An individual's emotional and cognitive motivation to achieve work-related goals is referred to
as employee engagement.
Hardwired characteristics of the brain that attempt to maintain internal equilibrium by correcting
deficiencies are known as drives, or primary needs.
Drives, along with their resultant emotions, produce human needs.
True or false: Although everyone has the same drives, people develop different intensities of
needs in a particular situation. True.
Which of the following theories proposes that motivation arises from emotions that are generated
certain drives? Four-drive theory.
The emotional involvement in, commitment to, and satisfaction with the work a person does is
called employee engagement.
Beatrice, a sales manager at Nelson Electronics, put in place a generous commission plan for her
sales staff: the more they sell, the more they earn. This commission plan is designed to fulfill her
salespeople's drive to acquire.
Primary needs of human beings are also referred to as drives.
True or false: According to the four-drive theory, the four drives that give rise to emotions and
human motivation are independent of one another. True.
Goal-directed forces to correct deficiencies or imbalances are referred to as human needs.
Which of the following BEST describes the role of social norms, self-concept, and past
experience on needs? They regulate a person’s motivated decisions and behavior.
According to four-drive theory, the drive to bond counterbalances the drive to acquire.
According to the four-drive theory, emotions are the source of human motivation.
Four-drive theory is based on a deep foundation of research, including research in which of the
following areas? Sociological, Neuroscientific, Psychological.
Professional development programs and educational courses would influence employees' drive
to comprehend.
The concept that people are naturally motivated to reach their potential is referred to as self-
actualization.
Which drive in four-drive theory is reactive rather than ongoing and proactive in nature? The
drive to defend.
Which theory of motivation asserts that the strongest source of motivation is the lowest
unsatisfied need at the time? Maslow’s needs hierarchy.
Drives, along with their resultant emotions, produce human needs.
The main implication of four-drive theory is that jobs and workplaces should provide an
opportunity for employees to fulfill all four drives.
Which of the following statements about four-drive theory is true? The theory acknowledges the
role of human thought on behavior.
Which category of needs in Maslow's hierarchy would include the need for friendship,
interaction with others, and affection? Belongingness.
Maslow asserted that, because human behavior is initiated by more than one need at a time,
needs should be studied together. This is an example of the holistic perspective.
Which of the following is the most basic need in Maslow's hierarchy? Physiological.
One of the major criticisms of Maslow's needs hierarchy theory is that people do not progress
through the hierarchy as the theory proposes.
Goal-directed forces to correct deficiencies or imbalances are referred to as human needs.
Employees who carry out a task because of a pay incentive provided by their company are
demonstrating extrinsic or extrinsic motivation.
True or false: Extrinsic rewards may undermine intrinsic motivation by reducing an employee's
sense of autonomy. True.
Maslow's concept of positive organizational behavior suggested that organizations should be
structured to help people fulfill their self-actualization needs.
McClelland suggested that individuals are influenced by three "learned" needs: achievement,
power, and affiliation.
True or false: There is growing evidence that an individual's needs hierarchy is unique and can
possibly change over time. True.
According to McClelland's learned needs theory, an individual who sets challenging goals for
herself and seeks recognition for her efforts has a high need for achievement.
Employees who carry out a task for the satisfaction of completing it successfully are
demonstrating intrinsic motivation.
Linda enjoys her job tasks, but what she values most in her job is interacting with customers and
her colleagues. According to the learned needs theory, Linda has a high need for affiliation.
According to one hypothesis, introducing extrinsic motivators reduces an employee's intrinsic
motivation. The reason for this is explained as the result of reducing the employee's feeling of
autonomy.
According to McClelland's learned needs theory, power that is used as a means to help others is
referred to as socialized power.
In his learned needs theory, McClelland proposed that a person's needs can be strengthened
through reinforcement, social conditions, and learning.
Eric is known in the workplace as a hard charger. He is the first one in the office every morning
and the last one to go home every night and wants to be known as the "best" in everything he
does. According to McClelland, Eric would have a strong need for achievement.
