Liberty University BUSI 340 quiz 3 complete solutions correct answers A+ work

Liberty University BUSI 340 quiz 3 complete solutions correct answers A+ work

5 different versions

Question 1

According to expectancy theory, providing counseling and coaching to an employee who lacks self‑confidence is most likely to increase the employee's:

Question 2

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization?

Question 3

ABC Corporation recently held a "Vision Day" event in which all of their employees formed teams to develop 60‑second videos for management around how the company is making lives better. Shortly after, their CEO was quoted as saying "We try to get the best out of everybody." In order to get the "best out of everybody," ABC Corp. must maintain high levels of:

Question 4

Goal setting is most effective when:

Question 5

Which of these is one of the factors in the expectancy theory model?

Question 6

The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontations is referred to as the need for:

Question 7

Self‑concept, social norms, and past experiences help us to:

Question 8

According to expectancy theory, an outcome that opposes our values has:

Question 9

What are some of the drivers of employee engagement discussed in the text?

Question 10

Effective feedback:

Question 11

If Jill wanted to increase P‑to‑O expectancies, what should she do?

Question 12

An individual's perceived probability that a particular level of effort will result in a particular level of performance is referred to as the:

Question 13

In repetitive jobs, the positive effect of higher proficiency is easily offset by the negative effect of lower attentiveness and motivation caused by:

Question 14

According to the self‑leadership model, which of the following is true about positive selftalk?

Question 15

Which of the following minimizes health risks from repetitive strain and heavy lifting because employees use different muscles and physical positions in the various jobs?

Question 16

The characteristic of a job that refers to how much the job can be performed using known procedures and roles is known as:

Question 17

Which of the following dimensions is possessed by employees, when they feel empowered, care about their work, and believe that what they do is important?

Question 18

A large retail organization previously divided work among its four employee benefits staff into distinct specializations. One person answered all questions about superannuation (pension plans), another answered all questions about various forms of paid time off (e.g. vacations), and so on. These jobs were recently restructured so that each employee benefits person answers all questions for people in a particular geographic area. For example, one staff member is responsible for all employee benefits inquiries from anyone in a particular geographic region.

This job restructuring is an example of:

Question 19

Which of the following type of reward systems uses job evaluations?

Question 20

Gainsharing plans tend to:

Question 21

Which of the following elements does self‑leadership include?

Question 22

Which of the following is true about skill‑based pay plans?

Question 23

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services and collects overdue accounts in an assigned area. They also decided to do away with scripted customer interaction manuals and allow each employee to determine how best to interact with each customer. Previously, each task was performed by a different person and the customer interacted only with someone at the head office. This change most likely increased each employee's _______________.

Question 24

Which of the following steps occurs in self‑leadership immediately after identifying goals that are specific, relevant, and challenging?

Question 25

A mid‑sized city introduced a reward system whereby employees would find ways to reduce costs and increase work efficiency. Every employee would receive a portion of the surplus budget resulting from these cost savings. Which of the following reward systems is this city using?

Question 1

Expectancy theory helps us to predict an individual's:

Question 2

Which of the following statements is consistent with the observations of Maslow?

Question 3

In expectancy theory, valence refers to the:

Question 4

ABC Corp. brought in a performance-based reward system that accurately identified employees who performed better than others. This practice improves employee motivation by:

Question 5

Which of the following is applied by supervisors when they stop criticizing employees whose substandard performance has improved?

Question 6

The best reinforcement schedule for motivating employees is a(n) _____.

Question 7

In the four-drive theory, the drive ______ is most closely associated with the need for relative status and recognition.

Question 8

Four-drive theory recommends that companies should:

Question 9

Outcome/Input ratio and comparison other are elements of:

Question 10

_____ states that much learning and motivation occurs by observing and modeling others, as well as by anticipating the consequences of our behavior.

Question 11

The distributive justice rule employs the concept of:

Question 12

The _____ of human beings are also called primary needs.

Question 13

When are employees said to be empowered?

Question 14

Which of these job design actions is a form of job enlargement?

Question 15

Which core job characteristic(s) affect(s) experienced responsibility for work outcomes?

