MGT410 EXAM 2_75 QUESTIONS WITH
VERIFIED ANSWERS
- CORRECT ANSWER Chapter 9 (Motivation,Satisfaction and Performance)
is anything that provides direction, intensity, and persistence to behavior.
-Not observable; must be inferred from behavior. - CORRECT ANSWER Motivation
Performance concerns behaviors directed toward the firm's mission/goals or the
products or services resulting from those behaviors.
-Differs from effectiveness i.e., making judgments about the adequacy of behavior
based on criteria. - CORRECT ANSWER Performance
is how much one likes a specific kind of job or work activity.
-Satisfied workers engage in organizational citizenship behaviors. - CORRECT
ANSWER Job Satisfaction
•Motivational theories are useful in certain situations but not as applicable in
others
.•Leaders who know about different motivational theories are more likely to
choose the right theory for a particular follower and situation.
•Most performance problems can be attributed to unclear expectations, skill
deficits, resource/ equipment shortages, or a lack of motivation
,.•Leaders have the most difficulty recognizing and correcting motivation
problems. - CORRECT ANSWER Five Motivational Approaches
Physiological, Security Needs, Belongingness, Esteem Needs, Self Actualization
Needs - CORRECT ANSWER 1) Maslow's Hierarchy of Needs
•Atkinson proposed that a person's tendency to exert effort toward task
accomplishment depends partly on the strength of his/her motivation to achieve
success (i.e., achievement orientation).
•McClelland said that individuals with a strong need for achievement strive to
accomplish socially acceptable endeavors and activities.
•Achievement orientation is a component of the Five Factor Model or OCEAN
model of personality dimension of conscientiousness
.•Achievement orientation is often a key success factor for people who advance to
the highest levels of organizations. - CORRECT ANSWER 2) Achievement
Orientation
•From the leader's perspective, goal setting involves setting clear performance
targets and helping followers create systematic plans to achieve them
.•According to Locke and Latham, goals are the most powerful determinants of
task behaviors
-Goals that were both specific and difficult resulted in consistently higher effort
and performance when contrasted to "do your best" goals.
,-Goal commitment is critical.
-Followers exerted the greatest effort when goals were accompanied by feedback;
followers getting goals or feedback alone generally exerted less effort.
•A leader's implicit and explicit expectations about goal accomplishment can
affect the performance of followers and teams.
-The Pygmalion effect occurs when leaders express high expectations for
followers. These expectations alone lead to higher-performing followers and
teams.
-The Golem Effect occurs when leaders have little faith in their followers' abil -
CORRECT ANSWER 3) Goal Setting
•The operant approach utilizes the following components to change the direction,
intensity, or persistence of behavior
.-Reward
-Punishment
-Contingent rewards and punishments (motivation)
-Noncontingent rewards and punishments
-Extinction
•Using operant principles to improve followers' motivation and performance
requires several steps.
-Clearly specify what behaviors are important.-Determine if those behaviors are
currently being punished, rewarded, or ignored.
-Find out what followers find rewarding and punishing.
, -Be wary of creating perceptions of inequity when administering individually
tailored rewards.
-Do not limit oneself to administering organizationally sanctioned rewards and
punishments.
-Administer rewards and punishments in a contingent manner whenever possible.
- CORRECT ANSWER 4) Operant Approach
•Empowerment has two key components:
-Leaders delegate leadership and decision making down to the lowest level
possible.
-Leaders equip followers with the resources, skills, and knowledge necessary to
make good decisions. - CORRECT ANSWER 5) Empowerment
•Satisfied workers are more likely to continue working for an organization and
engage in organizational citizenship behaviors.
•Dissatisfied workers are more likely to be adversarial in their relations with
leadership and engage in diverse counterproductive behaviors.
•Employee turnover has the most immediate impact on leadership practitioners.
-Functional turnover is healthy for an organization, such as when followers retire,
do not fit into the organization, or are substandard workers.
-Dysfunctional turnover is unhealthy and occurs when an organization's best and
brightest become dissatisfied and leave. - CORRECT ANSWER Follower Satisfaction
•Three types of items are typically found on job satisfaction surveys.
