BUSMHR 3200 Exam 2 (Inks) (OSU)
UPDATED ACTUAL Exam Questions and
CORRECT Answers
________________ and _________________ are the engines of human performance -
CORRECT ANSWER - motivation, engagement
total rewards - CORRECT ANSWER - the sum total of all the things in the work
experience that affect an employee
motivation - CORRECT ANSWER - psychological (and physiological) processes that
underlie the direction, intensity, & persistence of behavior or thought
Fundamental "equation" regarding performance - CORRECT ANSWER - P=AxMxO
(p=performance, a=ability, m=motivation, o=opportunity)
Why so many theories of motivation? - CORRECT ANSWER - people are motivated in
different ways ; the same person can be motivated in different ways at different times ; complex
challenge
needs - CORRECT ANSWER - physiological or psychological deficiencies that arouse &
drive behavior
Maslow's Hierarchy of Needs - CORRECT ANSWER - strict hierarchy, can only work on
1 need at a time (physiological, safety, social/love, esteem, self-actualization)
Alderfer's ERG Theory - CORRECT ANSWER - not a strict hierarchy (existence,
relatedness, growth)
,McClelland's Need Theory - CORRECT ANSWER - Need for Achievement (n-Ach,
accomplish something difficult) ; Need for Affiliation (n-Affil, spend time in social relationships
& activities) ; Need for Power (n-Pow, influence, coach, teach, or encourage others to achieve)
Job Design Approaches to Motivation - CORRECT ANSWER - job enlargement,
enrichment (more responsibilities/promotion), rotation, crafting, simplification, characteristics
Job Characteristics Model (Hackman & Oldham) - CORRECT ANSWER - Core Job
Characteristics --> Critical Psychological States --> Outcomes
Equity Theory - CORRECT ANSWER - has its roots in cognitive dissonance theory
(Festinger) ; is perceived ; tangible & intangibles are relevant ; the "referent other" can be
another person, another potential job, etc. ; equitable not equal
Adams' Equity Theory - CORRECT ANSWER - outputs/inputs ; can be equitable or
inequitable and can create dissonance & motivate behavior
when equity exists but is not perceived, help others _____________________ - CORRECT
ANSWER - understand
when inequity exists, work to ______________/________________ it - CORRECT
ANSWER - reduce, eliminate
Expectancy Theory (Victor Vroom) - CORRECT ANSWER - (Tier 1) Effort -->
Performance ---> Outcomes/Rewards ; (Tier 2) (ExP) Expectancy --> (PxO) Instrumentality -->
Valence/Value of Outcome/Reward ; (Tier 3) Motivation
___________ should be difficult & ambitious but achievable - CORRECT ANSWER -
goals
quantify goals with the SMART acronym - CORRECT ANSWER - Specific, Measurable,
Achievable, Relevant, Time-based
,distributive justice - CORRECT ANSWER - the perceived fairness of how resources &
rewards are distributed (decision itself)
procedural justice - CORRECT ANSWER - the perceived fairness of the processes &
procedures used to make allocated decisions
interactional justice - CORRECT ANSWER - the extent to which people feel fairly treated
when decisions & procedures are implemented
job satisfaction - CORRECT ANSWER - an affective or emotional response to one's job
_____________________ assumes satisfaction plus a level of excitement & enthusiasm about
the work, energy/enthusiasm for the organization, & passion for what one does - CORRECT
ANSWER - engagement (employee engagement)
extrinsic motivation - CORRECT ANSWER - results from the potential or actual receipt of
external rewards
intrinsic motivation - CORRECT ANSWER - occurs when an individual is inspired by
"the positive internal feelings that are generated by doing well"
content theories - CORRECT ANSWER - identify internal factors such as needs &
satisfaction that energize employee motivation
process theories - CORRECT ANSWER - explain the process by which internal factors &
situational factors influence employee motivation
content theories of motivation - CORRECT ANSWER - most are based on the idea that an
employee's needs influence their motivation
, McGregor's Theory X - CORRECT ANSWER - a pessimistic view of employees: They
dislike work, must be monitored, & can be motivated only with rewards & punishment ("carrots
& sticks")
McGregor's Theory Y - CORRECT ANSWER - a modern & positive set of assumptions
about people at work: They're self-engaged, committed, responsible, & creative
Need Hierarchy Theory (Maslow's) - CORRECT ANSWER - states that motivation is a
function of 5 basic needs: physiological, safety, love, esteem, & self-actualization
Acquired Needs Theory - CORRECT ANSWER - states that 3 needs-for achievement,
affiliation, & power- are the key drivers of employee behavior
need for achievement (Acquired Needs Theory) - CORRECT ANSWER - the desire to
excel, overcome obstacles, solve problems, & rival & surpass others
need for affiliation (Acquired Needs Theory) - CORRECT ANSWER - the desire to
maintain social relationships, be liked, & join groups
need for power (Acquired Needs Theory) - CORRECT ANSWER - the desire to influence,
coach, teach, or encourage others to achieve
self-determination theory - CORRECT ANSWER - assumes that 3 innate needs influence
our behavior & well-being - the needs for competence, autonomy, & relatedness
motivator-hygiene theory - CORRECT ANSWER - proposes that job satisfaction &
dissatisfaction arise from 2 different sets of factors--satisfaction comes from motivating factors
& dissatisfaction from hygiene factors
hygiene factors - CORRECT ANSWER - include company policy & administration,
technical supervision, salary, interpersonal relationships with supervisors, & working conditions-
-cause a person to move from a state of no dissatisfaction to dissatisfaction
