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Exam 6: Motivation

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Question 31

Multiple Choice

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GroundWork is a venture capital firm that helps in financing small businesses. New hires at the firm are given a project worth $50,000 to work on with minimum interference from the senior associates. The project has large scope for innovation and creation. What is management attempting to use as a motivator for the new hires?

A) Meaningfulness
B) Self-determination
C) Surface-level diversity
D) Expectancy
E) Outcome interdependence

F) B) and E)
G) A) and D)

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Question 32

True/False

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When your ratio of outcomes to inputs is greater than your comparison other's ratio, equity distress is experienced, and the tension likely creates negative emotions such as anger or envy.

A) True
B) False

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Question 33

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In the absence of a goal, it is difficult to rely on trial and error to figure out how best to do a task.

A lump-sum bonus is a bonus received by members of a unit for meeting unit goals.

Leticia has been assigned a task for which she knows that she does not have the necessary skills or knowledge. However, she really wants the bonus she can earn by completing the task. According to expectancy theory, Leticia will be highly motivated to complete the task.

The efforts of Coach Anderson have made the Silver Hawks the best football team in Brooklyn. The team owners tell Coach Anderson that his efforts have vastly improved the team's performance and that they believe his continuing efforts will result in the Silver Hawks being ranked as the best team on the East Coast. Which psychological empowerment concept best describes the impact of the owners' comments on Coach Anderson's motivation?

Employees who feel a sense of equity on the job are more likely to engage in citizenship behaviors, particularly when those behaviors aid the organization.

Meaningfulness reflects energy rooted in the belief that work tasks contribute to some larger purpose.

Research suggests that employees underestimate how powerful a motivator pay is to them.

Steffi and Emily work at Education Yours, a nonprofit educational institution. Last month, Steffi, newly hired on a temporary teaching assignment, was asked to teach an online course. Being new to online teaching, Steffi talks with Emily and several individuals who have been teaching online for several years. Emily discusses the pride she takes in her teaching and says she always approaches her teaching with total enthusiasm. She also expresses her belief that exerting a high level of effort will result in a successful performance for Steffi in her online teaching. Emily's self-efficacy source appears to be:

A difficult goal is one that stretches an employee to perform at his or her maximum level while still staying within the boundaries of his or her ability.

As goals move from moderate to difficult, the intensity and persistence of the effort needed are minimized.

People who experience higher levels of equity tend to feel higher levels of affective commitment and of normative commitment.

_____ captures the value of a work goal or purpose, relative to a person's own ideals and passions.

"M" in the SMART goals stands for:

Allan and Danny have been working for Yummy Treats for about five years, at the same level of management and doing similar kinds of work. Allan has been focusing on setting specific and difficult goals for himself and believes that exerting a high level of effort will result in the successful performance in his job. On the other hand, Danny compares himself to different managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly underrewarded at Yummy Treats. From Danny's view in this situation, Allan is a(n) :

Managers in global organizations recognize that some motivators are universal; that is, they work no matter what the culture. Other motivators differ by culture. Which of the following is not a universal motivator?

How do employees make the choices that take them in the "right direction"? Justify your answer with the help of expectancy theory.

The motivating force with the strongest performance effect is the perception of equity.

Self-determination captures the value of a work goal or purpose, relative to a person's own ideals and passions.