MNGT 361 Exam 2 | Verified with 100% Correct Answers

MNGT 361 Exam 2 | Verified with 100% Correct Answers According to McClelland's acquired theory, a "control freak" might be described as an individual with normal achievement needs, a low level of affiliation needs and a very high level of ____________ needs. Power Habitat for Humanity volunteers who are building a home are looking for a(n)_______________ reward Intrinsic Rank the steps in the simple model of motivation from the beginning (at the top) to end (at the bottom). 1. Unfulfilled need 2. Motivation 3. Behaviors 4. Rewards 5. Feedback Which one of the following concepts is defined as the physiological or psychological deficiencies that arose behavior? Needs Hackman and Oldham's job characteristics model is composed of three major elements. Identify those elements from the list below. 1. Three psychological states 2. Five core job characteristics 3. Work outcomes The psychological processes that arouse and direct goal-directed behavior are called ____________________. Motivation The three key elements in equity theory are: 1. Inputs 2. Outputs/Rewards 3. Comparisons In the hierarchy of needs theory ____________________ needs deal with the most basic human survival needs of food, clothing, shelter, and comfort. Physiological Job _____________________________ is the process of reducing the number of tasks a worker performs. Simplification Sam wants to improve job satisfaction, so he adds more responsibility, complexity, and control to his subordinates jobs. This is an example of job ______________________________. Enrichment ____________________________ is a theory that focuses on identifying the types of objectives that are most effective in producing high levels of motivation and performance and in explaining why objectives have these effects. Goal-setting There are four perspectives on motivation; they are content, process, job design, and _________________________. Reinforcement Herzberg's two-factor theory focuses on which of the following types of factors? 1.Motivating 2. Hygiene The job characteristics model consists of ________________ that affect three critical psychological states of an employee that in tun affect the employee’s motivation, performance, and satisfaction. five core job characteristics Job design works when employees are motivated. To be motivated, they must have three psychological states. Identify those states. 1. Has knowledge of the actual results of the work 2. Experienced meaningfulness of work 3. Experienced responsibility for the work outcomes According to the hierarchy of needs, in order for Josephine to seek fulfillment of her love needs, she must first satisfy which of the following needs? 1. Safety 2. Physiological In equity theory, the education, experience, and skills that individuals contribute to their organizations are examples of _____________. Inputs Alderfer's ___________________ theory suggests that there are three universal needs: existence, relatedness, and growth, which constitute a hierarchy of needs and motivate behavior. Alderfer proposed that needs at more than one level can be motivational at the same time. ERG Which of the following theories proposes that work satisfaction originates from motivating factors and dissatisfaction originates from hygiene factors? Herzberg's two-factor theory The _____________ theory suggests that people compare the ratio of their own outcomes to inputs against the ratio of someone else's outcomes to inputs. Equity Job __________ consists of increasing the number of tasks in a job to increase variety and motivation. Enlargement Using your knowledge of motivation, you as the manager, will want to motivate people to do which of the following? 1. Join your organization 2. Stay with your organization 3. Do extra tasks for your organization 4. Be engaged while at your organization Which of the following are core job characteristics in the job characteristics model? Autonomy Task identity Skill variety Task significance Feedback Identify the needs described by McClelland as being the basis for motivation. Need for affiliation Need for achievement Need for power According to expectancy theory, if people have choices, they will be motivated by which of the following? How much they want something How likely they think they are to get what they want. Sales representatives are paid a percentage of the earnings the company made from their sales in the form of a __________. sales commission According to Alderfer's ERG theory, __________________ needs are the desire for physiological and material well-being. existence According to Maslow's hierarchy of needs, __________ needs include self-respect, status, reputation, and recognition by your peers. Esteem Managers should use _________ only when employees show frequent undesirable behavior. Punishment The division of an organization's work among its employees and the application of motivational theories to jobs to increase satisfaction are both part of ___________. job design The three core characteristics that help an employee to experience the meaningfulness of work are skill variety, task significance, and ____________________. task identity Which of the following are aspects of the need for "love" according to Maslow's hierarchy? Friendship Affection _________________ needs are concerned with physical and emotional security. Safely