Question 16

Which of the following dimensions is possessed by employees, when they feel empowered, care about their work, and believe that what they do is important?

Question 17

Which of the following is most consistent with employability—namely, that employees are expected to continuously learn skills that will keep them employed?

Question 18

Which of the following are "golden handcuffs" that potentially increase continuance commitment?

Question 19

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services and collects overdue accounts in an assigned area. Previously, each task was performed by a different person and the customer interacted only with someone at the head office. This change is an example of:

Question 20

Which of the following is true about skill-based pay plans?

Question 21

Before meeting a new client, a salesperson visualizes the experience of meeting the person and effectively answering some of the challenging questions the client might ask. This activity is an example of:

Question 22

A unique feature of Herzberg's motivator-hygiene theory is that it:

Question 23

Which of the following is a concept that is represented by four dimensions: selfdetermination, meaning, competence, and impact of the individual's role in the organization?

Question 24

Which of the following does scientific management include?

these divided tasks to employees who are best qualified to perform them.

Question 25

According to the self-leadership model, which of the following is true about positive selftalk?

_____ are the motivational forces of emotions channeled toward particular goals to correct deficiencies or imbalances

When people experience procedural injustice, they tend to

One of the main implications of four-drive theory is that

Which of the following is applied by supervisors when they stop criticizing employees whose substandard performance has improved

Outcome/Input ratio and comparison other are elements of

The _____ of human beings are also called primary needs

Effective feedback

Which of these is one of the factors in the expectancy theory model

The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontations is referred to as the need for

With respect to procedural justice, the "value-expressive" function that "voice" provides refers to the

Which of the following is a way to increase employee motivation by improving the P-to-O expectancies

Which of the following statements is true about the innate drives of people

When are employees said to be empowered

_____ is the process of keeping track at regular intervals of one's progress toward a goal by using naturally occurring feedback

A large retail organization previously divided work among its four employee benefits staff into distinct specializations. One person answered all questions about superannuation (pension plans), another answered all questions about various forms of paid time off (e.g. vacations), and so on. These jobs were recently restructured so that each employee benefits person answers all questions for people in a particular geographic area. For example, one staff member is responsible for all employee benefits inquiries from anyone in a particular geographic region. This job restructuring is an example of

Which core job characteristic(s) affect(s) experienced responsibility for work outcomes

Gainsharing plans tend to:

Which of the following tend to create an ownership culture and align employee behaviors more closely to organizational objectives

A video journalist's job consists of operating the camera, reporting the story, and often editing the work, whereas these three tasks are traditionally performed by three people. Video journalism is an example of

Which of the following is an advantage of job specialization

Steelweld, a car parts manufacturer, pays employees a higher hourly rate as they learn to master more parts of the work process. Employees earn $10 per hour when they are hired and they can earn up to $20 per hour if they master all 12 work units in the production process. Which of these reward systems is being applied by Steelweld

A cable TV company redesigned jobs so that one employee interacts directly with customers, connects and disconnects their cable service, installs their special services and collects overdue accounts in an assigned area. Previously, each task was performed by a different person and the customer interacted only with someone at the head office. This change is an example of

Which of the following directly contributes to a feeling of experienced responsibility among employees

Which of the following is an individual incentive

Katie decided to do a more enjoyable task after completing a task that she disliked. This instance is an example of

Which of the following statements was not considered by the needs hierarchy theory

Which of the following is a major criticism of Maslow's needs hierarchy theory

_____ states that much learning and motivation occurs by observing and modeling others, as well as by anticipating the consequences of our behavior

Which of the following statements portrays the essence of appreciative coaching

The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontations is referred to as the need for

One of the main implications of four-drive theory is that

When people experience procedural injustice, they tend to

According to expectancy theory, providing counseling and coaching to an employee who lacks self-confidence is most likely to increase the employee's:

Which of the following statements is consistent with the observations of Maslow

The main implication of the four-drive theory of motivation is that:

Which of the following is a way to increase employee motivation by improving the P-to-O expectancies

Expectancy theory helps us to predict an individual's

Which of the following is the first step in self-leadership

Which of the following directly contributes to a feeling of experienced responsibility among employees

