MGMT 475 EXAM 3 QUESTIONS AND
ANSWERS 100% PASS
Motivation - ANS The psychological forces determining the direction of behavior, level of
effort, and degree of persistence in an organization.
Motivation Direction - ANS The possible behaviors an individual could engage in.
Motivation Effort - ANS How hard an individual will work.
Motivation Persistence - ANS Whether an individual will keep trying or give up.
Intrinsic Motivation - ANS A sense of accomplishment and achievement derived from
performing the work itself.
Extrinsic Motivation - ANS Behavior performed to acquire material or social rewards or to
avoid punishment.
Engagement - ANS The commitment followers make to their leader or organization, shown by
a willingness to go beyond the call of duty.
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, Expectancy Theory (Formula) - ANS Motivation strength = (Perceived value of result) x
(Perceived probability that result will materialize).
Goal-setting Theory - ANS The idea that specific and challenging goals, combined with
feedback, lead to higher performance.
SMART Objectives - ANS Goals that are Specific, Measurable, Attainable, Relevant, and Time-
sensitive.
Equity Theory - ANS The theory that motivation depends on how fairly employees believe
they are treated compared to peers.
Coaching - ANS Long-term oriented interactions with followers that focus on their growth
and development.
Three Pillars of Expectancy - ANS Motivation is maximized if effort leads to recognition,
recognition leads to rewards, and rewards are valuable .
Benefits of Engagement - ANS Increased productivity, increased profitability, decreased
turnover, and a safer workplace.
Social Comparison - ANS The process by which individuals evaluate their own treatment in
the workplace by comparing it to others.
Stretch Goals - ANS Challenging goals that push followers beyond their current performance
levels.
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ANSWERS 100% PASS
Motivation - ANS The psychological forces determining the direction of behavior, level of
effort, and degree of persistence in an organization.
Motivation Direction - ANS The possible behaviors an individual could engage in.
Motivation Effort - ANS How hard an individual will work.
Motivation Persistence - ANS Whether an individual will keep trying or give up.
Intrinsic Motivation - ANS A sense of accomplishment and achievement derived from
performing the work itself.
Extrinsic Motivation - ANS Behavior performed to acquire material or social rewards or to
avoid punishment.
Engagement - ANS The commitment followers make to their leader or organization, shown by
a willingness to go beyond the call of duty.
@COPYRIGHT ALL RIGHTS RESERVED PAGE 1 OF 6
, Expectancy Theory (Formula) - ANS Motivation strength = (Perceived value of result) x
(Perceived probability that result will materialize).
Goal-setting Theory - ANS The idea that specific and challenging goals, combined with
feedback, lead to higher performance.
SMART Objectives - ANS Goals that are Specific, Measurable, Attainable, Relevant, and Time-
sensitive.
Equity Theory - ANS The theory that motivation depends on how fairly employees believe
they are treated compared to peers.
Coaching - ANS Long-term oriented interactions with followers that focus on their growth
and development.
Three Pillars of Expectancy - ANS Motivation is maximized if effort leads to recognition,
recognition leads to rewards, and rewards are valuable .
Benefits of Engagement - ANS Increased productivity, increased profitability, decreased
turnover, and a safer workplace.
Social Comparison - ANS The process by which individuals evaluate their own treatment in
the workplace by comparing it to others.
Stretch Goals - ANS Challenging goals that push followers beyond their current performance
levels.
@COPYRIGHT ALL RIGHTS RESERVED PAGE 2 OF 6