Identify "esteem" needs according to Maslow's hierarchy of needs. Self-respect Reputation Status With ____________, certain employees are given the right to buy stock at a future date for a discounted price. stock options Identify physiological needs according to Maslow. Food Clothing Shelter According to Herzberg, _______________ factors are more frequently associated with achievement, recognition, responsibility, advancement, and love of the work itself. Motivating Self-actualization is also called self: Fulfillment The expectation that successful performance of a task will lead to a desired outcome is called ________________. Instrumentality Elaine surpassed her sales goal and earned a small cash award for her strong performance. This is an example of a ____________. bonus program According to the acquired needs theory, the desire to be responsible for other people, to influence their behavior or to control them, is the need for __________. Power Indicate nonmonetary sources of employee motivation. Job enrichment Job enlargement Empowerment Susan is looking for a job where she can use her abilities to their fullest potential. Which of Alderfer's ERG theory needs does Susan exemplify? Growth Applying the job Characteristics Model requires which of the following? 1.Determine whether job redesign is appropriate 2.Diagnose the work environment to see whether a problem exists 3. Consider how to redesign the job Myra wants to develop and maintain warm friendships with the people with which she works. Myra is displaying a need for_______________. Affiliation According to one motivational theory, Jane believes that if she works hard, her efforts will lead to strong performance. Jane has a high level of: Expectancy All of the following are positive psychological states resulting from the job characteristics model, when it is applied correctly, EXCEPT: high turnover The value or importance a worker assigns to the possible reward offered for performing a task well is called __________. Valence Increasing the number of similar tasks in job enlargement is likely to have which of the following disadvantages? No lasting positive effect on job performance According to equity theory, all of the following are considered to be outputs or rewards that people receive from their organization EXCEPT: Seniority In order to better motivate his employees, Enzo gave them tasks with added responsibility and room for recognition. Enzo was using ______________. job enrichment A manager tells his employee, "If you exceed your sales quota, I will give you a bonus." In reinforcement theory, this is an example of _________________. positive reinforcement In reinforcement theory, the removal of an unpleasant consequence following a desired behavior is called___________________ reinforcement. Negative __________________ needs are the desire to have meaningful relationships with people who are significant to us. Relatedness The need for _______________ is described as the desire to be responsible for other people, to influence their behavior. Power The Scanlon plan is an example of _________________, which distributes company savings to groups of employees who reduced costs and increased productivity. Gainsharing The three psychological states of the job characteristics model lead to high motivation, high performance, _____________, and low absenteeism and turnover. high satisfaction While proponents of job___________ claim that it can improve employee satisfaction, motivation, and quality of production, research suggests that adding additional tasks will not necessarily have a significant and lasting effect on performance if the tasks themselves are all unsatisfying. Enlargement Task _______________ describes the extent to which a job affects the lives of other people, whether inside or outside the organization. Significance Which of the following is NOT one of the needs that are assumed to influence behavior in ERG theory? Safety Job ____________________ increases employee efficiency and productivity by stripping the job down to its simplest elements, which enables the worker to do more of the same task. Simplification All of the following are components of the best incentive compensation plans EXCEPT: the rewards must be paid on a weekly basis Jobs with high ______________ allow workers to set their own schedules and decide how to perform the necessary tasks. Autonomy Because the number of different skills required to perform the job is greater, the job of the rocket scientist has higher ______________ than that of a short order cook. skill variety Macro works on an assembly line building complex machines. His job is adding the protective coating to the component parts. Because he does not perform all the tasks needed to complete the machine, Marco has low ________________. task identity Identity which item is NOT a safety need according to Maslow's hierarchy of needs. The need to develop one's full potential Motivation, Intrinsic rewards and extrinsic rewards Motivation: may be defined as the psychological processes that arouse and direct goal-directed behavior. Intrinsic rewards: is the satisfaction, such as a feeling of accomplishment, that a person receives from performing the particular task itself. Extrinsic rewards: is the payoff, such as money, that a person receives from others for performing a particular task. Maslow's Hierarchy needs 1. Physiological Needs: these are the most basic human physical needs, in which one is concerned with having food, clothing, shelter, and comfort and with self-preservation. 