MGT 300: EXAM 3 CHAPTER 13 IQ
77 Cards in this Set
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True
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T or F
Finn is a salesperson, but he really dislikes his job. He still makes lots of sales, though, because every month the salesperson who makes the most sales receives a $1,000 bonus. Finn is obviously most interested in the extrinsic rewards of his job.
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extrinsic rewards
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________ ______ are tangible and visible to others and are given to employees contingent on the performance of specific tasks or behavior
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False
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T or F
Most people have a very low tolerance for overreward.
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overrewarded
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In theory, people experience guilt when they perceive that they have been __________; however, it takes a tremendous amount of overpayment before people decide that their pay or benefits are more than they deserve.
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True- Unfortunately, fewer than half of all employees understand how their pay increases are determined.
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T or F
One way that employees can better see the connection between pay and their performance at work is to publicize the way in which pay decisions are made.
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True
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T or F
One month ago, Regina made a major mistake on the job that cost her company several thousand dollars. Today, her supervisor called her in and chewed her out about her mistake. Unfortunately, this tactic is not likely to be effective.
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as soon as possible
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To be effective, managers need to correctly administer punishment at the appropriate time. It should be administered __ _____ __ ____ following the undesirable behavior.
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True
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T or F
Dana and Tobias both work at a flag factory. Dana has a goal of completing 30 flags by the end of her work shift; Tobias has a goal of completing 50 flags by the end of his shift. Tobias's goal is probably more motivating than Dana's goal.
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goal difficulty
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_____ is the extent to which a goal is hard or challenging. Difficult goals are more motivating than easy goals
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False
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T or F
Yusef works the late shift at his factory and gets off work at midnight. He has asked management to consider installing some spotlights in the parking lot because he is afraid of tripping in the dark on the way to his car. In making this request, Yusef is trying to get some of his…
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high, lower
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______-order needs are concerned with relationships, challenges and accomplishments, and influence. The concern for safety is a _____-order need.
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True
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T or F
Most of the equipment at Robertson Industries is old and outdated. Employees are constantly frustrated because they know they could be more productive if they had newer equipment. According to expectancy theory, these employees will probably not work very hard.
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expectancy
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_______ theory says that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards.
ex: Workers at Robertson Industries do not believe their ef…
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True
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T or F
Lien receives a $500 bonus after every 10 sales. Today she made her ninth sale. She'll receive the bonus after one more sale. This is an example of a fixed ratio reinforcement schedule.
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fixed ratio reinforcement
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With _____ _____ _________ schedules, consequences (Lien's $500 bonus) are delivered following a specific number of behaviors (10 sales).
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False
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T or F
A target, objective, or result that someone tries to accomplish is called an outcome
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Outcomes
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______ are the rewards employees receive for their contributions to the organization.
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goal
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A target, objective, or result that someone tries to accomplish is called an _____.
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True
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T or F
Managers need to understand that people are likely to be motivated by different things—a model that works for one employee will not necessarily work for another.
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False-The three factors are valence, expectancy, and instrumentality.
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T or F
According to expectancy theory, the three factors that affect conscious choices about motivation are valence, validation, and self-esteem.
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valence, expectancy, and instrumentality.
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what are the The three factors of the expectancy theory?
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False
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T or F
According to equity theory, the fact that CEOs make 344 times more than the average blue-collar worker indicates a case of severe inequity.
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Equity
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_____ theory doesn't focus on objective _____ measures, but instead says that ____ is in the eye of the beholder.
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True-The individual is experiencing overreward—he is receiving more outcomes relative to inputs than his referent is.
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T or F
If an individual realizes his O/I ratio is less than his referent's O/I ratio, the individual might feel some measure of guilty as a result.
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d. direction of effort
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Martha is trying to decide whether she should work on next week's schedule or proofread the report her supervisor just placed on her desk. Which aspect of motivation is Martha most concerned with at the moment?
a. Persistence of effort
b. Diligence of effort
c. Initiation of effort …
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direction of effort
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_______ of effort is concerned with the choices that people make in deciding where to put forth effort in their jobs.
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c. procedural justice
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Conor isn't happy that Jacqueline was recently named Employee of the Month—he was hoping for that award himself. Still, when he thinks about it, he has to admit that the right decision was made. After all, Jacqueline did land more accounts than he did. Based on the principle of ________ ,…
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procedural justice
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______ ______ refers to the perceived fairness of the procedures used to make reward allocation decisions.
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e. instrumentality
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The perceived relationship between performance and rewards is called:
a. commitment.
b. expectancy.
c. valence.
d. dichotomy.
e. instrumentality.
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instrumentality
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When _________ is strong, employees believe that improved performance will lead to better and more rewards, so they choose to work harder.
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a. punishment
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Because of her chronic tardiness, Shakira was suspended for three days at work without pay. This is an example of:
a. punishment.
b. positive reinforcement.
c. extinction.
d. extermination.
e. negative reinforcement.
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Punishment
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_______ attempts to weaken behavior (in this case, Shakira's tardiness) by following that behavior with undesirable consequences (three days without pay).
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d. assign them specific, challenging goals
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One of the simplest, most effective ways to motivate workers is to:
a. withhold performance feedback until the workers are doing a good job.
b. choose a complex, rather than a simple, schedule of reinforcement. c. restrict what workers can do to take the pressure off of them.
d. a…
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specific and difficult
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______ and _____-to-achieve goals are more motivating than general, easy-to-achieve goals.
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job performance
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Motivation × Ability × Situational Constraints =
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job performance
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In industrial psychology, ____ _________ is frequently represented by this equation.