VERIFIED ANSWERS
- CORRECT ANSWER Chapter 9 (Motivation,Satisfaction and Performance)
is anything that provides direction, intensity, and persistence to behavior.
-Not observable; must be inferred from behavior. - CORRECT ANSWER Motivation
Performance concerns behaviors directed toward the firm's mission/goals or the
products or services resulting from those behaviors.
-Differs from effectiveness i.e., making judgments about the adequacy of behavior
based on criteria. - CORRECT ANSWER Performance
is how much one likes a specific kind of job or work activity.
-Satisfied workers engage in organizational citizenship behaviors. - CORRECT
ANSWER Job Satisfaction
•Motivational theories are useful in certain situations but not as applicable in
others
.•Leaders who know about different motivational theories are more likely to
choose the right theory for a particular follower and situation.
•Most performance problems can be attributed to unclear expectations, skill
deficits, resource/ equipment shortages, or a lack of motivation
,.•Leaders have the most difficulty recognizing and correcting motivation
problems. - CORRECT ANSWER Five Motivational Approaches
Physiological, Security Needs, Belongingness, Esteem Needs, Self Actualization
Needs - CORRECT ANSWER 1) Maslow's Hierarchy of Needs
•Atkinson proposed that a person's tendency to exert effort toward task
accomplishment depends partly on the strength of his/her motivation to achieve
success (i.e., achievement orientation).
•McClelland said that individuals with a strong need for achievement strive to
accomplish socially acceptable endeavors and activities.
•Achievement orientation is a component of the Five Factor Model or OCEAN
model of personality dimension of conscientiousness
.•Achievement orientation is often a key success factor for people who advance to
the highest levels of organizations. - CORRECT ANSWER 2) Achievement
Orientation
•From the leader's perspective, goal setting involves setting clear performance
targets and helping followers create systematic plans to achieve them
.•According to Locke and Latham, goals are the most powerful determinants of
task behaviors
-Goals that were both specific and difficult resulted in consistently higher effort
and performance when contrasted to "do your best" goals.
,-Goal commitment is critical.
-Followers exerted the greatest effort when goals were accompanied by feedback;
followers getting goals or feedback alone generally exerted less effort.
•A leader's implicit and explicit expectations about goal accomplishment can
affect the performance of followers and teams.
-The Pygmalion effect occurs when leaders express high expectations for
followers. These expectations alone lead to higher-performing followers and
teams.
-The Golem Effect occurs when leaders have little faith in their followers' abil -
CORRECT ANSWER 3) Goal Setting
•The operant approach utilizes the following components to change the direction,
intensity, or persistence of behavior
.-Reward
-Punishment
-Contingent rewards and punishments (motivation)
-Noncontingent rewards and punishments
-Extinction
•Using operant principles to improve followers' motivation and performance
requires several steps.
-Clearly specify what behaviors are important.-Determine if those behaviors are
currently being punished, rewarded, or ignored.
-Find out what followers find rewarding and punishing.
, -Be wary of creating perceptions of inequity when administering individually
tailored rewards.
-Do not limit oneself to administering organizationally sanctioned rewards and
punishments.
-Administer rewards and punishments in a contingent manner whenever possible.
- CORRECT ANSWER 4) Operant Approach
•Empowerment has two key components:
-Leaders delegate leadership and decision making down to the lowest level
possible.
-Leaders equip followers with the resources, skills, and knowledge necessary to
make good decisions. - CORRECT ANSWER 5) Empowerment
•Satisfied workers are more likely to continue working for an organization and
engage in organizational citizenship behaviors.
•Dissatisfied workers are more likely to be adversarial in their relations with
leadership and engage in diverse counterproductive behaviors.
•Employee turnover has the most immediate impact on leadership practitioners.
-Functional turnover is healthy for an organization, such as when followers retire,
do not fit into the organization, or are substandard workers.
-Dysfunctional turnover is unhealthy and occurs when an organization's best and
brightest become dissatisfied and leave. - CORRECT ANSWER Follower Satisfaction
•Three types of items are typically found on job satisfaction surveys.
