BA 350 LATEST 2026 STUDY GUIDE QUESTIONS AND
ANSWERS GRADED A+
✔✔equity theory - ✔✔A theory that says that individuals compare their job inputs and
outcomes with those of others and then respond to eliminate inequities.
Ex: making $30 an hour but dissatisfied because in other companies the same position
pays more.
based on the idea that individuals are motivated by fairness
Individual Outcomes/Individual Input = Others' Outcome/Others' Input
✔✔Expectancy Theory - ✔✔A theory that says the strength of a tendency to act in a
certain way depends on the strengths of an expectation that act will be followed by a
given outcome and on the attractiveness of that outcome to the individual.
Focuses on 3 relationships
1. Effort performance relationship- The probability perceived by the individual that
exerting a given amount of effort will lead to performance.
2. Performance Reward Relationship- The degree to which the individual believes
performing at a particular level will lead to the attainment of a desired outcome.
3. Rewards personal goals relationships- The degree to which organizational rewards
satisfy an individuals personal goals or needs and the attractiveness of those potential
rewards for the individual.
✔✔Organizational Justice - ✔✔An overall perception of what is fair in the workplace
Ex: I think this is a fair place to work.
✔✔Distributive Justice - ✔✔Perceived fairness of outcome
Ex: I got the pay raise I deserved.
✔✔Procedural Justice - ✔✔Perceived fairness of process used to determine outcome
Ex: I had input into the process used to give raises and was given a good explanation of
why I received the raise I did
✔✔Interactional Justice - ✔✔Sensitivity to the quality of interpersonal treatment
Ex: When telling me about my raise, my supervisor was very nice and complimentary.
, ✔✔Intrinsic motivation - ✔✔doing it for the sake of doing it (for yourself)
✔✔Extrinsic motivation - ✔✔doing it for a price
✔✔Management by objective (MBO) (Goal Setting) - ✔✔is a personnel management
technique where managers and employees work together to set, record and monitor
goals for a specific period of time.
✔✔Job Redesign (two factor theory) - ✔✔method of increasing job satisfaction by
designing a more satisfactory fit between workers and their jobs
✔✔job design - ✔✔the way the elements in a job are organized
✔✔Job rotation - ✔✔the periodic shifting of an employee from one task to another
✔✔job enlargement - ✔✔increasing the number of different tasks in a given job by
changing the division of labor
✔✔job enrichment - ✔✔adding high level responsibilities to a job to increase intrinsic
motivation
✔✔Job characteristics model - ✔✔Skill variety, task identity, task significance,
autonomy, feedback
✔✔Employee involvement (Need theory) - ✔✔A participative process that uses the
input of employees and is intended to increase employee commitment to an
organization's success.
✔✔participative management (theory y) - ✔✔A process in which subordinates share a
significant degree of decision-making
power with their immediate superiors.
✔✔Variable pay programs (expectancy theory) - ✔✔A pay plan that bases a portion of
an employee's pay on some individual and/or organizational measure of performance
Types:
-Piece-rate plans
-Profit-sharing plans
-Gainsharing
✔✔skilled-based pay plans - ✔✔A pay plan that sets pay levels on the basis of how
many skills employees have or how many jobs they can do.
ANSWERS GRADED A+
✔✔equity theory - ✔✔A theory that says that individuals compare their job inputs and
outcomes with those of others and then respond to eliminate inequities.
Ex: making $30 an hour but dissatisfied because in other companies the same position
pays more.
based on the idea that individuals are motivated by fairness
Individual Outcomes/Individual Input = Others' Outcome/Others' Input
✔✔Expectancy Theory - ✔✔A theory that says the strength of a tendency to act in a
certain way depends on the strengths of an expectation that act will be followed by a
given outcome and on the attractiveness of that outcome to the individual.
Focuses on 3 relationships
1. Effort performance relationship- The probability perceived by the individual that
exerting a given amount of effort will lead to performance.
2. Performance Reward Relationship- The degree to which the individual believes
performing at a particular level will lead to the attainment of a desired outcome.
3. Rewards personal goals relationships- The degree to which organizational rewards
satisfy an individuals personal goals or needs and the attractiveness of those potential
rewards for the individual.
✔✔Organizational Justice - ✔✔An overall perception of what is fair in the workplace
Ex: I think this is a fair place to work.
✔✔Distributive Justice - ✔✔Perceived fairness of outcome
Ex: I got the pay raise I deserved.
✔✔Procedural Justice - ✔✔Perceived fairness of process used to determine outcome
Ex: I had input into the process used to give raises and was given a good explanation of
why I received the raise I did
✔✔Interactional Justice - ✔✔Sensitivity to the quality of interpersonal treatment
Ex: When telling me about my raise, my supervisor was very nice and complimentary.
, ✔✔Intrinsic motivation - ✔✔doing it for the sake of doing it (for yourself)
✔✔Extrinsic motivation - ✔✔doing it for a price
✔✔Management by objective (MBO) (Goal Setting) - ✔✔is a personnel management
technique where managers and employees work together to set, record and monitor
goals for a specific period of time.
✔✔Job Redesign (two factor theory) - ✔✔method of increasing job satisfaction by
designing a more satisfactory fit between workers and their jobs
✔✔job design - ✔✔the way the elements in a job are organized
✔✔Job rotation - ✔✔the periodic shifting of an employee from one task to another
✔✔job enlargement - ✔✔increasing the number of different tasks in a given job by
changing the division of labor
✔✔job enrichment - ✔✔adding high level responsibilities to a job to increase intrinsic
motivation
✔✔Job characteristics model - ✔✔Skill variety, task identity, task significance,
autonomy, feedback
✔✔Employee involvement (Need theory) - ✔✔A participative process that uses the
input of employees and is intended to increase employee commitment to an
organization's success.
✔✔participative management (theory y) - ✔✔A process in which subordinates share a
significant degree of decision-making
power with their immediate superiors.
✔✔Variable pay programs (expectancy theory) - ✔✔A pay plan that bases a portion of
an employee's pay on some individual and/or organizational measure of performance
Types:
-Piece-rate plans
-Profit-sharing plans
-Gainsharing
✔✔skilled-based pay plans - ✔✔A pay plan that sets pay levels on the basis of how
many skills employees have or how many jobs they can do.