2. Safety Needs: these needs are concerned with physical safety and emotional security, so that a person is concerned with avoiding violence and threats. 3. Love Needs: once basic needs and security are taken care of, people look for love, friendship, and affection. 4. Esteem Needs: after they meet their social needs, people focus on such matters as self-respect, status, reputation, recognition, and self-confidence. 5. Self-Actualization Needs: the highest level of need, self-actualization is self-fulfillment the need to develop one's fullest potential, to become the best one is capable of being. Alderfer's ERG Theory ERG Theory: assumes that three basic needs influence behavior-existence, relatedness, and growth. 1. Existence Needs: are the desire for physiological and material well-being. 2. Relatedness Needs: are the desire to have meaningful relationships with people who are significant to us. 3. Growth Needs: are the desire to grow as human beings and to use our abilities to their fullest potential. Two-factor theory Two-factory theory: which proposed that work satisfaction and dissatisfaction arise from two different factors work satisfaction from motivation factors and work dissatisfaction from hygiene factors. 1. Motivating Factors: or simply motivators, are factors associated with job satisfaction-such as achievement, recognition, responsibility, and advancement all of which affect the job content or the rewards of work performance. 2. Hygiene Factors: are factors associated with job dissatisfaction-such as salary, working conditions, interpersonal relationships, and company policy-all of which affect the job context in which people work. Equity theory focuses on employee perceptions as to how fairly they think they are being treated compared with others. 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. 1. Expectancy: is the belief that a particular level of effort will lead to a particular level of performance. 2. Instrumentality: is the expectation that successful performance of the task will lead to the outcome desired. 3. Valence: is value, the importance a worker assigns to the possible outcome or a reward. Goal-setting theory suggests that employees can be motivated by goals that are specific and challenging but achievable. 1. Goal Should Be Specific 2. Goals Should Be Challenging but Achievable 3. Goals Should Be Linked to Action Plans 4. Goals Need Not Be Set Jointly to Be Effective 5. Feedback Enhances Goal Attainment Job Characteristics Model Job characteristics model: consists of (a) five core job characteristics that affect (b) three critical psychological states of an employee that in turn affect (c) work outcomes-the employee's motivation, performance, and satisfaction. 1. Skill Variety: describes the extent to which a job requires a person to use a wide range of different skills and abilities. 2. Task Identity: describes the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end. 3. Task Significance: describes the extent to which a job affects the lives of other people, whether inside or outside the organization. 4. Autonomy: describes the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them. 5. Feedback: describes the extent to which workers receive clear, direct information about how well they are performing the job. Reinforcement theory which attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated. Communication the transfer of information and understanding from one's person to another. Communication process 1. Sender: encodes messages, selects medium (e.g, telephone). 2. Message: is transmitted through a medium (e.g, telephone). 3. Receiver: decodes the message, decides if feedback needed. 4. Receiver expresses reaction, or feedback, through a medium. Semantic barriers is the study of the meaning of words. Jargon: is terminology specific to a particular profession or group. Eight norms of the millennial or internet generation 1. Freedom: the desire to experience new and different things. 2. Customization: the desire to have personalized products and choices. 3. Scrutiny: not taking "facts" and authority figures at face value. 4. integrity: trust in people, products, and employers is important. 5. Collaboration: relationships are of key importance. 6. Entertainment: keep things moving and interesting. 7. Speed: instant feedback is expected. 8. Innovation: impatience for new and different user experiences. Tips for better e-mail handling: 1. Treat all e-mail as confidential. 2. Be careful with jokes and informality. 3. Avoid sloppiness, but avoid criticizing others sloppiness. 4. When replying, quote only the relevant portion. 5. Not every topic belongs on the e-mail. Effective listening 1. Don't rush to respond. 2. Judge content, bot delivery. 3. Ask questions, summarize remarks. 4. Listen for ideas. 5. Resist distractions, show interest. 6. Give a fair hearing. Assumptions of the rational decision making model 1. Complete information, no uncertainty. 2. Logical, unemotional analysis. 3. Best decision for the organization. Satisficing model and incremental model definition Satisficing Model: that is, managers seek alternatives until they find one that is satisfactory, not optimal.