ORGB 364 COMPREHENSIVE LATEST QUESTIONS AND
ANSWERS SURE A+
✔✔define needs and what they are generated by - ✔✔goal-directed forces that people
experience- are shaped by the individuals self-concept (including personality and
values), social norms, and past experiences. they are generated by drives and emotions
✔✔Describe Maslow's needs Hierarchy - ✔✔It groups needs into a hierarchy of five
levels (primary needs) and states that the lowest needs are initially most important but
higher needs become more important as the lower needs are satisfied. lacks support
because it assumes everyone has the same hierarchy
✔✔define intrinsic motivation and extrinsic motivation - ✔✔intrinsic is the motivation that
people have inside themselves to accomplish a goal
extrinsic is the motivation that occurs when people are motivated to receive something
that is beyond their personal control for instrumental reasons
- can also occur when motivated by internal tension that originates externally
-can also occur when employees internalize the value of the external incentive
✔✔describe McCelland's learned needs theory - ✔✔argues that needs can be
strengthened through learning. the three needs studied are the need for achievement,
need for power, and need for affiliation
✔✔describe the four-drive theory - ✔✔states everyone has 4 drives: the drive to
acquire, bond, comprehend, and defend. these drives activate emotions that people
regulate through a skill set that considers social norms, past experience, and personal
values. this theory recommends that organizations ensure they provide a balanced
opportunity to fulfill the four drives
✔✔describe the expectancy theory model - ✔✔expectancy theory states that work effort
is determined by the perception that effort will result in a particular level of performance
(E-to-P), specific performance level will result in specific outcomes (P-to-O), and the
valences a person feels for those outcomes (satisfaction or dissatisfaction)
✔✔define organizational behaviour modification (OB mod) - ✔✔takes the behaviourist
view that the environment teaches people to alter their behaviour so they maximize
positive consequences and minimize adverse consequences
ABC model
✔✔what are antecedents? - ✔✔environmental stimuli that provoke behavioure
✔✔what are consequences? - ✔✔events following behaviour that influences its future
occurrence. includes positive reinforcement, punishment, negative reinforcement,
extinction
,✔✔describe the social cognitive theory - ✔✔it states that much learning and motivation
occurs by observing and modelling others as well as by anticipating the consequences
of our behaviour. it suggests that people typically infer cause-effect relationships,
anticipate action consequences, develop self-efficacy, exercise personal control, and
reflect on direct experiences
✔✔describe effective goal setting - ✔✔goal setting is the process of motivating
employees and clarifying role perceptions by establishing performance objectives and
creating SMARTER goals.
it amplifies intensity and persistence of effort, as well as channels behaviour to improve
work performance
✔✔describe effective feedback - ✔✔it is specific, relevant, timely, credible, and
sufficiently frequent (employees working on new tasks should receive more frequent
feedback)
✔✔describe strengths-based coaching (appreciative coaching) - ✔✔involves
maximizing potential by focusing on employee strengths rather than weaknesses
✔✔define SMARTER goals - ✔✔specific (what, when, where, with whom)
measurable (an indication of progress)
achievable (sufficiently but not overly challenging)
relevant (to employees job)
time-framed (due date)
exciting
reviewed (employees receive feedback about reached goals)
✔✔what are the two components of organizational justice? - ✔✔distributive justice-
perceived fairness in the outcomes we receive relative to our contributions and
outcomes/contributions of others
procedural justice- fairness of procedures used to decide the distribution of resources
✔✔define the equity theory and its four elements - ✔✔the theory explains how people
develop perceptions of fairness in the distribution and exchange of resources. the
theory has four elements: input/outcome ratio, comparison other, equity evaluation, and
consequences of inequity
✔✔define the need for achievement (nAch) - ✔✔A learned need in which people want
to accomplish reasonably challenging goals and desire unambiguous feedback and
recognition for their success
✔✔define the need for affiliation (nAff) - ✔✔A learned need in which people seek
approval from others, conform to their wishes and expectations, and avoid conflict/
confrontaton
