9/30/25, 8:45 PM BUAD USC 304
BUAD 304 Midterm - USC Cummings Test BANK NEWEST
EXAM 2025-2026 \LATEST VERSION WITH COMPLETE
QUESTIONS AND ACCURATE DETAILED ANSWERS
\VERIFIED ANSWERS \ALREADY GRADED A+
Uncovering business problems,
challenges and opportunities Selecting
USCCT the most critical
Creating many potential solutions
Choosing the one with the most
potential, and then Translating it into an
effective implementation plan.
represent the infinite number of characteristics that give
person factors
individuals their unique identities
are all the elements outside ourselves that influence
Situation factors
what we do, the way we do it, and the ultimate
results of our actions
states that behavior is a function of interdependent
interactional perspective
person and environmental factors
values abstract ideals that guide one's thinking and behavior across all
situations
Schwartz believes that values are motivational in that
Schwartz's Value Theory
they "represent broad goals that apply across
contexts and time
an attitude contains our feelings or emotions about a given
affective component object or situation
"i feel"
attitude reflects our beliefs or ideas about an object or situation
cognitive component
"i believe"
refers to the way we intend or expect to act toward someone or
behavioral component something
1/31
,9/30/25, 8:45 PM BUAD USC 304
"i intend"
reflects the extent to which an employee identifies with
organizational commitment
an organization and is committed to its goals
represent an individual's perception about the reciprocal
psychological contract
exchange between him- or herself and another party
1. hirepeople whose personal values align with the organization's.
how can a manager increase
2. make sure that management does not breach its psychological
employee commitment
contracts
3. treat employees fairly and foster trust between managers and
employees
is a policy of giving employees flexible work hours so
flextime
they can come and go at different times as long as
they work a set number of hours
as "the harnessing of organization members' selves to their work
employee engagement roles; in
engagement, people employ and express themselves
physically, cognitively, and emotionally during role
performance
3 personal factors that personality, positive psychological capital, human and social
contribute to employee capital
engagement
stressors environmental conditions that cause stress
reflects the extent to which employees believe their
Perceived Organizational
Support (POS) organization values their contributions and genuinely
cares about their well-being
job satisfaction an affective or emotional response toward various facets of one's
job
1. need fulfillment
2. met expectations
5 predominant models of job 3. value attainment
satisfaction 4. equity
5. disposition/genetic components
needs are physiological or psychological deficiencies that arouse
behavior
2/31
,9/30/25, 8:45 PM BUAD USC 304
represent the difference between what an individual
met expectations expects to receive from a job, such as good pay and
promotional opportunities, and what he or she
actually receives
satisfaction results from the perception that a job allows
value attainment
for fulfillment of an individual's important work
values
a theory that states that people will be motivated when
equity theory
they perceive that they are being treated fairly
Dispositional/Genetic satisfaction is partly a function of both personal traits and genetic
Components factors
describes the psychological processes "that underlie the
motivation
direction, intensity, and persistence of behavior or
thought"
intrinsic motivation A desire to perform a behavior for its own sake
a desire to perform a behavior to receive promised
extrinsic motivation
rewards or avoid threatened punishment
content theories Focus on identifying factors, such as needs and satisfaction, that
energize motivation
explain the process by which internal factors and
Process Theories
situational factors influence employee motivation
is a pessimistic view of employees: they dislike work,
must be monitored, and can be motivated only with
McGregor's Theory X
rewards and punishment
"carrots and sticks"
is a modern and positive set of assumptions about
Mcgregor theory y
people at work: they are self engaged, committed,
responsible, and creative
Maslow's Hierarchy of Needs physiological, safety, love/belonging, esteem, self-actualization
states that three needs - achievement, affiliation, and
Acquired Needs Theory
(McClelland) power - are major motives determining people's
behavior in the workplace
desire for accomplishment, mastery of people, ideas,
need for achievement
things, desire for reaching a high standard
desire to associate with others, to be part of a group, to
need for affiliation
form close and intimate relationships
3/31
, 9/30/25, 8:45 PM BUAD USC 304
need for power the extent to which an individual desires to control or influence
others
assumes that three innate needs influence our behavior
self-determination theory
and well-being - competence, autonomy, and
relatedness
proposed that work satisfaction and dissatisfaction arise
Herzberg's Two-Factor Theory from two different factors - work satisfaction from so-
called motivating factors and work dissatisfaction from
so- called hygiene factors
including company policy and administration, technical
hygiene factors supervision, salary,
interpersonal relations with one's supervisor, and
working conditions - cause a person to move from a
state of no dissatisfaction to dissatisfaction
including achievement, recognition, characteristics of
motivating factors
the work, responsibility, and advancement - cause a
person to move from a state of no satisfaction to
satisfaction
describe how various person factors and situation
Process Theories of Motivation
factors in the organizing framework affect motivation
is a model of motivation that explains how people strive
Equity Theory
for fairness and justice in social exchanges or give-
and-take relationships
Distributive Justice perceived fairness of the amount and allocation of rewards
among individuals
4/31
BUAD 304 Midterm - USC Cummings Test BANK NEWEST
EXAM 2025-2026 \LATEST VERSION WITH COMPLETE
QUESTIONS AND ACCURATE DETAILED ANSWERS
\VERIFIED ANSWERS \ALREADY GRADED A+
Uncovering business problems,
challenges and opportunities Selecting
USCCT the most critical
Creating many potential solutions
Choosing the one with the most
potential, and then Translating it into an
effective implementation plan.