UPDATED ACTUAL Exam Questions and
CORRECT Answers
________________ and _________________ are the engines of human performance -
CORRECT ANSWER - motivation, engagement
total rewards - CORRECT ANSWER - the sum total of all the things in the work
experience that affect an employee
motivation - CORRECT ANSWER - psychological (and physiological) processes that
underlie the direction, intensity, & persistence of behavior or thought
Fundamental "equation" regarding performance - CORRECT ANSWER - P=AxMxO
(p=performance, a=ability, m=motivation, o=opportunity)
Why so many theories of motivation? - CORRECT ANSWER - people are motivated in
different ways ; the same person can be motivated in different ways at different times ; complex
challenge
needs - CORRECT ANSWER - physiological or psychological deficiencies that arouse &
drive behavior
Maslow's Hierarchy of Needs - CORRECT ANSWER - strict hierarchy, can only work on
1 need at a time (physiological, safety, social/love, esteem, self-actualization)
Alderfer's ERG Theory - CORRECT ANSWER - not a strict hierarchy (existence,
relatedness, growth)
,McClelland's Need Theory - CORRECT ANSWER - Need for Achievement (n-Ach,
accomplish something difficult) ; Need for Affiliation (n-Affil, spend time in social relationships
& activities) ; Need for Power (n-Pow, influence, coach, teach, or encourage others to achieve)
Job Design Approaches to Motivation - CORRECT ANSWER - job enlargement,
enrichment (more responsibilities/promotion), rotation, crafting, simplification, characteristics
Job Characteristics Model (Hackman & Oldham) - CORRECT ANSWER - Core Job
Characteristics --> Critical Psychological States --> Outcomes
Equity Theory - CORRECT ANSWER - has its roots in cognitive dissonance theory
(Festinger) ; is perceived ; tangible & intangibles are relevant ; the "referent other" can be
another person, another potential job, etc. ; equitable not equal
Adams' Equity Theory - CORRECT ANSWER - outputs/inputs ; can be equitable or
inequitable and can create dissonance & motivate behavior
when equity exists but is not perceived, help others _____________________ - CORRECT
ANSWER - understand
when inequity exists, work to ______________/________________ it - CORRECT
ANSWER - reduce, eliminate
Expectancy Theory (Victor Vroom) - CORRECT ANSWER - (Tier 1) Effort -->
Performance ---> Outcomes/Rewards ; (Tier 2) (ExP) Expectancy --> (PxO) Instrumentality -->
Valence/Value of Outcome/Reward ; (Tier 3) Motivation
___________ should be difficult & ambitious but achievable - CORRECT ANSWER -
goals
quantify goals with the SMART acronym - CORRECT ANSWER - Specific, Measurable,
Achievable, Relevant, Time-based
,distributive justice - CORRECT ANSWER - the perceived fairness of how resources &
rewards are distributed (decision itself)
procedural justice - CORRECT ANSWER - the perceived fairness of the processes &
procedures used to make allocated decisions
interactional justice - CORRECT ANSWER - the extent to which people feel fairly treated
when decisions & procedures are implemented
job satisfaction - CORRECT ANSWER - an affective or emotional response to one's job
_____________________ assumes satisfaction plus a level of excitement & enthusiasm about
the work, energy/enthusiasm for the organization, & passion for what one does - CORRECT
ANSWER - engagement (employee engagement)
extrinsic motivation - CORRECT ANSWER - results from the potential or actual receipt of
external rewards
intrinsic motivation - CORRECT ANSWER - occurs when an individual is inspired by
"the positive internal feelings that are generated by doing well"
content theories - CORRECT ANSWER - identify internal factors such as needs &
satisfaction that energize employee motivation
process theories - CORRECT ANSWER - explain the process by which internal factors &
situational factors influence employee motivation
content theories of motivation - CORRECT ANSWER - most are based on the idea that an
employee's needs influence their motivation
, McGregor's Theory X - CORRECT ANSWER - a pessimistic view of employees: They
dislike work, must be monitored, & can be motivated only with rewards & punishment ("carrots
& sticks")
McGregor's Theory Y - CORRECT ANSWER - a modern & positive set of assumptions
about people at work: They're self-engaged, committed, responsible, & creative
Need Hierarchy Theory (Maslow's) - CORRECT ANSWER - states that motivation is a
function of 5 basic needs: physiological, safety, love, esteem, & self-actualization
Acquired Needs Theory - CORRECT ANSWER - states that 3 needs-for achievement,
affiliation, & power- are the key drivers of employee behavior
need for achievement (Acquired Needs Theory) - CORRECT ANSWER - the desire to
excel, overcome obstacles, solve problems, & rival & surpass others
need for affiliation (Acquired Needs Theory) - CORRECT ANSWER - the desire to
maintain social relationships, be liked, & join groups
need for power (Acquired Needs Theory) - CORRECT ANSWER - the desire to influence,
coach, teach, or encourage others to achieve
self-determination theory - CORRECT ANSWER - assumes that 3 innate needs influence
our behavior & well-being - the needs for competence, autonomy, & relatedness
motivator-hygiene theory - CORRECT ANSWER - proposes that job satisfaction &
dissatisfaction arise from 2 different sets of factors--satisfaction comes from motivating factors
& dissatisfaction from hygiene factors
hygiene factors - CORRECT ANSWER - include company policy & administration,
technical supervision, salary, interpersonal relationships with supervisors, & working conditions-
-cause a person to move from a state of no dissatisfaction to dissatisfaction
