MGT 301 FINAL EXAM 2026 ACTUAL QUESTIONS AND
SOLUTIONS RATED A+
✔✔Process Perspectives - ✔✔- concerned with the thought processes by which people
decide how to act
- how employees choose behavior to meet their needs
Process theories
- equity or justice theory
- expectancy theory
- goal-setting theory
✔✔Equity theory - ✔✔a model of motivation that explains how people strive for fairness
and justice in social exchanges or give-and-take relationships
✔✔Distributive justice - ✔✔"how faulty are rewards being given out?"
✔✔Procedural Justice - ✔✔"how fit is the process for handing out rewards?"
✔✔Interactional Justice - ✔✔"How fairly am I being treated when rewards are given
out?"
✔✔Five Practical Lessons from Equity and Justice Theories - ✔✔1. employee
perceptions are what count
2. employees want a voice in decisions that affect them
3. employees should be given appeals in process
4. leader behavior matters
5. a climate for justice makes a difference
✔✔Expectancy theory - ✔✔suggests that people are motivated by two things
1. how much they want something and
2. how likely they think they are to get it
✔✔Goal-setting theory - ✔✔suggests that employees can be motivated by goals that
are specific and challenging but achievable
✔✔4 motivational mechanisms - ✔✔1. Directs your attention
2. Regulates the effort expended
3. Increases your persistence
4. Fosters use of strategic and action plans
✔✔Practical considerations of goal-setting theory - ✔✔1. goals should be specific
2. certain conditions are necessary for goal setting to work
3. goals should be linked to action plans
, 4. performance feedback and participation in deciding how to achieve goals are
necessary but not sufficient for goal setting to work
✔✔Job design - ✔✔- devision of an organizations work among its employees
- the application of motivational theories to jobs increase satisfaction and performance
Two techniques
- fitting jobs to people
- fitting people to jobs
✔✔Reinforcement Theory - ✔✔Suggests that behavior with positive consequences
tends to be repeated, whereas behavior with negative consequences tends not to be
repeated
pioneered by B.F. Skinner (operant conditioning)
✔✔Positive Reinforcement - ✔✔use of positive consequences to strengthen a particular
behavior
✔✔Negative Reinforcement - ✔✔strengthening a behavior by withdrawing something
negative
✔✔Extinction - ✔✔weakening behavior bu ignoring or it making sure it Is not reinforced
✔✔Punishment - ✔✔weakening behavior by presenting something negative or
withdrawing something positive
✔✔positive reinforcement - ✔✔- reward only desirable behavior
- give rewards as soon as possible
- be clear about what behavior is desired
- have different rewards and recognize individual differences
✔✔Punishment - ✔✔- punish only undesirable behavior
- give reprimands or disciplinary actions as soon as possible
- be clear about what behavior Is desirable
- administer punishment in private
- combine punishment and positive reinforcement
✔✔Compensation - ✔✔monetary rewards
✔✔Non-monetary Incentives - ✔✔- work-life balance
- ability to expand skills
- positive work environment
- finding meaning in work
SOLUTIONS RATED A+
✔✔Process Perspectives - ✔✔- concerned with the thought processes by which people
decide how to act
- how employees choose behavior to meet their needs
Process theories
- equity or justice theory
- expectancy theory
- goal-setting theory
✔✔Equity theory - ✔✔a model of motivation that explains how people strive for fairness
and justice in social exchanges or give-and-take relationships
✔✔Distributive justice - ✔✔"how faulty are rewards being given out?"
✔✔Procedural Justice - ✔✔"how fit is the process for handing out rewards?"
✔✔Interactional Justice - ✔✔"How fairly am I being treated when rewards are given
out?"
✔✔Five Practical Lessons from Equity and Justice Theories - ✔✔1. employee
perceptions are what count
2. employees want a voice in decisions that affect them
3. employees should be given appeals in process
4. leader behavior matters
5. a climate for justice makes a difference
✔✔Expectancy theory - ✔✔suggests that people are motivated by two things
1. how much they want something and
2. how likely they think they are to get it
✔✔Goal-setting theory - ✔✔suggests that employees can be motivated by goals that
are specific and challenging but achievable
✔✔4 motivational mechanisms - ✔✔1. Directs your attention
2. Regulates the effort expended
3. Increases your persistence
4. Fosters use of strategic and action plans
✔✔Practical considerations of goal-setting theory - ✔✔1. goals should be specific
2. certain conditions are necessary for goal setting to work
3. goals should be linked to action plans
, 4. performance feedback and participation in deciding how to achieve goals are
necessary but not sufficient for goal setting to work
✔✔Job design - ✔✔- devision of an organizations work among its employees
- the application of motivational theories to jobs increase satisfaction and performance
Two techniques
- fitting jobs to people
- fitting people to jobs
✔✔Reinforcement Theory - ✔✔Suggests that behavior with positive consequences
tends to be repeated, whereas behavior with negative consequences tends not to be
repeated
pioneered by B.F. Skinner (operant conditioning)
✔✔Positive Reinforcement - ✔✔use of positive consequences to strengthen a particular
behavior
✔✔Negative Reinforcement - ✔✔strengthening a behavior by withdrawing something
negative
✔✔Extinction - ✔✔weakening behavior bu ignoring or it making sure it Is not reinforced
✔✔Punishment - ✔✔weakening behavior by presenting something negative or
withdrawing something positive
✔✔positive reinforcement - ✔✔- reward only desirable behavior
- give rewards as soon as possible
- be clear about what behavior is desired
- have different rewards and recognize individual differences
✔✔Punishment - ✔✔- punish only undesirable behavior
- give reprimands or disciplinary actions as soon as possible
- be clear about what behavior Is desirable
- administer punishment in private
- combine punishment and positive reinforcement
✔✔Compensation - ✔✔monetary rewards
✔✔Non-monetary Incentives - ✔✔- work-life balance
- ability to expand skills
- positive work environment
- finding meaning in work