Which of the following is the primary aspect of job enlargement

_____ is the degree to which the job affects the organization and/or larger society

When are employees said to be empowered

Which of these statements about self-leadership is true

A high degree of autonomy, task identity, and task significance are important conditions for

Katie decided to do a more enjoyable task after completing a task that she disliked. This instance is an example of:

Gainsharing plans tend to

According to Herzberg, which of the following is a hygiene factor

Which of the following elements does self-leadership include

Steelweld, a car parts manufacturer, pays employees a higher hourly rate as they learn to master more parts of the work process. Employees earn $10 per hour when they are hired and they can earn up to $20 per hour if they master all 12 work units in the production process. Which of these reward systems is being applied by Steelweld

Which of the following rewards represent the largest part of most paychecks

According to expectancy theory, an unwanted reward has:

The main implication of the four­drive theory of motivation is that

ABC Corp. brought in a performance­based reward system that accurately identified employees who performed better than others. This practice improves employee motivation by

With respect to procedural justice, the "value­expressive" function that "voice" provides refers to the

In expectancy theory, valence refers to the

When people are assigned to jobs for which they are qualified and they receive coaching to improve their self­confidence, employee motivation improves by

Employees who receive a fixed amount of pay each week and who feel underrewarded are most likely to

Which of the following theories suggests that employee motivation is influenced by what other people contribute to and receive from the organization?

Which of the following does the expectancy theory explain about employees

Which of the following components are enhanced by individualizing rewards

Which of the following is applied by supervisors when they stop criticizing employees whose substandard performance has improved

The best reinforcement schedule for motivating employees is a(n)            .

Which of the following are "golden handcuffs" that potentially increase continuance commitment?

Which of the following reward systems uses job evaluations

A large retail organization previously divided work among its four employee benefits staff into distinct specializations. One person answered all questions about superannuation (pension plans), another answered all questions about various forms of paid time off (e.g. vacations), and so on. These jobs were recently restructured so that each employee benefits person answers all questions for people in a particular geographic area. For example, one staff member is responsible for all employee benefits inquiries from anyone in a particular geographic region. This job restructuring is an example of

A high degree of autonomy, task identity, and task significance are important conditions for

When applied to non­management employees, which of the following has a weak connection between the reward and individual effort

Which of the following does scientific management include

The problem with membership and seniority­based rewards is that they

Which of these job design actions is a form of job enlargement

Which of the following are included under constructive thought patterns in self­ leadership?

A unique feature of Herzberg's motivator­hygiene theory is that it

Which core job characteristic(s) affect(s) experienced responsibility for work outcomes?

Which of the following is an advantage of job specialization

Before meeting a new client, a salesperson visualizes the experience of meeting the person and effectively answering some of the challenging questions the client might ask. This activity is an example of:

1.

Motivation is closely related to the concept of employee engagement. 
 
True    False

2.

The concept of employee engagement is related to motivation, but not to role clarity. 
 
True    False

3.

In the context of motivation, drives are also called primary needs. 
 
True    False

4.

Drives are innate, universal, and are the "prime movers" of behavior because they generate emotions, which put people in a state of readiness to act on their environment. 
 
True    False

5.

Everyone has the same drives, but they develop different intensities of needs in a particular situation. 
 
True    False

6.

Needs hierarchy theory explains how people develop perceptions of fairness in the distribution and exchange of resources. 
 
True    False

7.

Maslow's needs hierarchy theory incorporates only five basic categories. 
 
True    False

8.

Maslow's needs hierarchy theory states that people are motivated by only one need at a time. 
 
True    False

9.

According to the needs hierarchy theory, the concept of self-actualization suggests that people are naturally motivated to reach their potential. 
 
True    False

10.

A person's hierarchy of needs is influenced by his or her values. 
 
True    False

11.

People with a high need for achievement tend to avoid risks and prefer working in teams. 
 
True    False

12.

Successful entrepreneurs tend to have a high need for achievement. 
 
True    False

13.

People with a high need for affiliation tend to be more effective in jobs that allocate scarce resources among employees. 
 
True    False

14.

People with a high need for affiliation tend to be more effective in jobs that require them to mediate conflicts. 
 