,✔✔define need for power (nPow) - ✔✔A learned need in which people want to control
in their environment, including people and material resources, to benefit either
themselves (personalized power) or others (socialized power)
✔✔Define self-reinforcement - ✔✔reinforcement that occurs when an employee has
control over a reinforcer but doesn't take it until completing a self-set goal
✔✔what factors affect the intensity of an individual's needs and motivation? - ✔✔self-
concept, social norms, and past experiences
✔✔list the five primary needs in Maslow's hierarchy from lowest need (most important)
to highest. also list two additional drives - ✔✔physiological (need for food, air, water)
safety (need for security/ stability)
belongingness (need for interaction/ affection)
esteem (need for self/ social esteem)
self-actualization (need for self-fulfillment. never fulfilled)
additional drives: need to know and need for aesthetic beauty
✔✔even though Maslow's hierarchy is no longer followed, in what 3 ways did it shape
how we think about motivation? - ✔✔-needs to be studied together (several happen at
once)
-motivation can be shaped by human thought (self-concept)
-people are naturally motivated to reach their potential (Self-actualization)
✔✔two hypothesis' about extrinsic and intrinsic motivation - ✔✔a person performing a
internally motivating job will become more motivated when receiving an external source
of motivation
-introducing extrinsic sources of motivation will reduce intrinsic motivation (unless
unexpected, have low value, and are not contingent on specific behaviour)
✔✔define the drive to acquire. is it proactive or reactive? - ✔✔the drive to seek, take,
control, and retain object and personal experiences. it motivates competition,. proactive
✔✔define the drive to bond. is it proactive or reactive? - ✔✔variation of the need for
belonging and affiliation. explains why self-concept is partly defined by associations with
social groups, as well as why people who lack social contact are prone to health
problems. proactive
✔✔define the drive to comprehend. is it proactive or reactive? - ✔✔similar to the
primary need to know. people are inherently curious/ need to make sense of their
environment. proactive.
✔✔define the drive to defend. is it proactive or reactive? - ✔✔protect ourselves
physically, psychologically, and socially. creates fight or flight response. reactive.
, ✔✔how to increase E-toP expectancies - ✔✔ensuring employees have the necessary
competencies, clear role perceptions, and resources to reach the desired performance
levels
✔✔how to increase P-to-O expectancies - ✔✔measure employee performance
accurately and distribute the more valued rewards to those with higher job performance
✔✔how to increase outcome valences - ✔✔allow employees to choose rewards of
greatest value to them. if not possible, ensure that everyone values the reward
✔✔What is the ABC model of OB mod - ✔✔attempts to change behaviour (B) by
managing its antecedents (A) and consequences (C)
✔✔what are the 4 contingencies of reinforcement in OB mod? - ✔✔1. positive
reinforcement (introduction of consequences increase frequency of behaviour occurring)
2. punishment (introduction of consequence decreases frequency of behaviour
occurring again)
3. extinction (target behaviour decreases because no consequence follows it)
4. negative reinforcement (occurs when the removal or avoidance of a consequence
increases or maintains the frequency of a behaviour occurring)
✔✔define continuous and variable ratio schedule reinforcement - ✔✔continuous- best
for learning new tasks. reinforcement occurs after every occurrence of desired
behaviour
variable ratio schedule- best for motivating employees. behaviour is reinforced a
variable number of times
✔✔define gamification - ✔✔reinforcing behaviour through online games where
employees compete for positions on the leaderboards and earn rewards
✔✔limitations of OB mod - ✔✔-reward inflation (entitlement)
-variable ratio schedule creates a lottery-style reward system
✔✔what are the 3 most relevant pieces to the social cognitive theory for employee
motivation? - ✔✔-learning behavior consequences
-behavior modeling (creates self-efficacy)
-self-regulation (Set goals, and reward/punish self for the outcome)
✔✔what is multi-source feedback and non-social feedback - ✔✔multi-source- feedback
about an employees performance collected from a full circle of people (tend to delay
negative info, leave it out, distort news, etc. feels more personal)
non-social source- provide feedback through computer, device, ect. (good when
employees need to learn about goal progress and accomplishment- more accurate)
