MAN 6635 EXAMINERS 2026 QUESTIONS AND
ANSWERS SURE A+
✔✔Culture Shock Four Stages - ✔✔1. Honeymoon
2. Irritation and Hostility
3. Gradual Adjustment
4. Biculturalism
✔✔Culture Shock Honeymoon Stage - ✔✔Stage 1: Positive attitudes and expectations
✔✔Culture Shock Irritation and Hostility Stage - ✔✔Stage 2: Crisis stage when cultural
differences result in problems at work, home, and daily living
✔✔Culture Shock Gradual Adjustment Stage - ✔✔Stage 3: IA and family gradually
become able to understand and predict patterns of behavior, use the language, and
deal with daily activities
✔✔Culture Shock Biculturalism Stage - ✔✔Stage 4: IA and family grow to accept and
appreciate local people and practices
✔✔Why do we pay people to work? - ✔✔- Support basic sustenance
- Offset opportunity costs of them doing something else
- Leverage their KSAO (knowledge, skills, abilities, and other characteristics)
✔✔How do we pay people to work? - ✔✔- Straight up compensation (wages and
salaries)
- Benefits/incentives
- Training & development
- Career-building experiences such as foreign assignments
✔✔Equity Theory - ✔✔- Motivation is high when an employee's ratio of outcomes to
inputs marches those of some "comparison other"
, (a.k.a. employee motivation is not only dependent on ones own rewards, but also on the
rewards received by other employees)
✔✔Equity Theory Outcomes - ✔✔- Pay
- Promotions
- Praise/Recognition
- Better working conditions
✔✔Equity Theory Inputs - ✔✔- Job performance
- Effort
- Impact/responsibility
- Training & education
- Skills & abilities
✔✔Under-Reward Inequity - ✔✔Others get better outcomes for the same inputs
- Re-Balance by: decreasing inputs (lower motivation) and increasing outcomes
(bargaining; theft)
✔✔Over-Reward Inequity - ✔✔You get better outcomes for the same inputs
- Re-Balance by: Increasing inputs (higher effort) and decreasing outcomes (less likely)
✔✔Expectancy Theory - ✔✔Motivation is a function of these three beliefs:
1. Expectancy - Belief that effort will result in performance (Driven by Self-Efficacy)
2. Instrumentality - Belief that performance will result in outcomes
3. Valence - Belief that those outcomes will be valuable
✔✔Sources of Self-Efficacy - ✔✔- Past accomplishments/experiences
- Vicarious experiences
- Verbal persuasion from self or others
- Emotional cues from self and others
- Available resources
✔✔Motivating Employee Behavior (Equity Theory & Expectancy Theory Applied) - ✔✔-
It is critical employees believe they are being paid fairly compared to others (Equity
Theory) and their efforts will ultimately result in them receiving rewards they value
(Expectancy Theory)
✔✔Why give benefits to employees? - ✔✔- Economies of scale
ANSWERS SURE A+
✔✔Culture Shock Four Stages - ✔✔1. Honeymoon
2. Irritation and Hostility
3. Gradual Adjustment
4. Biculturalism
✔✔Culture Shock Honeymoon Stage - ✔✔Stage 1: Positive attitudes and expectations
✔✔Culture Shock Irritation and Hostility Stage - ✔✔Stage 2: Crisis stage when cultural
differences result in problems at work, home, and daily living
✔✔Culture Shock Gradual Adjustment Stage - ✔✔Stage 3: IA and family gradually
become able to understand and predict patterns of behavior, use the language, and
deal with daily activities
✔✔Culture Shock Biculturalism Stage - ✔✔Stage 4: IA and family grow to accept and
appreciate local people and practices
✔✔Why do we pay people to work? - ✔✔- Support basic sustenance
- Offset opportunity costs of them doing something else
- Leverage their KSAO (knowledge, skills, abilities, and other characteristics)
✔✔How do we pay people to work? - ✔✔- Straight up compensation (wages and
salaries)
- Benefits/incentives
- Training & development
- Career-building experiences such as foreign assignments
✔✔Equity Theory - ✔✔- Motivation is high when an employee's ratio of outcomes to
inputs marches those of some "comparison other"
, (a.k.a. employee motivation is not only dependent on ones own rewards, but also on the
rewards received by other employees)
✔✔Equity Theory Outcomes - ✔✔- Pay
- Promotions
- Praise/Recognition
- Better working conditions
✔✔Equity Theory Inputs - ✔✔- Job performance
- Effort
- Impact/responsibility
- Training & education
- Skills & abilities
✔✔Under-Reward Inequity - ✔✔Others get better outcomes for the same inputs
- Re-Balance by: decreasing inputs (lower motivation) and increasing outcomes
(bargaining; theft)
✔✔Over-Reward Inequity - ✔✔You get better outcomes for the same inputs
- Re-Balance by: Increasing inputs (higher effort) and decreasing outcomes (less likely)
✔✔Expectancy Theory - ✔✔Motivation is a function of these three beliefs:
1. Expectancy - Belief that effort will result in performance (Driven by Self-Efficacy)
2. Instrumentality - Belief that performance will result in outcomes
3. Valence - Belief that those outcomes will be valuable
✔✔Sources of Self-Efficacy - ✔✔- Past accomplishments/experiences
- Vicarious experiences
- Verbal persuasion from self or others
- Emotional cues from self and others
- Available resources
✔✔Motivating Employee Behavior (Equity Theory & Expectancy Theory Applied) - ✔✔-
It is critical employees believe they are being paid fairly compared to others (Equity
Theory) and their efforts will ultimately result in them receiving rewards they value
(Expectancy Theory)
✔✔Why give benefits to employees? - ✔✔- Economies of scale
