic motivator is:

a. working conditions.
b. benefits.
c. job enjoyment.
d. pay.
ANSWER: c
POINTS: 1
DIFFICULTY: Easy

65. The expectancy theory involves the interplay of expectancy that effort will lead to a given performance; probability of
reward associated with the performance result, and:
a. the value of the effort to the individual.
b. the value of the reward to the individual.
c. the value of the hierarchy to the individual.
d. the value of the performance to the individual.
ANSWER: b
POINTS: 1
66. In the expectancy theory, the formula E → P means:

a. employees seek good pay.
b. extra effort results in performance.
c. extrinsic motivation reduces performance.
d. extrinsic motivation increases performance.
ANSWER: b
POINTS: 1
67. In the expectancy theory, the formula P → O indicates:

a. a performance level will result in a desired reward.
b. performance reduces the chances of a reward.
c. rewards are unrelated to performance.
d. the value of the reward decreases as the performance level increases.
ANSWER: a
POINTS: 1
68. Which of the following is true of goals according to Edwin Locke’s goal-setting theory?
a. Goals are important only in the planning process, and have no effect on employee motivation.
b. Performance goals clarify the expectations between a supervisor and an employee and between coworkers and
sub-units.
c. Goal setting is of primary importance in enhancing organizational motivation but has no effect on individual
motivation and job performance.
d. Performance goals should not be used by supervisors as a frame of reference for task feedback.
ANSWER: b
POINTS: 1
69. Which of the following is the best way for supervisors to use goal setting as a motivational tool?
a. Supervisors must not set specific goals as it may lead employees to believe the goal is not easily achievable.
b. Supervisors must set multiple goals and let employees prioritize the goals themselves.
c. Supervisors must set challenging but reasonably difficult goals which are not unrealistic.
d. Goals should not be used by supervisors as a frame of reference for task feedback.
ANSWER: c
POINTS: 1
70. According to the equity theory, when people believe that the rewards for performance are unequal to their inputs,
_____.
a. they will be motivated to improve their performance.
b. they will seek to decrease their input level.
c. they will ignore lower-level needs.
d. they will set higher goals for themselves and strive hard to achieve them.
ANSWER: b
POINTS: 1
71. Which of the following is not likely to be an action that an individual will take due to perceived inequity?
a. Decreasing his or her level of input
b. Leaving the situation
c. Making an appeal to increase the reward level
d. Being more cooperative
ANSWER: d
POINTS: 1
72. The law of effect states that:

a. behaviors that meet with unpleasant consequences tend to be repeated.
b. supervisors have no control on the law of effect.
c. behaviors that meet with pleasant consequences tend to be repeated.
d. rewards and consequences are unrelated.
ANSWER: c
POINTS: 1
73. According to the reinforcement theory, which of the following would positively reinforce desired behavior?
a. Scolding
b. Written disciplinary warning
c. Undesirable job duties
d. Oral or written praise
ANSWER: d
POINTS: 1
DIFFICULTY: Easy
74. Which of the following generations is considered to be loyal, self-sacrificing, experienced, patriotic, family-oriented,
the type that does what’s right, were raised during the depression and World War with a stay at home parent, and might
lack some technology skills?
a. Traditionalists
b. Baby-boomers
c. Generation Xers
d. Generation Yers
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
75. _____ are the children of the baby boomers who did not see much of their parents as earlier generations and learned to
function on their own, being highly independent, self-reliant, and individualistic.
a. Traditionalists
b. Generation Yers
c. Generation Xers
d. Non-traditionalists
ANSWER: c
POINTS: 1
DIFFICULTY: Easy
76. Employees are more likely to commit to goals:

a. they have had a hand in setting.
b. that do not require creative effort.
c. imposed by top management.
d. that are physically demanding.
ANSWER: a
POINTS: 1
DIFFICULTY: Easy
77. Define motivation and explain the supervisor's role.

ANSWER: Motivation is the willingness of individuals and groups, as influenced by various needs and
perceptions, to strive toward a goal. Enlightened managers and supervisors attempt to
integrate the needs and goals of individuals with the needs and goals of the organization.
POINTS: 1
DIFFICULTY: Easy
QUESTION TYPE: Essay
78. What are the differences between intrinsic and extrinsic motivation?
ANSWER: Intrinsic motivation is behavior that an individual produces because of the pleasant
experiences associated with the behavior itself. This may come from a feeling of
accomplishment or meeting challenges. Intrinsic factors are inherent in the job itself.
Extrinsic motivation is behavior performed not for its own sake, but for the consequences
associated with it. The consequences can include pay, benefits, job security, and working
conditions. This type of motivation comes not from the job itself but rather from indirect
factors.
POINTS: 1
79. What are the five levels of needs in Maslow's hierarchy of needs theory? Explain and give an example of each.
ANSWER: The five levels of needs in Maslow's hierarchy are:
Physiological or biological needs: the things needed for actual physical survival, such
(1)
as air, water, and shelter.
Safety or security needs: the need to be protected from danger, threat, or deprivation,
(2)
including the need for job security.
Social or belonging needs: the need for belonging, association, acceptance by
(3)
colleagues, and friendship and love.
Ego or esteem needs: needs related to one's self-esteem, such as the need for self-
confidence, independence, achievement, and knowledge, and those that relate to one's
(4)
reputation, such as the need for status, recognition, appreciation, and respect from one's
colleagues.
Self-fulfillment or self-actualization needs: the need for realizing one's own
(5)
potentialities, for self-development, and for creativity.
POINTS: 1
80. Describe how Herzberg’s dissatisfiers and motivators relate to Maslow’s hierarchy of needs.
ANSWER: Motivators are factors, such as responsibility, challenge, and sense of accomplishment, that
have an uplifting effect on attitudes or performance. They are intrinsic to the job. Hygiene
factors are those factors that can prevent serious dissatisfaction or a drop in productivity,
thereby preventing loss of morale or efficiency, but they cannot motivate by themselves.
They are extrinsic to the job and include money, security, and working conditions.
Herzberg’s dissatisfiers are related to the lower level needs on Maslow’s hierarchy, while
motivators are located on the higher levels of Maslow’s hierarchy.
POINTS: 1
81. Explain the factors associated with the expectancy theory.

