MGMT330 Organizational Behavior Ch 5
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- 1.________________ is defined as a set of energetic forces that originates both within and outside an employee.
- A.
Motivation
- B.
Expectancy theory
- C.
Expectancy
- D.
Self-efficacy
- 2.Motivation is a critical consideration because ______________ is largely a function of two factors: motivation and ability
- A.
Job performance
- B.
Ability
- C.
Motivation
- D.
Self-efficacy
- 3.______________ describes the cognitive process that employees go through to make choices among different voluntary responses.
- A.
Expectancy theory
- B.
Motivation
- C.
Self-efficacy
- D.
Needs
- 4.____________ represents the belief that exerting a high level of effort will result in the successful performance of some task.
- A.
Expectancy
- B.
Motivation
- C.
Needs
- D.
Self-efficacy
- 5.______________ is defined as the belief that a person has the capabilities needed to execute the behaviors required for task success.
- A.
Self-efficacy
- B.
Motivation
- C.
Instrumentality
- D.
Expectancy theory
- 6.__________________ represents the belief that successful performance will result in some outcome(s).
- A.
Instrumentality
- B.
Valence
- C.
Expectancy Theory
- D.
Self-efficacy
- 7.______________ reflects the anticipated value of the outcomes associated with performance.
- A.
Valence
- B.
Instrumentality
- C.
Self-efficacy
- D.
Expectancy Theory
- 8.______________ can be defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.
- A.
Needs
- B.
Wants
- C.
Motivation
- D.
Instrumentality
- 9.____________ motivation is motivation that is controlled by some contingency that depends on task performance.
- A.
Extrinsic
- B.
Intrinsic
- 10.______________ motivation is motivation that is felt when task performance serves as its own reward.
- A.
Intrinsic
- B.
Extrinsic
- 11._____________ consists of updates on employee progress toward goal attainment.
- A.
Feedback
- B.
Task Complexity
- C.
Goal Commitment
- D.
Equity Theory
- 12._________________ acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people.
- A.
Expectancy theory
- B.
Feedback
- C.
Goal commitment
- D.
Task complexity
- 13.______________ is defined as the degree to which a person accepts a goal and is determined to try to reach it.
- A.
Goal commitment
- B.
Task complexity
- C.
Feedback
- D.
Equity theory
- 14.Any imbalance in ratios triggers ______________ which is an internal tension that can only be alleviated by restoring balance to the ratios.
- A.
Equity distress
- B.
Cognitive calculus
- C.
Intrinsic inequity
- D.
Extrinsic inequity
- 15.________________ reflects an energy rooted in the belief that work tasks contribute to some larger purpose.
- A.
Psychological empowerment
- B.
Intrinsic value
- C.
Meaningfulness
- D.
Impact
- 16.____________ captures the value of a work goal or purpose, relative to a person's own ideals and passions.
- A.
Meaningfulness
- B.
Competence
- C.
Self-determination
- D.
Impact
- 17.___________________ captures a person's belief in his or her capability to perform work tasks successfully.
- A.
Competence
- B.
Self-determination
- C.
Impact
- D.
Meaningfulness
- 18.____________ reflects the sense that a person's actions "make a difference"
- A.
Impact
- B.
Meaningfulness
- C.
Self-determination
- D.
Competence
- 19.Valences can be positive, negative or zero.
- A.
True
- B.
False
- 20.Research suggests that _________ are more likely than men to view money as representing achievement, respect, and freedom.
- A.
Men
- B.
Women
- 21.The effects of __________________ goals are almost twice as strong on simple tasks as on complex tasks.
- A.
Specific and difficult
- B.
Simple and easy
- C.
Moderate and achievable
- D.
Impossible
- 22.People who feel a sense of internal self-confidence tend to _________________ those who doubt their capabilities.
- A.
Outperform
- B.
Perform worse than
- C.
Perform similarly to
- 23.Employees who feel a sense of __________ are more emotionally attached to their firms and feel a stronger sense of obligation to remailn.
- A.
Equity
- B.
Worth
- C.
Valence
- D.
Motivation
- 24.Profit sharing is ________ to have a strong motivational effect on employee effort than individual incentives.
- A.
Unlikely
- B.
Likely
- C.
Not predictable
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