represent the infinite number of characteristics that give
person factors
individuals their unique identities
are all the elements outside ourselves that influence
Situation factors
what we do, the way we do it, and the ultimate
results of our actions
states that behavior is a function of interdependent
interactional perspective
person and environmental factors
values abstract ideals that guide one's thinking and behavior across all
situations
Schwartz believes that values are motivational in that
Schwartz's Value Theory
they "represent broad goals that apply across
contexts and time
an attitude contains our feelings or emotions about a given
affective component object or situation
"i feel"
attitude reflects our beliefs or ideas about an object or situation
cognitive component
"i believe"
refers to the way we intend or expect to act toward someone or
behavioral component something
1/31
,9/30/25, 8:45 PM BUAD USC 304
"i intend"
reflects the extent to which an employee identifies with
organizational commitment
an organization and is committed to its goals
represent an individual's perception about the reciprocal
psychological contract
exchange between him- or herself and another party
1. hirepeople whose personal values align with the organization's.
how can a manager increase
2. make sure that management does not breach its psychological
employee commitment
contracts
3. treat employees fairly and foster trust between managers and
employees
is a policy of giving employees flexible work hours so
flextime
they can come and go at different times as long as
they work a set number of hours
as "the harnessing of organization members' selves to their work
employee engagement roles; in
engagement, people employ and express themselves
physically, cognitively, and emotionally during role
performance
3 personal factors that personality, positive psychological capital, human and social
contribute to employee capital
engagement
stressors environmental conditions that cause stress
reflects the extent to which employees believe their
Perceived Organizational
Support (POS) organization values their contributions and genuinely
cares about their well-being
job satisfaction an affective or emotional response toward various facets of one's
job
1. need fulfillment
2. met expectations
5 predominant models of job 3. value attainment
satisfaction 4. equity
5. disposition/genetic components
needs are physiological or psychological deficiencies that arouse
behavior
2/31
,9/30/25, 8:45 PM BUAD USC 304
represent the difference between what an individual
met expectations expects to receive from a job, such as good pay and
promotional opportunities, and what he or she
actually receives
satisfaction results from the perception that a job allows
value attainment
for fulfillment of an individual's important work
values
a theory that states that people will be motivated when
equity theory
they perceive that they are being treated fairly
Dispositional/Genetic satisfaction is partly a function of both personal traits and genetic
Components factors
describes the psychological processes "that underlie the
motivation
direction, intensity, and persistence of behavior or
thought"
intrinsic motivation A desire to perform a behavior for its own sake
a desire to perform a behavior to receive promised
extrinsic motivation
rewards or avoid threatened punishment
content theories Focus on identifying factors, such as needs and satisfaction, that
energize motivation
explain the process by which internal factors and
Process Theories
situational factors influence employee motivation
is a pessimistic view of employees: they dislike work,
must be monitored, and can be motivated only with
McGregor's Theory X
rewards and punishment
"carrots and sticks"
is a modern and positive set of assumptions about
Mcgregor theory y
people at work: they are self engaged, committed,
responsible, and creative
Maslow's Hierarchy of Needs physiological, safety, love/belonging, esteem, self-actualization
states that three needs - achievement, affiliation, and
Acquired Needs Theory
(McClelland) power - are major motives determining people's
behavior in the workplace
desire for accomplishment, mastery of people, ideas,
need for achievement
things, desire for reaching a high standard
desire to associate with others, to be part of a group, to
need for affiliation
form close and intimate relationships
3/31
, 9/30/25, 8:45 PM BUAD USC 304
need for power the extent to which an individual desires to control or influence
others
assumes that three innate needs influence our behavior
self-determination theory
and well-being - competence, autonomy, and
relatedness
proposed that work satisfaction and dissatisfaction arise
Herzberg's Two-Factor Theory from two different factors - work satisfaction from so-
called motivating factors and work dissatisfaction from
so- called hygiene factors
including company policy and administration, technical
hygiene factors supervision, salary,
interpersonal relations with one's supervisor, and
working conditions - cause a person to move from a
state of no dissatisfaction to dissatisfaction
including achievement, recognition, characteristics of
motivating factors
the work, responsibility, and advancement - cause a
person to move from a state of no satisfaction to
satisfaction
describe how various person factors and situation
Process Theories of Motivation
factors in the organizing framework affect motivation
is a model of motivation that explains how people strive
Equity Theory
for fairness and justice in social exchanges or give-
and-take relationships
Distributive Justice perceived fairness of the amount and allocation of rewards
among individuals
4/31
