MGMT 3000 Exam questions and
answers graded A+
Motivation - ANS✅✅The set of forces that cause people to behave in certain ways
-the goal of managers is to maximize desired behaviors and minimize undesirable behavior
Determinants of individual performance - ANS✅✅Motivation (the desire to do the job)
Ability (the capability to do the job)
Work environment (the resources needed to do the job)
The Motivation Framework - ANS✅✅Need or deficiency->search for ways to satisfy need->choice
of behavior to satisfy need->evaluation of need satisfaction->determination of future needs and
search/choice for satisfaction
Content Perspectives - ANS✅✅Focus on needs and deficiencies of individuals; are approaches to
motivation that try to answer the question, "What factors in the workplace motivate people?"
-Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, McClelland's Achievement, Power,
and Affiliation Needs
Maslow's Hierarchy of Needs - ANS✅✅Must achieve one before the next:
1. Physiological needs for basic survival and biological function
2. Security needs for a safe physical and emotional environment
3. Belongingness needs for love and affection
4. Esteem needs for positive self-image/self-respect and recognition and respect from others
5. Self-actualization needs for realizing one's potential for personal growth and development
Herzberg's Two-Factor Theory - ANS✅✅-An individual's satisfaction and dissatisfaction are
influenced by two independent sets of factors- motivation factors and hygiene factors
-Theory assumes that job satisfaction and job dissatisfaction are on two distinct continuums:
--Motivational factors (work content) are on a continuum that ranges from satisfaction to no
satisfaction
--Hygiene factors (work environment) are on a separate continuum that ranges from dissatisfaction
to no dissatisfaction
-Must not be dissatisfied, before you can be satisfied
, McClelland's Individual Human Needs - ANS✅✅-The Need for Achievement: the desire to
accomplish a goal or task more effectively than in the past
-The Need for Affiliation: the desire for human companionship and acceptance
-The Need for Power: the desire to be influential in a group and to be in control of one's
environment
Process Perspectives of Motivation - ANS✅✅Focus on why people choose certain behavioral
options to satisfy their needs and how they evaluated their satisfaction after they have attained their
goals
-Expectancy theory
-Porter Lawler Extension of Expectancy theory
-Equity theory
-Goal Setting theory
Expectancy Theory - ANS✅✅-Motivation depends on how much we want something and how
likely we are to get it
-Behavior is determined by a combination of personal and environmental forces
-people make decisions about their own behavior in organizations
-Different people have different types of needs, desires, and goals
-People choose among alternatives of behaviors in selecting one that leads to a desired outcome
-Model of motivation suggests that motivation leads to effort when combined with ability and
environmental factors; effort results in performance; performance, in turn, leads to various
outcomes that have value (valence) to employees
Porter-Lawler Extension of Expectancy Thoery - ANS✅✅-If performance in an organization results
in equitable and fair rewards, people will be more satisfied
-High performance can lead to rewards and high satisfaction
-Extrinsic rewards are outcomes that are set and awarded by external parties (such as pay and
promotions)
-Intrinsic rewards are outcomes that are internal to the individual (such as self-esteem and feelings
of accomplishment)
Equity Theory - ANS✅✅-People are motivated to seek social equity in the rewards they receive for
performance
answers graded A+
Motivation - ANS✅✅The set of forces that cause people to behave in certain ways
-the goal of managers is to maximize desired behaviors and minimize undesirable behavior
Determinants of individual performance - ANS✅✅Motivation (the desire to do the job)
Ability (the capability to do the job)
Work environment (the resources needed to do the job)
The Motivation Framework - ANS✅✅Need or deficiency->search for ways to satisfy need->choice
of behavior to satisfy need->evaluation of need satisfaction->determination of future needs and
search/choice for satisfaction
Content Perspectives - ANS✅✅Focus on needs and deficiencies of individuals; are approaches to
motivation that try to answer the question, "What factors in the workplace motivate people?"
-Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, McClelland's Achievement, Power,
and Affiliation Needs
Maslow's Hierarchy of Needs - ANS✅✅Must achieve one before the next:
1. Physiological needs for basic survival and biological function
2. Security needs for a safe physical and emotional environment
3. Belongingness needs for love and affection
4. Esteem needs for positive self-image/self-respect and recognition and respect from others
5. Self-actualization needs for realizing one's potential for personal growth and development
Herzberg's Two-Factor Theory - ANS✅✅-An individual's satisfaction and dissatisfaction are
influenced by two independent sets of factors- motivation factors and hygiene factors
-Theory assumes that job satisfaction and job dissatisfaction are on two distinct continuums:
--Motivational factors (work content) are on a continuum that ranges from satisfaction to no
satisfaction
--Hygiene factors (work environment) are on a separate continuum that ranges from dissatisfaction
to no dissatisfaction
-Must not be dissatisfied, before you can be satisfied
, McClelland's Individual Human Needs - ANS✅✅-The Need for Achievement: the desire to
accomplish a goal or task more effectively than in the past
-The Need for Affiliation: the desire for human companionship and acceptance
-The Need for Power: the desire to be influential in a group and to be in control of one's
environment
Process Perspectives of Motivation - ANS✅✅Focus on why people choose certain behavioral
options to satisfy their needs and how they evaluated their satisfaction after they have attained their
goals
-Expectancy theory
-Porter Lawler Extension of Expectancy theory
-Equity theory
-Goal Setting theory
Expectancy Theory - ANS✅✅-Motivation depends on how much we want something and how
likely we are to get it
-Behavior is determined by a combination of personal and environmental forces
-people make decisions about their own behavior in organizations
-Different people have different types of needs, desires, and goals
-People choose among alternatives of behaviors in selecting one that leads to a desired outcome
-Model of motivation suggests that motivation leads to effort when combined with ability and
environmental factors; effort results in performance; performance, in turn, leads to various
outcomes that have value (valence) to employees
Porter-Lawler Extension of Expectancy Thoery - ANS✅✅-If performance in an organization results
in equitable and fair rewards, people will be more satisfied
-High performance can lead to rewards and high satisfaction
-Extrinsic rewards are outcomes that are set and awarded by external parties (such as pay and
promotions)
-Intrinsic rewards are outcomes that are internal to the individual (such as self-esteem and feelings
of accomplishment)
Equity Theory - ANS✅✅-People are motivated to seek social equity in the rewards they receive for
performance