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c. realize that most people's needs never really change.
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All of the following are practical steps that managers can take to motivate employees to increase their efforts EXCEPT:
a. encourage employees to take greater responsibility for their work. b. satisfy lower-order needs first.
c. realize that most people's needs never really change. …
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change
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As lower-order needs are satisfied, needs ____. When this happens, managers should create opportunities for employees to satisfy higher-order needs.
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a. decide not to work quite as hard as she has in the past.
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Donna is a production artist with an advertising agency. She has heard through the grapevine that other production artists at competing advertising agencies in town make more money than she does, which has upset her. The most likely consequence of this news is that Donna will:
a. decide…
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underreward
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Withholding inputs is a common reaction to ___________
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reinforcement
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According to ________ theory, behaviors followed by positive consequences will occur more frequently and behaviors followed by negative consequences will occur less frequently.
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performance feedback
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Information about the quality or quantity of past performance that indicates whether progress is being made toward the accomplishment of a goal is called:
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c. Single distribution
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Which of the following is NOT a type of intermittent reinforcement schedule?
a. Fixed ratio
b. Variable interval
c. Single distribution
d. Variable ratio
e. Fixed interval
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fixed ratio, fixed interval, variable interval, variable ratio
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what are the four types of intermittent reinforcement schedules?
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Identify, measure, analyze, intervene, evaluate
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What are the five steps to motivating workers with reinforcement theory?
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motivation
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is the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal.
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job performance
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is how well someone performs the requirements of the job
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motivation
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the degree to which someone works hard to do the job well
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ability
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is the degree to which workers possess the knowledge, skills, and talent needed to do a job well
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situational constraints
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_____ _______ are factors beyond the control of individual employees, such as tools, policies, and resources that have an effect on job performance
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needs
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–the physical or psychological requirements that must be met to ensure survival and well-being
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Maslow
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who's theory is this?
needs are arranged in a hierarchy from low to high; people are motivated by their lowest unsatisfied needs
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Alderfer
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who's theory is this?
people can be motivated by more than one need at a time
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McClelland
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who's theory is this?
the degree to which particular needs motivate varies from person to person
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Lower Order Needs
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In Maslow's hierachy what kind of needs are these:
Physiological
Safety
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High order needs
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In Maslow's hierachy what kind of needs are these:
Belongingness
Esteem
Self-Actualization
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Alderfer’s
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Who's theory is this ?
Lower Order Needs: Existence
Higher Order Needs: Relatedness, Growth
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McCelland learned needs
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Who's theory is this ?
Higher Order
Affiliation
Achievement
Power
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Extrinsic rewards
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what kind of rewards are these:
tangible and visible to others and are given to employees contingent on the performance of specific tasks or behaviors
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Intrinsic rewards
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what kind of awards are these?
the natural rewards associated with performing a task or activity for its own sake
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lower-order needs first
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what kind of needs should be met first?
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EquityTheory
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what theory?
People will be motivated at work when they perceive that they are being treated fairly. In particular, this theory stresses the importance of perceptions. So, regardless of the actual level of rewards people receive, they must also perceive that, relative to others, they are…
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inputs
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________ are the contributions employees make to the organization. They include education and training, intelligence, experience, effort, number of hours worked, and ability.
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outcomes
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_____ are what employees receive in exchange for their contributions to the organization. They include pay, fringe benefits, status symbols, and job titles and assignments.
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Underreward
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forms of inequity:
when you are getting fewer outcomes relative to your inputs than the referent
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Overreward
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forms of inequity:
when you are getting more outcomes relative to your inputs than the referent
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inequity
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all of these are reactions to what?
Decreasing or withholding inputs
Increasing outcomes
Rationalize or distort inputs to outcomes
Changing the referent
Employees may leave
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distributive
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Equity theory focuses on ________ justice, the degree to which outcomes and rewards are fairly distributed or allocated.
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procedural
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_____ justice, the fairness of the procedures used to make reward allocation decisions
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expectancy
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what theory?
People will be motivated to the extent to which they 1)believe that their efforts will lead to good performance, 2)that good performance will be rewarded, and 3)that they will be offered attractive rewards.
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Valance
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______ is simply the attractiveness or desirability of various rewards or outcomes. Expectancy theory recognizes that the same reward or outcome—say, a promotion—will be highly attractive to some people, will be highly disliked by others, and will not make much difference one way or the o…
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Expectancy
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_______ is the perceived relationship between effort and performance. When ______ are strong, employees believe that their hard work and efforts will result in good performance, so they work harder. By contrast, when _________ are weak, employees figure that no matter what they do or how …
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_______ is the perceived relationship between effort and performance. When ______ are strong, employees believe that their hard work and efforts will result in good performance, so they work harder. By contrast, when _________ are weak, employees figure that no matter what they do or how …
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________ is strong, employees believe that improved performance will lead to better and more rewards, so they choose to work harder. When _______ is weak, employees don’t believe that better performance will result in more or better rewards, so they choose not to work as hard.
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Reinforcement theory
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what thery?
Behavior is a function of its consequences, behaviors followed by positive consequences will occur more frequently, and behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently.
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continuous
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With --_______ reinforcement schedules, a consequence follows every instance of a behavior. For example, employees working on a piece-rate pay system earn money (consequence) for every part they manufacture (behavior). The more they produce, the more they earn.
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intermittent
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with _______ reinforcement schedules, consequences are delivered after a specified or average time has elapsed or after a specified or average number of behaviors has occurred
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goal setting theory
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what theory:
People will be motivated to the extent that they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement.
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MGT 300: EXAM 1