MSM 6610 Final Exam Questions And Correct Answers | Verified Exam Questions

MSM 6610 Final Exam Questions And Correct Answers | Verified Exam Questions .Org consequences of stress - ANSWERS-1) Decline in performance 2) Absenteeism/turnover 3) Decreased motivation/satisfaction 4) Burnout. Too little stress can lead to boredom, too high to tension/anxiety .Managing Stress - ANSWERS-1) Exercise 2) Time management 3) Support groups 4) Role management 5) Relaxation .Org Coping Strategies - ANSWERS-1) Institutional programs a. Properly designed jobs/schedules b. Fostering healthy work culture c. Supervision-keep workloads reasonable 2) Collateral programs a. Org programs specifically created to help employee's deal with stress i. Stress MGT, health promotion, employee fitness programs, career development .Work/life balance - ANSWERS-1) Fundamental work-life relationships a. Interrelationships between a person's work life and personal life 2) Balancing work-life linkages a. Importance of long term versus short term perspectives b. Balance needs of both wage earners in double income families c. Accept that there's a work life integration .Motivation - ANSWERS-set of forces that leads people to behave in particular way .Importance of motivation - ANSWERS-job performance (P) depends upon motivation (M), ability (A), and environment (E). P=M+A+E .Motivational Framework: - ANSWERS-How motivational processes occur 1) Need: anything an individual requires or wants 2) Need deficiency: triggers attempts to satisfy the need 3) Goal-directed behaviors: result from individuals trying to satisfy their need deficiencies 4) Rewards and punishments: consequences of the goal directed behavior 5) Reassessment of need deficiency: assessment of the extent to which the outcome addressed the original need deficiency .Early perspectives on motivation - ANSWERS-1) Traditional a. Scientific MGT (Frederick Taylor) assumes that employees are motivated solely by money 2) Human Relations a. Assumes people want to feel useful and important b. Fostering a (false) sense of employee's inclusion in decision making will result in positive attitudes and motivation to work hard 3) Human Resource a. Assumes people want to and are able to make genuine contributions b. Managers should encourage their participation by encouraging participation and make full use of HR .Task specific self-efficacy - ANSWERS-people's belief in their capabilities to do what is required to accomplish a specific task. 3 dimensions 1) Magnitude: beliefs about how difficult a task can be accomplished 2) Strength: beliefs about how confident the person is that the task can be accomplished 3) Generality: beliefs about the degree to which similar tasks can be accomplished .Needs based theories of motivation - ANSWERS-assume that need deficiencies in having needs met cause behavior. Maslow, ERG, Herzberg, Acquired Needs .Hierarchy of Needs (Maslow) - ANSWERS-assumes that human needs are arranged in a hierarchy of importance 1) Basic (deficiency) needs Physiological Security Belongingness 2) Growth needs Esteem Self Actualization .ERG theory (Alderfer) - ANSWERS-1) Describes Existence, Relatedness, and Growth needs 2) Assumptions a. More than one need may motivate a person at the same time b. Satisfaction-progression and frustration-regression components .Herzeberg's two factor (dual structure) theory - ANSWERS-1) Assumes that motivation, as a construct, has 2 dimensions a. Motivation factors which affect satisfaction b. Hygiene factors which determine dissatisfaction 2) Assumes motivation occurs through job enrichment once hygiene factors are addressed .Acquired needs framework (McClelland) - ANSWERS-1) Centers on three learned needs a. Achievement: desire to accomplish a task or goal more effectively than was done in the past b. Affiliation: need for human companionship c. Power: desire to control the resources in one's environment .Focus of process based perspectives - ANSWERS-1) How people behave in their efforts to satisfy their needs 2) How people evaluate their satisfaction after they attain these goals 3) Includes equity and expectancy theories Theories include: equity, expectancy, porter lawler .Equity theory of motivation - ANSWERS-1) Focuses on the desire to be treated with equity and avoid perceived inequity a. Equity is a perceptual belief that one is being treated fairly in relation to others b. Inequity is a perceptual belief that one is being treated unfairly in relation to others .Expectancy Theory (vroom) - ANSWERS-people are motivated by how much they want something and the likelihood that they perceive of getting it 1) Effort to performance: perceived probability that effort will lead to performance 2) Performance to outcome: perceived probability that performance will lead to certain outcomes 3) Outcome: anything that results from performing a behavior 4) Valence: degree of attractiveness or unattractiveness that a particular outcome has for a person .Porter-Lawler Model - ANSWERS-1) Focuses on the relationship between satisfaction and performance 2) Conventional theory assumed satisfaction leads to performance 3) Assumes that a. If rewards are adequate, high levels of performance may lead to satisfaction b. Satisfaction is determined by the perceived equity of intrinsic/extrinsic rewards for performance .Learning based perspectives on motivation - ANSWERS-1) Classical conditioning 2) Cognitive process 3) Reinforcement theory 4) Social learning 5) Behavior modification .Learning - ANSWERS-relatively permanent change in behavior or potential resulting from experience .How learning occurs - ANSWERS-1) Traditional view: classical conditioning (Pavlov). Simple form of learning that links a conditioned response with an unconditioned stimulus 2) Contemporary view: learning as a cognitive process. Assumes people are conscious, active participants in how they learn