MN155 EXAM QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS
intrinsic motivation
a desire to perform a behavior effectively for its own sake
extrinsic motivation
a desire to perform a behavior due to promised rewards or threats of punishment
Vroom's Expectancy Theory
This theory states that people will behave based on what they expect as a result of their
behavior. In other words, people will work in relation to the expected reward.
Stanford Prison Experiment (Zimbardo)
revealed the extent to which group membership and social context can drastically alter
an individual's behavior. Those who were assigned to be "guards" and those assigned
to be "prisoners" began to act according to their roles, and behaviors became so
extreme that the planned two-week experiment had to be ended after only six days.
matrix structure
An organizational structure that simultaneously groups people and resources by
function and by product.
Herzberg's Two-Factor Theory
proposed that work satisfaction and dissatisfaction arise from two different factors -
work satisfaction from so-called motivating factors and work dissatisfaction from so-
called hygiene factors
, Aggressiveness
he propensity to engage in a sustained, diverse, or unique series of actions to
challenge rivals and enhance their relative competitive position,
Characteristics of Organisational Culture
innovation and risk taking, attention to detail, outcome orientation, people orientation,
team orientation, aggressiveness, stability
Goal Setting Theory
a theory that says that specific and difficult goals, with feedback, lead to higher
performance
self-determination theory
a theory of motivation that is concerned with the beneficial effects of intrinsic motivation
and the harmful effects of extrinsic motivation
external motivation
When personal drive comes from the desire to receive something, such as a reward or
recognition for achieving results.
internal motivation
motivation that comes from the job itself rather than from outside rewards
task significance
the degree to which a job has a substantial impact on the lives or work of other people
rewards-personal goals
the attractiveness of organizational outcome (reward) to the individual
Empowerment
COMPLETE SOLUTIONS
intrinsic motivation
a desire to perform a behavior effectively for its own sake
extrinsic motivation
a desire to perform a behavior due to promised rewards or threats of punishment
Vroom's Expectancy Theory
This theory states that people will behave based on what they expect as a result of their
behavior. In other words, people will work in relation to the expected reward.
Stanford Prison Experiment (Zimbardo)
revealed the extent to which group membership and social context can drastically alter
an individual's behavior. Those who were assigned to be "guards" and those assigned
to be "prisoners" began to act according to their roles, and behaviors became so
extreme that the planned two-week experiment had to be ended after only six days.
matrix structure
An organizational structure that simultaneously groups people and resources by
function and by product.
Herzberg's Two-Factor Theory
proposed that work satisfaction and dissatisfaction arise from two different factors -
work satisfaction from so-called motivating factors and work dissatisfaction from so-
called hygiene factors
, Aggressiveness
he propensity to engage in a sustained, diverse, or unique series of actions to
challenge rivals and enhance their relative competitive position,
Characteristics of Organisational Culture
innovation and risk taking, attention to detail, outcome orientation, people orientation,
team orientation, aggressiveness, stability
Goal Setting Theory
a theory that says that specific and difficult goals, with feedback, lead to higher
performance
self-determination theory
a theory of motivation that is concerned with the beneficial effects of intrinsic motivation
and the harmful effects of extrinsic motivation
external motivation
When personal drive comes from the desire to receive something, such as a reward or
recognition for achieving results.
internal motivation
motivation that comes from the job itself rather than from outside rewards
task significance
the degree to which a job has a substantial impact on the lives or work of other people
rewards-personal goals
the attractiveness of organizational outcome (reward) to the individual
Empowerment