ANSWER: The expectancy theory views an individual’s motivation as a more conscious effort involving
the interplay of three variables: (1) expectancy that effort leads to a given performance result;
(2) probability of reward(s) associated with the performance result; and (3) the value of the
reward to the individual. Expectancy theory states most work behavior can be explained by
the fact employees determine in advance what their behavior may accomplish and the value
they place on alternative possible accomplishments or outcomes.
POINTS: 1
82. How can a supervisor use the goal-setting theory to motivate employees?
ANSWER: According to goal-setting theory goals can be highly motivating if properly set. Performance
goals establish a frame of reference for task feedback and a foundation for self-management.
The supervisor can: (1) set specific goals; (2) set challenging but reasonably difficult goals;
(3) ensure timely feedback to employees about goal achievement; (4) strengthen employee
commitment by allowing them to participate in goal setting; (5) make sure employees
understand priorities; and (6) reinforce goal accomplishment.
POINTS: 1
83. Equity theory involves two factors. What are these factors and how are they related?
ANSWER: Two factors determine whether one is in an equitable situation. One is the inputs (skill,
education, experience, and motivation) that an employee brings to the job situation. The
second is the rewards that a person receives for performance (pay, advancement, recognition,
or desirable job assignments.) If an employee perceives an inequity between these factors, he
or she would likely try to reduce the inequity.
(1) Try to increase his or her reward level.
(2) Decrease his or her input level.
If unable to restore equity in the present job, he or she can leave the situation.
Employees must feel that rewards are equitably distributed; otherwise, they
will be motivated to reduce the inequity.
POINTS: 1
Test Bank for Supervisory Management, 10th Edition, Donald C. Mosley, Don C. Mosley Jr. Paul

84. How can a supervisor use reinforcement theory to influence employee behavior?
ANSWER: The reinforcement theory is based on the law of effect, which holds that those activities that
meet with pleasurable consequences tend to be repeated, whereas those activities that meet
with unpleasurable consequences tend not to be repeated. The reinforcement theory of
motivation is one of the best ways to influence and modify employees' behaviors, by
rewarding favorable activities and punishing unfavorable ones.
Since the supervisor has control of the reward-and-discipline system, he or she controls the
reins of the law of effect. The supervisor can:
(1) Positively reinforce favorable behavior through praise and reward.
(2) Discourage unfavorable behavior through punishment.
POINTS: 1
85. List five steps a supervisor can take to motivate employees.

ANSWER: (1) Help make employees' jobs interesting.
(2) Provide clear performance objectives.
(3) Support employees' performance efforts.
(4) Provide timely performance feedback.
(5) Reward employees' performance.
POINTS: 1
DIFFICULTY: Easy
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Test Bank for Supervisory Management, 10th Edition,

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2. Motivation is the willingness to work to achieve an organization’s objectives.

3. People always act rationally.

10. Performance is directly related to an employee’s level of motivation.

Copyright Cengage Learning. Powered by Cognero. Page 3

15. Ego needs are related to status, recognition, and self-confidence.

16. The need for creativity is a self-actualization need.

17. The ego needs of individuals are always satisfied.

22. Hygiene factors are the same as intrinsic factors.

23. Hygiene factors are positive motivators.

Copyright Cengage Learning. Powered by Cognero. Page 7

Copyright Cengage Learning. Powered by Cognero. Page 9

33. The reinforcement theory is based on the law of effect.

36. Generation Xers believe in paying their dues to achieve success.

38. Managers should provide only negative feedback to employees.

Copyright Cengage Learning. Powered by Cognero. Page 12

42. Which of the following would be an intrinsic motivation?

Copyright Cengage Learning. Powered by Cognero. Page 13

43. _____ is associated with pay, benefits, and working conditions.

44. Which of the following statements is true of the motivation-performance link?

Copyright Cengage Learning. Powered by Cognero. Page 14

47. According to the hierarchy of needs theory, _____.

Copyright Cengage Learning. Powered by Cognero. Page 15

51. The lowest level needs in Maslow's hierarchy are a person's:

Copyright Cengage Learning. Powered by Cognero. Page 17

55. One of the qualifiers to Maslow’s hierarchy of needs theory is:

Copyright Cengage Learning. Powered by Cognero. Page 18

57. In Maslow's hierarchy of needs, _____ are rarely fully satisfied.

58. According to Herzberg's study, _____.

Copyright Cengage Learning. Powered by Cognero. Page 19

60. Hygiene factors:

61. According to Herzberg's study and additional studies on job satisfaction:

62. According to Herzberg's theory:

63. Factors causing job dissatisfaction are:

64. An example of an intrinsic motivator is:

Copyright Cengage Learning. Powered by Cognero. Page 21

66. In the expectancy theory, the formula E → P means:

67. In the expectancy theory, the formula P → O indicates:

72. The law of effect states that:

76. Employees are more likely to commit to goals:

77. Define motivation and explain the supervisor's role.

81. Explain the factors associated with the expectancy theory.

QUESTION TYPE: Essay

85. List five steps a supervisor can take to motivate employees.

Copyright Cengage Learning. Powered by Cognero. Page 29

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