True    False

15.

According to learned needs theory, people with a high personalized need for power desire power as a means to help others. 
 
True    False

16.

According to learned needs theory, companies should hire leaders with a strong need for personalized power. 
 
True    False

17.

Four-drive theory states that everyone has the drive to acquire, bond, learn, and defend. 
 
True    False

18.

According to four-drive theory, the drive to acquire, bond, and learn are proactive. 
 
True    False

19.

According to four-drive theory, social norms, past experience, and personal values translate emotional signals into goal-directed effort. 
 
True    False

20.

According to four-drive theory, organizations maximize motivation by focusing employees on opportunities to fulfill only one of the four drives. 
 
True    False

21.

Four-drive theory recommends keeping all four drives in balance; that is, organizations should avoid too much or too little opportunity to fulfill each drive. 
 
True    False

22.

Expectancy theory of motivation states that people naturally direct their effort towards behaviors they believe are most likely to lead to desired outcomes. 
 
True    False

23.

According to expectancy theory, employee motivation will remain high when the P-to-O expectancy falls to zero. 
 
True    False

24.

In expectancy theory, the P-to-O expectancy is the perceived probability that a specific behavior or performance level will lead to a particular outcome. 
 
True    False

25.

A way to increase an employee's E-to-P expectancy regarding a specific task is to increase the person's self-confidence through counseling and coaching. 
 
True    False

26.

A way to increase a person's P-to-O expectancy is to measure his or her job performance more accurately and distribute more valued rewards to those with higher job performance. 
 
True    False

27.

Expectancy theory identifies emotions as a key component of employee motivation. 
 
True    False

28.

The compliments or teasing received from coworkers when an employee wears safety goggles are referred to as consequences. 
 
True    False

29.

Antecedents are events preceding the behavior, informing employees that a particular action will produce specific consequences. 
 
True    False

30.

Antecedents cause behavior. 
 
True    False

31.

The most effective reinforcement schedule for learning new tasks is variable ratio schedule. 
 
True    False

32.

People learn not only by observing others but also by imitating and practicing those behaviors. 
 
True    False

33.

Goal setting potentially improves employee performance by increasing motivation and clarifying role perceptions. 
 
True    False

34.

Goal setting tends to be more effective when goals are specific rather than general. 
 
True    False

35.

Goal setting is more effective when employees can easily complete the goals assigned to them. 
 
True    False

36.

Participation in goal formation tends to increase performance when employees lack commitment to assigned goals. 
 
True    False

37.

Feedback to employees is most effective when it is frequent, credible, and general. 
 
True    False

38.

Feedback can be more frequent when employees perform jobs with short rather than long cycle time. 
 
True    False

39.

Multisource feedback is information about an employee's performance, collected from a full circle of people, including subordinates, peers, supervisors, and customers. 
 
True    False

40.

Multisource feedback tends to provide more complete and accurate information than feedback from a supervisor alone. 
 
True    False

41.

To learn about their progress toward goal accomplishment, employees usually prefer feedback from supervisors and other people. 
 
True    False

42.

Employees consider feedback from nonsocial sources to be more accurate than feedback from social sources. 
 
True    False

43.

When employees want to improve their self-image, they seek out positive feedback from social sources. 
 
True    False

44.

Combining goal setting with monetary incentives motivates many employees to set difficult goals that are hard to achieve. 
 
True    False

45.

The distributive justice principle states that everyone should receive the same rewards in life. 
 
True    False

46.

In the equity theory model, a 'comparison other' is an individual or group of people against whom the person compares his or her outcome/input ratio. 
 
True    False

47.

A significant discovery in equity theory research is that people tend to keep one specific comparison other throughout their working lives. 
 
True    False

48.

Feelings of inequity occur when employees receive less than others, but not when they receive more than others. 
 
True    False

49.

Underreward inequity occurs when an individual's outcome/input ratio is lower than the outcome/input ratio of a comparison other. 
 
True    False

50.

Overreward inequity occurs whenever other people receive less money than the comparison others. 
 
True    False

51.

Equity theory research has found that employees who feel overrewarded tend to alter their perceptions of inputs and outcomes rather than attempt to actually change them. 
 
