MGMT 335 EXAM 2 REVIEW UPDATED ACTUAL
QUESTIONS AND CORRECT ANSWERS
Question:
what is motivation
Answer:
a psychological process that causes direction, intensity, and persistence of
voluntary actions that are goal directed
Question:
how are motivation and performance the same or different
Answer:
poor performance does not equal a lock of motivation. performance is made
up of motivation, combined with ability and environment
Question:
what are the 3 main components of Vroom's Expectancy Theory and how do
they work to influence motivation
Answer:
1. expectancy; deals with ability, resources, environment, self-efficacy, and
mood (asks will i succeed at this task)
2. instrumentally; deals with company policies, past experiences, locus of
control, and information. (asks will i be rewarded for succeeding)
3. valence; deals with needs. (asks do i want the reward)
Question:
what is self-efficacy
Answer:
a persons belief about his/her ability to successfully accomplish a specific task
(i.e. task-specific confidence)
Question:
how can you increases self-efficacy
Answer:
self-efficacy can be increased:
1. mastery experiences
2. feedback
3. modeling
4. social persuasion -managers, coworkers, job design, training, and rewards
can provide some or all of these
Question:
what are the main components of goal setting theory and how do they im-
pact motivation and performance
Answer:
1. goal specificity: specific goals are better than "do your best" goal
2. goal difficulty: difficult goals are better than easier goals Necessary
conditions are: goal acceptance and commitment and feedback.
, Question:
how can you make goals SMARTER
Answer:
1. Specific- who, what, where, when, and how tasks need to be accomplished
2. Measurable- How much, how well, at what cost
3. Achievable- challenging yet accepted
4. Relevant- with employees control
5. Time-framed- due date and when assessed
6. Exciting- employee commitment, not just compliance
7. Reviewed- feedback and recognition on goal progress and accomplishment
Question:
what are the 3 components of Organizational Justice
Answer:
organizational justice is the overall perception of what is fair in the workplace.
the 3 components are:
1. distributive justice: perceived fairness of outcome
2. procedural justice: perceived fairness of process used to determine outcome
3. interactional justice: perceived degree to which one is treated with dignity
and respect
Question:
explain how Adams Equity Theory works and what happens if you have
inequity
Answer:
Adams equity theory is comprised of inputs (what the employee brings to the
job, i.e. effort), outcomes (what the employee receives from the job, i.e. salary),
and the comparison between the two. -if there is inequity, this implies the
underpayment of one employee (A) and overpayment of another (B). this
leaves A angry, and person B guilty, or vice-versa
Question:
how are distributive, procedural and interactional justice the same or
different
Answer:
-distributive justice focuses on individual outcomes -procedural justice focuses
on overall organizational processes -interactional justice focuses on social
sensitivity and treating others with respect and is important for the
perceptions and reactions of management treatment.
Question:
what are the components of
procedural justice
Answer:
some components of procedural justice are: commitment, trust, loyalty, OCB's,
turnover, and other related events
Question:
how does reinforcement theory work to impact motivation
Answer:
when consequences are desirable or rewarding this increases the chances of
QUESTIONS AND CORRECT ANSWERS
Question:
what is motivation
Answer:
a psychological process that causes direction, intensity, and persistence of
voluntary actions that are goal directed
Question:
how are motivation and performance the same or different
Answer:
poor performance does not equal a lock of motivation. performance is made
up of motivation, combined with ability and environment
Question:
what are the 3 main components of Vroom's Expectancy Theory and how do
they work to influence motivation
Answer:
1. expectancy; deals with ability, resources, environment, self-efficacy, and
mood (asks will i succeed at this task)
2. instrumentally; deals with company policies, past experiences, locus of
control, and information. (asks will i be rewarded for succeeding)
3. valence; deals with needs. (asks do i want the reward)
Question:
what is self-efficacy
Answer:
a persons belief about his/her ability to successfully accomplish a specific task
(i.e. task-specific confidence)
Question:
how can you increases self-efficacy
Answer:
self-efficacy can be increased:
1. mastery experiences
2. feedback
3. modeling
4. social persuasion -managers, coworkers, job design, training, and rewards
can provide some or all of these
Question:
what are the main components of goal setting theory and how do they im-
pact motivation and performance
Answer:
1. goal specificity: specific goals are better than "do your best" goal
2. goal difficulty: difficult goals are better than easier goals Necessary
conditions are: goal acceptance and commitment and feedback.
, Question:
how can you make goals SMARTER
Answer:
1. Specific- who, what, where, when, and how tasks need to be accomplished
2. Measurable- How much, how well, at what cost
3. Achievable- challenging yet accepted
4. Relevant- with employees control
5. Time-framed- due date and when assessed
6. Exciting- employee commitment, not just compliance
7. Reviewed- feedback and recognition on goal progress and accomplishment
Question:
what are the 3 components of Organizational Justice
Answer:
organizational justice is the overall perception of what is fair in the workplace.
the 3 components are:
1. distributive justice: perceived fairness of outcome
2. procedural justice: perceived fairness of process used to determine outcome
3. interactional justice: perceived degree to which one is treated with dignity
and respect
Question:
explain how Adams Equity Theory works and what happens if you have
inequity
Answer:
Adams equity theory is comprised of inputs (what the employee brings to the
job, i.e. effort), outcomes (what the employee receives from the job, i.e. salary),
and the comparison between the two. -if there is inequity, this implies the
underpayment of one employee (A) and overpayment of another (B). this
leaves A angry, and person B guilty, or vice-versa
Question:
how are distributive, procedural and interactional justice the same or
different
Answer:
-distributive justice focuses on individual outcomes -procedural justice focuses
on overall organizational processes -interactional justice focuses on social
sensitivity and treating others with respect and is important for the
perceptions and reactions of management treatment.
Question:
what are the components of
procedural justice
Answer:
some components of procedural justice are: commitment, trust, loyalty, OCB's,
turnover, and other related events
Question:
how does reinforcement theory work to impact motivation
Answer:
when consequences are desirable or rewarding this increases the chances of