Pedro is known as the "peace-keeper" in the department. He takes an active role in supporting his
coworkers and resolving workplace conflicts as a way to get approval from them. According to
the learned needs theory, Pedro has a need for affiliation.
Which motivation theory proposes that work effort is directed toward behaviors that people
believe will lead to desired outcomes? Expectancy theory.
True or false: Extrinsic rewards may undermine intrinsic motivation by reducing an employee's
sense of autonomy. True.
According to McClelland, effective leaders should have a high need for Socialized power and a
degree of altruism.
A person's perceived probability that his or her effort will result in a particular level of
performance is referred to as E-to-P expectancy.
Joshua is confident that, if he performs well on the next test, he will earn an A in the course. This
is an example of the P-to-O expectancy.
According to McClelland's learned needs theory, an individual who sets challenging goals for
herself and seeks recognition for her efforts has a high need for achievement.
According to expectancy theory, an individual's effort level depends on three factors: effort-to-
performance expectancy, performance-to-outcome expectancy, and outcome valences.
Jana has learned that her manager in the accounting department is retiring at the end of the
month, but she has no desire to apply for the position because it would mean working much
longer hours. Jana has a(n) negative outcome valence with respect to the position.
Which strategies would be advisable if an organization wanted to increase an employee's belief
that he or she is capable of performing the job successfully? Providing training and clarifying job
requirements, giving the employee sufficient resources to do the job.
Jake is confident that, if he practices guitar for a year, he will improve. His E-to-P expectancy.
An individual's perceived probability that performing at a certain level will result in a specific
outcome is referred to as the P-to-O expectancy.
Which of the following would be the most appropriate strategy if an organization wanted to
increase employees' beliefs that good performance will result in valued outcomes? Describing
how rewards are based on past performance.
According to expectancy theory, implementing a customizable rewards program would likely
increase outcome valences.
Valence is best described as the anticipated satisfaction or dissatisfaction that an individual feels
toward an outcome.
Which of the following outcomes would be expected if an organization implemented an ongoing
skills-based training program for assembly line workers in which the workers' learning efforts
resulted in recognition of increased abilities? Increased effort-to-performance expectancies.
A person's perceived probability that his or her effort will result in a particular level of
performance is referred to as E-to-P expectancy.
Which of the following is a way in which an organization can increase employee motivation by
improving the P-to-O expectancy? Clearly explaining the outcomes associated with good
performance.
Which of the following strategies would be most appropriate if an organization wanted to
improve the employees' expected value of outcomes? Individualize rewards distributed to
employees.
"Consequences influence behavior" best describes which theory of motivation? Organizational
behavior modification.
According to the A-B-Cs of Organizational Behavior Modification, events preceding the
behavior are known as antecedents.
A sales rep receives an unexpected bonus check when he exceeds his sales quota for the quarter.
According to the A-B-C model, what type of consequence is this? Positive reinforcement.
According to expectancy theory, implementing a customizable rewards program would likely
increase outcome valences.
In most situations of organizational behavior modification, desired behaviors should be followed
by negative reinforcement, and undesirable behaviors should be followed by extinction.
The theory of motivation that explains employee behavior in terms of antecedent conditions and
consequences of behavior is known as organizational behavior modification.
Providing positive reinforcement after every occurrence of the desired behavior is known as a(n)
continuous reinforcement schedule.
Events following a particular behavior that influence its future occurrence are referred to
as consequences.
The night before a big test, you set your alarm 15 minutes earlier to avoid being late for class.
Wanting to avoid the consequences of being late is an example of negative reinforcement.
One of the limitations of OB mod is reward inflation, in which reinforcers become considered
entitlements rather than rewards.
In general, which contingency of reinforcement tends to improve organizational success and
individual well-being in the workplace? Positive reinforcement.
Which of the following is the BEST example of a variable ratio schedule of reinforcement? A
supervisor occasionally praises workers for a job well done.
Which motivation theory explains how learning and motivation occur by observing and
modeling others, as well as by anticipating the consequences of our behavior? Social cognitive
theory.