True    False

52.

Procedural justice is higher when the decision maker is perceived as unbiased. 
 
True    False

53.

Distributive justice increases directly with the extent that the decision allows voice, can be appealed, and has an unbiased decision maker. 
 
True    False

54.

Feelings of procedural injustice produce anger, which, in turn, generates either withdrawal or aggression. 
 
True    False

 55.

The _____ of human beings are also called primary needs. 
 
 

A. 

beliefs

B. 

values

C. 

attitudes

D. 

drives

E. 

thoughts

56.

Which of the following statements is true about the innate drives of people? 
 
 

A. 

Drives refer to the secondary needs of individuals.

B. 

Emotions that energize individuals to act on their environment produce drives.

C. 

Drives include only the basic physiological essentials of individuals.

D. 

Drives are the secondary sources of employee motivation.

E. 

Drives are innate and universal to human beings.

57.

_____ are the motivational forces of emotions channeled toward particular goals to correct deficiencies or imbalances. 
 
 

A. 

Needs

B. 

Thoughts

C. 

Beliefs

D. 

Values

E. 

Strategies

58.

Self-concept, social norms, and past experiences help us: 
 
 

A. 

have a fixed level of drive-based emotions.

B. 

fully regulate our decisions and behaviors.

C. 

minimize cognitive dissonances.

D. 

make unemotional decisions based on reason and logic.

E. 

have stronger or weaker needs by amplifying or suppressing emotions.

59.

Which of the following does Maslow's needs hierarchy theory include? 
 
 

A. 

Domination

B. 

Frustration-regression

C. 

Desire to know

D. 

Aesthetic beauty

E. 

Self-actualization

60.

Which of the following is the highest level of need in Maslow's hierarchy of needs? 
 
 

A. 

Esteem

B. 

Safety

C. 

Power

D. 

Belongingness

E. 

Self-actualization

61.

Which of the following needs is the strongest according to Maslow's needs hierarchy theory? 
 
 

A. 

Need for food

B. 

Need to socialize

C. 

Need for self actualization

D. 

Need to be secure

E. 

Need for love

62.

Which of these theories states that we are motivated by several needs, but the strongest source is the lowest unsatisfied need? 
 
 

A. 

Four-drive theory

B. 

Needs hierarchy theory

C. 

Equity theory

D. 

Distributive justice theory

E. 

Learned needs theory

63.

Which of the following is a major criticism of Maslow's needs hierarchy theory? 
 
 

A. 

The safety and physiological needs do not arise due to human drives.

B. 

The need for love and esteem do not apply for many of the individuals.

C. 

Physiological needs of a person are often considered a weaker need than the other needs.

D. 

People do not progress through the hierarchy as the theory predicts.

E. 

The theory gives more importance to the satisfied needs than the unsatisfied needs.

64.

Which of the following statements is consistent with the observations of Maslow? 
 
 

A. 

Motivation research must look at each need and drive apart from others.

B. 

A specific human behavior is typically initiated by a solitary need or drive.

C. 

Higher-order needs are not influenced by personal and social influences.

D. 

Maslow refocused attention on need gratification instead of need deprivation.

E. 

Maslow suggested that people are naturally motivated to reach their potential.

65.

Which of the following statements was not considered by the needs hierarchy theory? 
 
 

A. 

Everyone is naturally motivated to reach their full potential.

B. 

Higher-order needs are influenced by personal and social influences.

C. 

Basic needs are more essential to individuals than their socialization needs.

D. 

People's physiological needs are stronger than their esteem needs.

E. 

Needs are strongly influenced by each individual's self-concept.

66.

The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontations is referred to as the need for: 
 
 

A. 

affiliation.

B. 

power.

C. 

achievement.

D. 

safety.

E. 

existence.

67.

According to the four-drive theory, which of the following drives is the foundation of competition and the basis of our need for esteem? 
 
 

A. 

Drive to acquire

B. 

Drive to dominate

C. 

Drive to defend

D. 

Drive to bond

E. 

Drive to learn

68.

In the four-drive theory, the drive ______ is most closely associated with the need for relative status and recognition. 
 