ANSWERS SURE A+
✔✔define needs and what they are generated by - ✔✔goal-directed forces that people
experience- are shaped by the individuals self-concept (including personality and
values), social norms, and past experiences. they are generated by drives and emotions
✔✔Describe Maslow's needs Hierarchy - ✔✔It groups needs into a hierarchy of five
levels (primary needs) and states that the lowest needs are initially most important but
higher needs become more important as the lower needs are satisfied. lacks support
because it assumes everyone has the same hierarchy
✔✔define intrinsic motivation and extrinsic motivation - ✔✔intrinsic is the motivation that
people have inside themselves to accomplish a goal
extrinsic is the motivation that occurs when people are motivated to receive something
that is beyond their personal control for instrumental reasons
- can also occur when motivated by internal tension that originates externally
-can also occur when employees internalize the value of the external incentive
✔✔describe McCelland's learned needs theory - ✔✔argues that needs can be
strengthened through learning. the three needs studied are the need for achievement,
need for power, and need for affiliation
✔✔describe the four-drive theory - ✔✔states everyone has 4 drives: the drive to
acquire, bond, comprehend, and defend. these drives activate emotions that people
regulate through a skill set that considers social norms, past experience, and personal
values. this theory recommends that organizations ensure they provide a balanced
opportunity to fulfill the four drives
✔✔describe the expectancy theory model - ✔✔expectancy theory states that work effort
is determined by the perception that effort will result in a particular level of performance
(E-to-P), specific performance level will result in specific outcomes (P-to-O), and the
valences a person feels for those outcomes (satisfaction or dissatisfaction)
✔✔define organizational behaviour modification (OB mod) - ✔✔takes the behaviourist
view that the environment teaches people to alter their behaviour so they maximize
positive consequences and minimize adverse consequences
ABC model
✔✔what are antecedents? - ✔✔environmental stimuli that provoke behavioure
✔✔what are consequences? - ✔✔events following behaviour that influences its future
occurrence. includes positive reinforcement, punishment, negative reinforcement,
extinction
,✔✔describe the social cognitive theory - ✔✔it states that much learning and motivation
occurs by observing and modelling others as well as by anticipating the consequences
of our behaviour. it suggests that people typically infer cause-effect relationships,
anticipate action consequences, develop self-efficacy, exercise personal control, and
reflect on direct experiences
✔✔describe effective goal setting - ✔✔goal setting is the process of motivating
employees and clarifying role perceptions by establishing performance objectives and
creating SMARTER goals.
it amplifies intensity and persistence of effort, as well as channels behaviour to improve
work performance
✔✔describe effective feedback - ✔✔it is specific, relevant, timely, credible, and
sufficiently frequent (employees working on new tasks should receive more frequent
feedback)
✔✔describe strengths-based coaching (appreciative coaching) - ✔✔involves
maximizing potential by focusing on employee strengths rather than weaknesses
✔✔define SMARTER goals - ✔✔specific (what, when, where, with whom)
measurable (an indication of progress)
achievable (sufficiently but not overly challenging)
relevant (to employees job)
time-framed (due date)
exciting
reviewed (employees receive feedback about reached goals)
✔✔what are the two components of organizational justice? - ✔✔distributive justice-
perceived fairness in the outcomes we receive relative to our contributions and
outcomes/contributions of others
procedural justice- fairness of procedures used to decide the distribution of resources
✔✔define the equity theory and its four elements - ✔✔the theory explains how people
develop perceptions of fairness in the distribution and exchange of resources. the
theory has four elements: input/outcome ratio, comparison other, equity evaluation, and
consequences of inequity
✔✔define the need for achievement (nAch) - ✔✔A learned need in which people want
to accomplish reasonably challenging goals and desire unambiguous feedback and
recognition for their success
✔✔define the need for affiliation (nAff) - ✔✔A learned need in which people seek
approval from others, conform to their wishes and expectations, and avoid conflict/
confrontaton
