Page 1 of 80
ADMN 232 FINAL EXAM | FREQUENTLY TESTED
QUESTIONS WITH CORRECT ANSWERS |
BRAND NEW!
2) Alderfer's ERG Theory (only three needs - existence (safety &
physiological needs), relatedness (belongingness), & growth
(esteem & self-actualization)
3) McClelland's Learned Needs Theory (ppl are motivated by the
need for affiliation (to be liked & accepted), achievement (to
accomplish challenging goals), or power (to influence others)
extrinsic rewards - ✔✔✔ Correct Answer > rewards that are tangible,
visible to others, and given to employees contingent on the
performance of specific tasks or behaviours (eg. raise,
promotion, bonus, etc)
intrinsic rewards - ✔✔✔ Correct Answer > a natural reward associated
with performing a task or activity for its own sake (eg. sense of
accomplishment, feeling of responsibility, chance to learn
something new, etc)
,Page 2 of 80
practical steps to motivate employees - ✔✔✔ Correct Answer > 1) ask
people what their needs are
2) satisfy lower order needs first (providing the equipment,
training, & knowledge to create a safe workplace free of physical
risks, as well as paying employees enough to provide financial
security)
3) as needs change & lower order needs are satisfied, create
opportunities for employees to satisfy higher order needs
equity theory - ✔✔✔ Correct Answer > a theory that states that people
will be motivated when they perceive that they are being treated
fairly
inputs - ✔✔✔ Correct Answer > in equity theory, the contributions
employees make to the organization (ie. training, intelligence,
experience, effort, number of hours worked, & ability)
outcomes - ✔✔✔ Correct Answer > in equity theory, the rewards
employees receive for their contributions to the organization (ie.
pay, fringe benefits, status symbols, & job titles)
referents - ✔✔✔ Correct Answer > in equity theory, others with whom
people compare themselves to determine if they have been
treated fairly
,Page 3 of 80
outcome/input (O/I) ratio - ✔✔✔ Correct Answer > in equity theory, an
employee's perception of how the rewards received from an
organization compare with the employee's contributions to that
organization; after an internal comparison employees make an
external comparison (they compare their O/I ratio with the O/I
ratio of a referent)
under-reward - ✔✔✔ Correct Answer > a form of inequity in which you
are getting fewer outcomes relative to inputs than your referent
is getting; when your O/I ratio is worse than your referent's O/I
ratio
over-reward - ✔✔✔ Correct Answer > a form of inequity in which you
are getting more outcomes relative to inputs than your referent;
when your O/I ratio is better than your referent's O/I ratio
ways employees restore equity - ✔✔✔ Correct Answer > 1) decreasing
or withholding their inputs (ie. effort)
2) increasing outcomes (asking for a raise, going to labour
unions, etc)
3) rationalize or distort inputs or outcomes (ie. thinking things
such as "well at least I still have a job")
4) changing the referent
5) employees may leave
, Page 4 of 80
distributive justice - ✔✔✔ Correct Answer > the perceived degree to
which outcomes and rewards are fairly distributed or allocated
procedural justice - ✔✔✔ Correct Answer > the perceived fairness of
the process used to make reward allocation decisions
expectancy theory - ✔✔✔ Correct Answer > a theory that people will be
motivated to the extent to which they believe that their efforts
will lead to good performance, the good performance will be
rewarded, and that they will be offered attractive rewards
components of expectance theory - ✔✔✔ Correct Answer > 1) Valence
(the attractiveness or desirability of a reward or outcome)
2) expectance (the perceived relationship between effort and
performance)
3) instrumentality (the perceived relationship between
performance & rewards)
expectance theory equation - ✔✔✔ Correct Answer > Motivation =
valence x instrumentality x expectancy
using expectancy theory to motivate - ✔✔✔ Correct Answer > 1) survey
employees to identify preferred rewards
ADMN 232 FINAL EXAM | FREQUENTLY TESTED
QUESTIONS WITH CORRECT ANSWERS |
BRAND NEW!
2) Alderfer's ERG Theory (only three needs - existence (safety &
physiological needs), relatedness (belongingness), & growth
(esteem & self-actualization)
3) McClelland's Learned Needs Theory (ppl are motivated by the
need for affiliation (to be liked & accepted), achievement (to
accomplish challenging goals), or power (to influence others)
extrinsic rewards - ✔✔✔ Correct Answer > rewards that are tangible,
visible to others, and given to employees contingent on the
performance of specific tasks or behaviours (eg. raise,
promotion, bonus, etc)
intrinsic rewards - ✔✔✔ Correct Answer > a natural reward associated
with performing a task or activity for its own sake (eg. sense of
accomplishment, feeling of responsibility, chance to learn
something new, etc)
,Page 2 of 80
practical steps to motivate employees - ✔✔✔ Correct Answer > 1) ask
people what their needs are
2) satisfy lower order needs first (providing the equipment,
training, & knowledge to create a safe workplace free of physical
risks, as well as paying employees enough to provide financial
security)
3) as needs change & lower order needs are satisfied, create
opportunities for employees to satisfy higher order needs
equity theory - ✔✔✔ Correct Answer > a theory that states that people
will be motivated when they perceive that they are being treated
fairly
inputs - ✔✔✔ Correct Answer > in equity theory, the contributions
employees make to the organization (ie. training, intelligence,
experience, effort, number of hours worked, & ability)
outcomes - ✔✔✔ Correct Answer > in equity theory, the rewards
employees receive for their contributions to the organization (ie.
pay, fringe benefits, status symbols, & job titles)
referents - ✔✔✔ Correct Answer > in equity theory, others with whom
people compare themselves to determine if they have been
treated fairly
,Page 3 of 80
outcome/input (O/I) ratio - ✔✔✔ Correct Answer > in equity theory, an
employee's perception of how the rewards received from an
organization compare with the employee's contributions to that
organization; after an internal comparison employees make an
external comparison (they compare their O/I ratio with the O/I
ratio of a referent)
under-reward - ✔✔✔ Correct Answer > a form of inequity in which you
are getting fewer outcomes relative to inputs than your referent
is getting; when your O/I ratio is worse than your referent's O/I
ratio
over-reward - ✔✔✔ Correct Answer > a form of inequity in which you
are getting more outcomes relative to inputs than your referent;
when your O/I ratio is better than your referent's O/I ratio
ways employees restore equity - ✔✔✔ Correct Answer > 1) decreasing
or withholding their inputs (ie. effort)
2) increasing outcomes (asking for a raise, going to labour
unions, etc)
3) rationalize or distort inputs or outcomes (ie. thinking things
such as "well at least I still have a job")
4) changing the referent
5) employees may leave
, Page 4 of 80
distributive justice - ✔✔✔ Correct Answer > the perceived degree to
which outcomes and rewards are fairly distributed or allocated
procedural justice - ✔✔✔ Correct Answer > the perceived fairness of
the process used to make reward allocation decisions
expectancy theory - ✔✔✔ Correct Answer > a theory that people will be
motivated to the extent to which they believe that their efforts
will lead to good performance, the good performance will be
rewarded, and that they will be offered attractive rewards
components of expectance theory - ✔✔✔ Correct Answer > 1) Valence
(the attractiveness or desirability of a reward or outcome)
2) expectance (the perceived relationship between effort and
performance)
3) instrumentality (the perceived relationship between
performance & rewards)
expectance theory equation - ✔✔✔ Correct Answer > Motivation =
valence x instrumentality x expectancy
using expectancy theory to motivate - ✔✔✔ Correct Answer > 1) survey
employees to identify preferred rewards