 

A. 

to bond

B. 

for fairness

C. 

to achieve goals

D. 

to acquire

E. 

for feedback

69.

Which drive in the four-drive theory is reactive rather than proactive? 
 
 

A. 

Drive to acquire

B. 

Drive to learn

C. 

Drive to defend

D. 

Drive to bond

E. 

Drive for power

70.

The main implication of the four-drive theory of motivation is that: 
 
 

A. 

employers should offer employees a choice of rewards and continuously initiate change in the workplace.

B. 

employees should be given generic goals with plenty of feedback.

C. 

employers should motivate employees to achieve challenging goals and give them egalitarian rewards.

D. 

employers should select people with the best qualifications for the job.

E. 

drives/needs-based theories have no relevance for managing people in organizational settings.

71.

Four-drive theory recommends that companies should: 
 
 

A. 

encourage employees to fulfill one drive at a time.

B. 

provide sufficient rewards, learning opportunities, and social interaction at the same time.

C. 

only hire people with a strong drive to defend.

D. 

create a work environment that routinely triggers the employee's drive to defend.

E. 

encourage the desire for aesthetic beauty and the desire to know.

72.

One of the main implications of four-drive theory is that: 
 
 

A. 

employers should offer employees enough opportunity to keep each drive in balance.

B. 

employees should be given specific goals with plenty of feedback.

C. 

employers should give all employees the same employee benefits.

D. 

employers should select people with the best qualifications for the job.

E. 

needs-based theories have no relevance for managing people in organizational settings.

73.

Which of the following theories of motivation is based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes? 
 
 

A. 

Equity theory

B. 

ERG theory

C. 

Goal setting theory

D. 

Four-drive theory

E. 

Expectancy theory

74.

Expectancy theory helps us to predict an individual's: 
 
 

A. 

effort.

B. 

need for achievement.

C. 

distributive justice.

D. 

job satisfaction.

E. 

rewards.

75.

An individual's perceived probability that a particular level of effort will result in a particular level of performance is referred to as the: 
 
 

A. 

E-to-P valance.

B. 

EP-to-PO outcome.

C. 

E-to-V expectancy.

D. 

E-to-P expectancy.

E. 

EV-to-PE outcome.

76.

Which of these is one of the factors in the expectancy theory model? 
 
 

A. 

E-to-P expectancy

B. 

E-to-O expectancy

C. 

V-to-E expectancy

D. 

P-to-E expectancy

E. 

O-to-P expectancy

77.

Which of the following does the expectancy theory explain about employees? 
 
 

A. 

They have different needs at different times.

B. 

They can use personal expectations to reduce work-related stress.

C. 

They can motivate themselves through power.

D. 

They base their work effort on the performance level they expect.

E. 

They compare their inputs and outcomes to other people.

78.

In expectancy theory, valence refers to the: 
 
 

A. 

amount of effort a person puts towards a known goal.

B. 

individual's perceived probability of performing the task at a particular level.

C. 

anticipated satisfaction or dissatisfaction that an individual feels toward an outcome.

D. 

individual's perceived probability that his or her performance will lead to specific outcomes.

E. 

feelings that result from a comparison of the individual's outcome/input ratio with the outcome/input ratio of a comparison other.

79.

According to expectancy theory, providing counseling and coaching to an employee who lacks self-confidence is most likely to increase the employee's: 
 
 

A. 

V-to-O expectancy.

B. 

E-to-P expectancy.

C. 

P-to-E expectancy.

D. 

O-to-P expectancy.

E. 

P-to-O expectancy.

80.

When people are assigned to jobs for which they are qualified and they receive coaching to improve their self-confidence, employee motivation improves by: 
 
 

A. 

reducing feelings of inequity.

B. 

increasing outcome valences.

C. 

satisfying existence needs.

D. 

increasing P-to-O expectancies.

E. 

increasing E-to-P expectancies.

81.

According to expectancy theory, a skill-development training program would: 
 
 

A. 

have no effect on employee motivation.

B. 

mainly increase the effort-to-performance expectancy.

C. 

mainly increase the performance-to-outcome expectancy.

D. 

mainly increase the valence of pay increases and other organizational outcomes.