,✔✔define need for power (nPow) - ✔✔A learned need in which people want to control
in their environment, including people and material resources, to benefit either
themselves (personalized power) or others (socialized power)
✔✔Define self-reinforcement - ✔✔reinforcement that occurs when an employee has
control over a reinforcer but doesn't take it until completing a self-set goal
✔✔what factors affect the intensity of an individual's needs and motivation? - ✔✔self-
concept, social norms, and past experiences
✔✔list the five primary needs in Maslow's hierarchy from lowest need (most important)
to highest. also list two additional drives - ✔✔physiological (need for food, air, water)
safety (need for security/ stability)
belongingness (need for interaction/ affection)
esteem (need for self/ social esteem)
self-actualization (need for self-fulfillment. never fulfilled)
additional drives: need to know and need for aesthetic beauty
✔✔even though Maslow's hierarchy is no longer followed, in what 3 ways did it shape
how we think about motivation? - ✔✔-needs to be studied together (several happen at
once)
-motivation can be shaped by human thought (self-concept)
-people are naturally motivated to reach their potential (Self-actualization)
✔✔two hypothesis' about extrinsic and intrinsic motivation - ✔✔a person performing a
internally motivating job will become more motivated when receiving an external source
of motivation
-introducing extrinsic sources of motivation will reduce intrinsic motivation (unless
unexpected, have low value, and are not contingent on specific behaviour)
✔✔define the drive to acquire. is it proactive or reactive? - ✔✔the drive to seek, take,
control, and retain object and personal experiences. it motivates competition,. proactive
✔✔define the drive to bond. is it proactive or reactive? - ✔✔variation of the need for
belonging and affiliation. explains why self-concept is partly defined by associations with
social groups, as well as why people who lack social contact are prone to health
problems. proactive
✔✔define the drive to comprehend. is it proactive or reactive? - ✔✔similar to the
primary need to know. people are inherently curious/ need to make sense of their
environment. proactive.
✔✔define the drive to defend. is it proactive or reactive? - ✔✔protect ourselves
physically, psychologically, and socially. creates fight or flight response. reactive.
, ✔✔how to increase E-toP expectancies - ✔✔ensuring employees have the necessary
competencies, clear role perceptions, and resources to reach the desired performance
levels
✔✔how to increase P-to-O expectancies - ✔✔measure employee performance
accurately and distribute the more valued rewards to those with higher job performance
✔✔how to increase outcome valences - ✔✔allow employees to choose rewards of
greatest value to them. if not possible, ensure that everyone values the reward
✔✔What is the ABC model of OB mod - ✔✔attempts to change behaviour (B) by
managing its antecedents (A) and consequences (C)
✔✔what are the 4 contingencies of reinforcement in OB mod? - ✔✔1. positive
reinforcement (introduction of consequences increase frequency of behaviour occurring)
2. punishment (introduction of consequence decreases frequency of behaviour
occurring again)
3. extinction (target behaviour decreases because no consequence follows it)
4. negative reinforcement (occurs when the removal or avoidance of a consequence
increases or maintains the frequency of a behaviour occurring)
✔✔define continuous and variable ratio schedule reinforcement - ✔✔continuous- best
for learning new tasks. reinforcement occurs after every occurrence of desired
behaviour
variable ratio schedule- best for motivating employees. behaviour is reinforced a
variable number of times
✔✔define gamification - ✔✔reinforcing behaviour through online games where
employees compete for positions on the leaderboards and earn rewards
✔✔limitations of OB mod - ✔✔-reward inflation (entitlement)
-variable ratio schedule creates a lottery-style reward system
✔✔what are the 3 most relevant pieces to the social cognitive theory for employee
motivation? - ✔✔-learning behavior consequences
-behavior modeling (creates self-efficacy)
-self-regulation (Set goals, and reward/punish self for the outcome)
✔✔what is multi-source feedback and non-social feedback - ✔✔multi-source- feedback
about an employees performance collected from a full circle of people (tend to delay
negative info, leave it out, distort news, etc. feels more personal)
non-social source- provide feedback through computer, device, ect. (good when
employees need to learn about goal progress and accomplishment- more accurate)
