HROB 2090 FINAL EXAM| QUESTION
WITH 100% CORRECT ANSWERS
emotions - ✔️✔️intense, often short-lived feelings caused by a particular event
moods - ✔️✔️less intense, longer-lived, and more diffuse feelings
Emotional contagion - ✔️✔️tendency for moods and emotions to spread between people or
throughout a group
emotional labour - ✔️✔️Requirement for people to conform to emotional "display rules" in their
job behaviour in spite of their true mood or emotions.
dirty work - ✔️✔️jobs that have social, physical, or moral stigma attached to them
organizational citizenship behaviour - ✔️✔️voluntary, informal behaviour that contributes to
organizational effectiveness
counterproductively work behaviour - ✔️✔️intentional verbal or physical behaviour meant to
coworkers or customers
organizational commitment - ✔️✔️a attitude that reflects the strength or the linkage between an e
employee and the organization
affective commitment - ✔️✔️commitment based on identification and involvement with an
organization
continuance commitment - ✔️✔️commitment based on the costs that would be incurred in leaving
an organization or a lack of job alternatives
normative commitment - ✔️✔️commitment based on ideology or a feeling of obligation to an
organization
need for achievement - ✔️✔️A strong desire to perform challenging tasks well
proximal goal - ✔️✔️short-term goal or sub-goal
goal setting theory - ✔️✔️A process theory that states that goals are motivational when they are
specific and challenging, when organizational members are committed to them, and when
feedback about progress toward goal attainment is provided
distal goal - ✔️✔️long term or end goal
,process theories - ✔️✔️motivation theories that specify the details of how motivation occurs
valence - ✔️✔️the expected values of work outcomes; the extent to which they are attractive or
unattractive
general conginite ability - ✔️✔️a person basic information processing capabilities and cognitive
resources
performance prove goal orientation - ✔️✔️a preference to obtain favourable jugement about the
outcome of ones performance
autonomy support - ✔️✔️Providing employees with choice and encouragement for personal
initiative
learning goal orientation - ✔️✔️A preference to learn new things and develop competence in an
activity by acquiring new skills and mastering new situations
performance - ✔️✔️the extent to which an organizational member contributes to achieving the
objectives of the organization
motivation - ✔️✔️the extent to which persistent effort is directed towards a goal
Need for affliction (nAff) - ✔️✔️a strong desire to establish and maintain a friendly compatible
interpersonal relationship
outcomes - ✔️✔️consequences that follow work behaviour
expectancy theory - ✔️✔️A process theory that states that motivation is determined by the
outcomes that people expect to occur as a result of their actions on the job.
instrumentality - ✔️✔️The probability that a particular first-level outcome will be followed by a
particular second-level outcome
mallows hiercahry of needs - ✔️✔️five level hierarchal need theory of motivation that specifies
that ht lowest level unsatisfied need has the greatest motivating potential
intrinsic motivation - ✔️✔️motivation that stems from the direct relationship between the worker
and the task - usually self applied
expectancy - ✔️✔️the probability that a particular first level outcome can be achieved
extrinsic motivation - ✔️✔️motivation that stems from the work environment external to the task -
usually applied by others
, need theories - ✔️✔️Motivation theories that specify the kinds of needs people have and the
conditions under which they will be motivated to satisfy these needs in a way that contributes to
performance.
self determination theory - ✔️✔️thereby of motivation that relates the satification of 3 basic
psychological needs to autonomous or controlled motivation
autonomous motivation - ✔️✔️self-motivation or intrinsic motivation that occurs when people feel
they are in control of their motivation
goal - ✔️✔️the object or aim of an action
emotional intelligence - ✔️✔️the ability to understand and manage ones own and others feelings
or emotions
controlled motivation - ✔️✔️motivation that is externally controlled, such as when one is
motivated to obtain a desired consequence or extrinsic reward
need for power - ✔️✔️A strong desire to influence others, making a significant impact or
impression
force - ✔️✔️the effort directed towards a first level outcome
goal orientation - ✔️✔️an induvdiausl goal preferentes in acheivment situations
ERG theory - ✔️✔️existence , relatedness, growth - 3 level hierarchal need theory of motivation
that allows more motivation up and down the hierarchy
performance - avoid goal orientation - ✔️✔️A preference to avoid negative judgments about the
outcome of one's performance.