A coworker had a heart attack, and Alex has become more serious about keeping up with his
exercise regimen. This is an example of which component of social cognitive theory? Learning
behavioral outcomes.
When she was late for the second day in a row, Tiana received a written warning from her boss,
stating that her pay would be docked if she was late again. This warning is an example of a(n)
consequence.
One of the major criticisms of organizational behavior modification is that it suggests that
behavior is learned only through interaction with the environment.
When James started his new job, he had to work alongside an experienced coworker, watching
how she did the job and then performing the tasks under supervision. Which component of social
cognitive theory does this illustrate? Behavior modeling.
Three important components of social cognitive theory include: learning behavioral
consequences, behavior modeling, and self-regulation.
Reinforcement that occurs when an employee has control over a reinforcer but doesn't "take" it
until completing a self-set goal is known as self-reinforcement.
When John learned that his cousin had been diagnosed with lung cancer, he decided to try and
quit smoking. This is an example of which component of social cognitive theory? Learning
behavioral outcomes.
The process of motivating employees and clarifying their role perceptions by establishing
performance objectives is referred to as goal setting
Which element of SMARTER goals proposes that goals should be challenging but attainable?
Achievable.
Before he was allowed to handle incoming calls from customers, Tyler had to spend several days
observing how his coworkers addressed client requests and complaints and practicing his skills
with coworkers following scripts. Which component of social cognitive theory does this
represent? Behavior modeling.
Which of the following statements regarding effective feedback is true? It should refer to specific
metrics that are under an individual’s control.
Alexis has been studying hard for the next organizational behavior test and has decided that she
will reward herself with by going to Starbucks after the test. This is an example of self-
reinforcement.
Strengths-based coaching is also known as appreciative coaching.
Which of the following is the BEST example of an effective goal? Increase sales by 5% during
the next quarter.
Michael received an anonymous online feedback form that asked him to rate a coworker's
workplace competencies on a scale of 1 to 5 and then asked for written comments. It would
appear that Michael's employer is using multisource (360-degree) feedback.
Which element of SMARTER goals clarifies performance expectations so that employees can
direct their efforts more efficiently and reliably? Specific.
Performance feedback from nonsocial sources, such as computer printouts or dashboard metrics,
is generally perceived as more accurate than feedback from social sources.
Nathan was unhappy with the amount of his raise, but after meeting with his boss, he believed
that the manner in which the company determined the size of raises was fair. This is an example
of procedural justice.
True or false: Feedback should occur more frequently in jobs with a long cycle time than jobs
with a short cycle time. False.
In terms of equity theory, which of the following would be considered inputs? Skills experience.
Which of the following is the BEST description of strengths-based coaching? Identifying and
developing means to capitalize on employees' competencies.
Alice has just learned that her coworker, who has less experience and less education, is earning
more than she does. Alice decides that, from now on, she's going to "take it easy" on the job
instead of trying so hard to do a good job. Alice is reducing inequity tension by changing her
inputs.
As part of its performance review process, Altrera Corporation solicits confidential feedback
from the employee's managers, peers, and direct reports. This process is known as multisource
(360-degree) feedback.
Procedural justice tends to be higher when the decision maker applies policies consistently, is
perceived as unbiased.
Employees prefer feedback from a nonsocial source, such as from dashboard metrics, because: it
is less damaging to their self-esteem in the case of negative feedback. it is considered more
accurate than information from social sources.
Our perception of the fairness of the processes used to allocate resources or resolve disputes is
referred to as procedural justice.
The type of organizational justice that depends on treating employees in a polite manner and
respect is called interactional or interaction justice.
The outcome/input ratio is an element of which motivation theory? Equity theory.
Susana initially thinks that she is underpaid compared to her cubicle mate but changes her mind
after seeing the long hours that her coworker puts in. Which action has Susana taken to reduce
the inequity tension? Changing perception.
The "value-expressive" function of voice states that employees react favorably to having an
opportunity to express their views on an issue.
Which of the following are rules for maintaining interactional justice in the workplace? Ensure
that employees receive honest and timely information about decisions by management, treat
employees with respect.
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