E. 

mainly alter the comparison other.

82.

Which of the following is a way to increase employee motivation by improving the P-to-O expectancies? 
 
 

A. 

Measuring employee performance accurately and distributing more valued rewards.

B. 

Convincing employees that they will be able to accomplish the task.

C. 

Selecting employees with the required skills, knowledge, and motivation to perform jobs.

D. 

Providing sufficient time and resources to employees to perform the task.

E. 

Treating everyone equally by giving all of them the same reward.

83.

ABC Corp. brought in a performance-based reward system that accurately identified employees who performed better than others. This practice improves employee motivation by: 
 
 

A. 

increasing employee needs.

B. 

reducing feelings of inequity.

C. 

improving E-to-P expectancies.

D. 

improving P-to-O expectancies.

E. 

increasing outcome valence.

84.

According to expectancy theory, giving more valued rewards to employees with higher job performance mainly increases motivation by: 
 
 

A. 

strengthening the E-to-P expectancies of employees.

B. 

introducing a negative valence in the organization.

C. 

weakening the E-to-P expectancies of employees.

D. 

strengthening both the E-to-P and P-to-O expectancies of employees.

E. 

strengthening the P-to-O expectancies of employees.

85.

Which of the following components are enhanced by individualizing rewards? 
 
 

A. 

Performance expectancies

B. 

E-to-O expectancies

C. 

Valences of outcomes

D. 

E-to-P expectancies

E. 

V-to-E outcomes

86.

According to expectancy theory, an unwanted reward has: 
 
 

A. 

a high E-to-P expectancy.

B. 

an inappropriate comparison other.

C. 

a negative outcome valence.

D. 

a low P-to-O expectancy.

E. 

a low need for socialized power.

87.

Which of the following is applied by supervisors when they stop criticizing employees whose substandard performance has improved? 
 
 

A. 

Future probability

B. 

Extinction

C. 

Positive reinforcement

D. 

Punishment

E. 

Negative reinforcement

88.

The best reinforcement schedule for motivating employees is a(n) _____. 
 
 

A. 

continuous reinforcement schedule

B. 

variable ratio schedule

C. 

fixed schedule

D. 

extinction

E. 

avoidance of consequence

89.

_____ states that much learning and motivation occurs by observing and modeling others, as well as by anticipating the consequences of our behavior. 
 
 

A. 

Equity theory

B. 

Expectancy theory

C. 

Four-drive theory

D. 

Learned Needs Theory

E. 

Social cognitive theory

90.

Goal setting influences employee behavior and performance mainly by improving: 
 
 

A. 

situational contingencies and learned abilities.

B. 

aptitudes and learned abilities.

C. 

motivation and role perceptions.

D. 

role perceptions and learned abilities.

E. 

self-confidence and aptitudes.

91.

Goal setting is most effective when: 
 
 

A. 

the supervisor sets the goals before discussing them with the employee.

B. 

the goals do not stretch the employee's abilities and motivation.

C. 

the goal statements are general rather than specific.

D. 

the intensity of employee effort is minimal.

E. 

it does not compel people to increase the persistence of their work effort.

92.

The optimal level difficulty of a goal: 
 
 

A. 

occurs when the goal is challenging but not impossible.

B. 

is the most challenging goal that the company can possibly imagine.

C. 

occurs only when employees set their own goal.

D. 

is the point at which the employees exert minimal effort to achieve a certain outcome.

E. 

occurs when the employees work using alternate work arrangements.

93.

To increase goal performance, employees should participate in the goal-setting process: 
 
 

A. 

when employees would otherwise lack commitment to those goals.

B. 

whenever supervisors have any control over setting goals.

C. 

when employees lack knowledge of what would improve goal quality.

D. 

when they believe that the supervisors are not capable enough to set the goals.

E. 

there are only a few employees in the organization.

94.

Effective feedback: 
 
 

A. 

is generic in nature and applies to all employees.

B. 

is provided only through social sources.

C. 

should not be very frequent as frequency reduces its value.

D. 

can occur only when employees have weak self-efficacy.

E. 

should always come from a credible source.

95.

Which of the following statements portrays the essence of ap