Binghamton University MGMT 311 Exam 2 chs 6-10 |
Questions with 100% Verified Answers | Latest Update
Question:
Motivation
Answer:
a set of energetic forces that originates both within and outside an employee, initated work-related
effort and determines it's direction, intensity and persistence
Question:
Expectancy theory
Answer:
Theory that effort will result in performance, performance will result in outcomes (instrumentality)
and that those outcomes will be valuable
Question:
Instrumentality (Performance --> Outcomes)
Answer:
the belief that successful performance will result in certain outcomes
Question:
What can hinder instrumentality?
Answer:
being unable to provide outcomes even when performance is high Use of policies that reward things
besides performance time delays in rewarding good performance
Question:
self efficiency
Answer:
self-belief in abilities. Includes past accomplishments, vicarious experiences, verbal persuasion,
emotional cues
Question:
Effort --> Performance
Answer:
the belief that a high level of effort will lead to the successful performance of a task (can be affected
by self efficiency)
Question:
Expectancy Theory (shortened)
, Answer:
effort --> performance --> valuable outcomes
Question:
Goal setting theory
Answer:
Motivation is fosterd when employees are given specific and difficult goals
Question:
What type of goal is NOT a good goal according to goal setting theory
Answer:
easy goals, "do your best" goals 2 multiple choice options
Question:
Equity Theory
Answer:
Motivation is maximized when an employee's ratio of "outcomes" to "inputs" matches those of some
"comparison other"
Question:
According to the Equity Theory, what does motivation also depend on?
Answer:
The outcomes recieved by other employees
Question:
According to the equity theory what are the options for an employee who feels their outcomes are
less than their coworker's
Answer:
Grow their outcomes by getting a raise or by stealing from the company or decrease their input by
lowering effort
Question:
According to the equity theory what are the options for an employee who feels their outcomes are
more than their coworker's
Answer:
they could try to shrink their outcomes (lol nah), they'll probably increase their inputs through
higher quality work or by cognitive distortion
, Question:
Cognitive distortion equity theory
Answer:
convincing yourself you do in fact deserve the greater outcomes - maybe you skills were more vital
than you thought
Question:
Valence
Answer:
reflects the anticipated value of outcomes associated ith performance
Question:
Psychological Empowerment
Answer:
An intrinsic form of motivation derived from the belief that one's work tasks are contributing to
some larger purpose
Question:
The 4 beliefs that foster psychological empowerment
Answer:
meaningfulness, self-determination, competence, impact
Question:
Intrinsic motivation
Answer:
motivation that is felt when task performance serves as its own reward
Question:
extrinsic motivation
Answer:
motivation that is controlled by some contigency that depends on task performance
Question:
meaningfulness
Answer:
the value of a work goal or purpose relative to a person's own ideals and passions
Question:
Self-determination
Questions with 100% Verified Answers | Latest Update
Question:
Motivation
Answer:
a set of energetic forces that originates both within and outside an employee, initated work-related
effort and determines it's direction, intensity and persistence
Question:
Expectancy theory
Answer:
Theory that effort will result in performance, performance will result in outcomes (instrumentality)
and that those outcomes will be valuable
Question:
Instrumentality (Performance --> Outcomes)
Answer:
the belief that successful performance will result in certain outcomes
Question:
What can hinder instrumentality?
Answer:
being unable to provide outcomes even when performance is high Use of policies that reward things
besides performance time delays in rewarding good performance
Question:
self efficiency
Answer:
self-belief in abilities. Includes past accomplishments, vicarious experiences, verbal persuasion,
emotional cues
Question:
Effort --> Performance
Answer:
the belief that a high level of effort will lead to the successful performance of a task (can be affected
by self efficiency)
Question:
Expectancy Theory (shortened)
, Answer:
effort --> performance --> valuable outcomes
Question:
Goal setting theory
Answer:
Motivation is fosterd when employees are given specific and difficult goals
Question:
What type of goal is NOT a good goal according to goal setting theory
Answer:
easy goals, "do your best" goals 2 multiple choice options
Question:
Equity Theory
Answer:
Motivation is maximized when an employee's ratio of "outcomes" to "inputs" matches those of some
"comparison other"
Question:
According to the Equity Theory, what does motivation also depend on?
Answer:
The outcomes recieved by other employees
Question:
According to the equity theory what are the options for an employee who feels their outcomes are
less than their coworker's
Answer:
Grow their outcomes by getting a raise or by stealing from the company or decrease their input by
lowering effort
Question:
According to the equity theory what are the options for an employee who feels their outcomes are
more than their coworker's
Answer:
they could try to shrink their outcomes (lol nah), they'll probably increase their inputs through
higher quality work or by cognitive distortion
, Question:
Cognitive distortion equity theory
Answer:
convincing yourself you do in fact deserve the greater outcomes - maybe you skills were more vital
than you thought
Question:
Valence
Answer:
reflects the anticipated value of outcomes associated ith performance
Question:
Psychological Empowerment
Answer:
An intrinsic form of motivation derived from the belief that one's work tasks are contributing to
some larger purpose
Question:
The 4 beliefs that foster psychological empowerment
Answer:
meaningfulness, self-determination, competence, impact
Question:
Intrinsic motivation
Answer:
motivation that is felt when task performance serves as its own reward
Question:
extrinsic motivation
Answer:
motivation that is controlled by some contigency that depends on task performance
Question:
meaningfulness
Answer:
the value of a work goal or purpose relative to a person's own ideals and passions
Question:
Self-determination