McClelland's theory of needs - ✔️✔️a nonheirarchal need theory of motivation that outlines the
conditions under which certain needs result in particular patterns of motivation
skill variety - ✔️✔️the opportunity to do a variety of job activities using various skills and talents
breadth - ✔️✔️the number of different activities performed on a. job
job design - ✔️✔️the structure, content, and configuration of a person's work tasks and roles
gainsharing - ✔️✔️A group pay incentive plan based on productivity or performance
improvements over which the workforce has some control
WITH 100% CORRECT ANSWERS
emotions - ✔️✔️intense, often short-lived feelings caused by a particular event
moods - ✔️✔️less intense, longer-lived, and more diffuse feelings
Emotional contagion - ✔️✔️tendency for moods and emotions to spread between people or
throughout a group
emotional labour - ✔️✔️Requirement for people to conform to emotional "display rules" in their
job behaviour in spite of their true mood or emotions.
dirty work - ✔️✔️jobs that have social, physical, or moral stigma attached to them
organizational citizenship behaviour - ✔️✔️voluntary, informal behaviour that contributes to
organizational effectiveness
counterproductively work behaviour - ✔️✔️intentional verbal or physical behaviour meant to
coworkers or customers
organizational commitment - ✔️✔️a attitude that reflects the strength or the linkage between an e
employee and the organization
affective commitment - ✔️✔️commitment based on identification and involvement with an
organization
continuance commitment - ✔️✔️commitment based on the costs that would be incurred in leaving
an organization or a lack of job alternatives
normative commitment - ✔️✔️commitment based on ideology or a feeling of obligation to an
organization
need for achievement - ✔️✔️A strong desire to perform challenging tasks well
proximal goal - ✔️✔️short-term goal or sub-goal
goal setting theory - ✔️✔️A process theory that states that goals are motivational when they are
specific and challenging, when organizational members are committed to them, and when
feedback about progress toward goal attainment is provided
distal goal - ✔️✔️long term or end goal
,process theories - ✔️✔️motivation theories that specify the details of how motivation occurs
valence - ✔️✔️the expected values of work outcomes; the extent to which they are attractive or
unattractive
general conginite ability - ✔️✔️a person basic information processing capabilities and cognitive
resources
performance prove goal orientation - ✔️✔️a preference to obtain favourable jugement about the
outcome of ones performance
autonomy support - ✔️✔️Providing employees with choice and encouragement for personal
initiative
learning goal orientation - ✔️✔️A preference to learn new things and develop competence in an
activity by acquiring new skills and mastering new situations
performance - ✔️✔️the extent to which an organizational member contributes to achieving the
objectives of the organization
motivation - ✔️✔️the extent to which persistent effort is directed towards a goal
Need for affliction (nAff) - ✔️✔️a strong desire to establish and maintain a friendly compatible
interpersonal relationship
outcomes - ✔️✔️consequences that follow work behaviour
expectancy theory - ✔️✔️A process theory that states that motivation is determined by the
outcomes that people expect to occur as a result of their actions on the job.
instrumentality - ✔️✔️The probability that a particular first-level outcome will be followed by a
particular second-level outcome
mallows hiercahry of needs - ✔️✔️five level hierarchal need theory of motivation that specifies
that ht lowest level unsatisfied need has the greatest motivating potential
intrinsic motivation - ✔️✔️motivation that stems from the direct relationship between the worker
and the task - usually self applied
expectancy - ✔️✔️the probability that a particular first level outcome can be achieved
extrinsic motivation - ✔️✔️motivation that stems from the work environment external to the task -
usually applied by others
, need theories - ✔️✔️Motivation theories that specify the kinds of needs people have and the
conditions under which they will be motivated to satisfy these needs in a way that contributes to
performance.
self determination theory - ✔️✔️thereby of motivation that relates the satification of 3 basic
psychological needs to autonomous or controlled motivation
autonomous motivation - ✔️✔️self-motivation or intrinsic motivation that occurs when people feel
they are in control of their motivation
goal - ✔️✔️the object or aim of an action
emotional intelligence - ✔️✔️the ability to understand and manage ones own and others feelings
or emotions
controlled motivation - ✔️✔️motivation that is externally controlled, such as when one is
motivated to obtain a desired consequence or extrinsic reward
need for power - ✔️✔️A strong desire to influence others, making a significant impact or
impression
force - ✔️✔️the effort directed towards a first level outcome
goal orientation - ✔️✔️an induvdiausl goal preferentes in acheivment situations
ERG theory - ✔️✔️existence , relatedness, growth - 3 level hierarchal need theory of motivation
that allows more motivation up and down the hierarchy
performance - avoid goal orientation - ✔️✔️A preference to avoid negative judgments about the
outcome of one's performance.
McClelland's theory of needs - ✔️✔️a nonheirarchal need theory of motivation that outlines the
conditions under which certain needs result in particular patterns of motivation
skill variety - ✔️✔️the opportunity to do a variety of job activities using various skills and talents
breadth - ✔️✔️the number of different activities performed on a. job
job design - ✔️✔️the structure, content, and configuration of a person's work tasks and roles
gainsharing - ✔️✔️A group pay incentive plan based on productivity or performance
improvements over which the workforce has some control
