MGMT 335 Exam 2 Questions and Answers Latest Update 2025-2026
What is motivation - Answers a psychological process that causes direction, intensity, and
persistence of voluntary actions that are goal directed.
difference between motivation and performance? - Answers poor performance does not equal
to lack of motivation
performance=F(Motivation*ability*environment)
effective managers need to properly diagnose causes of performance problems
individuals lack of ability
contextual factors
motivational direction
how are motivation and performance the same? - Answers they do not equal
motivation leads to performance by dealing with capacity, obstacles, and conflicts
three main components of Vroom's expectancy theory - Answers expectancy
instrumentality
valence
expectancy - Answers will i succeed? can i do it?
ability, resources, environment
self-efficacy
mood
instrumentality - Answers will i be rewarded?
company policies, past experiences
locus of control
information
, valence - Answers needs
do i want the reward?
practical implications of VIE - Answers clearly define expectations
make outcomes valuable
make work doable
provide feedback
reinforce employees who meet expectations
self-efficacy - Answers a person's belief about his/her ability to successfully accomplish a
specific task
how does low self efficacy impact performance? - Answers learned helplessness
how does high self efficacy impact performance - Answers maximum performance
direct social learning - Answers from past performance
indirect social learning - Answers vicariously from others
dynamic social learning - Answers self-regulation and feedback
how can you increase self-efficacy - Answers Mastery experiences
feedback
modeling
social persuasion
Main components of goal setting theory and how do they impact motivation and performance -
Answers Being specific is better than "do your best"
difficult goals are better than easy goals
know your team, know your peers, and set the goal, it does not need to be achieved 50% of the
time
SMARTER goal acronym - Answers Specific
measurable
achievable
relevant
What is motivation - Answers a psychological process that causes direction, intensity, and
persistence of voluntary actions that are goal directed.
difference between motivation and performance? - Answers poor performance does not equal
to lack of motivation
performance=F(Motivation*ability*environment)
effective managers need to properly diagnose causes of performance problems
individuals lack of ability
contextual factors
motivational direction
how are motivation and performance the same? - Answers they do not equal
motivation leads to performance by dealing with capacity, obstacles, and conflicts
three main components of Vroom's expectancy theory - Answers expectancy
instrumentality
valence
expectancy - Answers will i succeed? can i do it?
ability, resources, environment
self-efficacy
mood
instrumentality - Answers will i be rewarded?
company policies, past experiences
locus of control
information
, valence - Answers needs
do i want the reward?
practical implications of VIE - Answers clearly define expectations
make outcomes valuable
make work doable
provide feedback
reinforce employees who meet expectations
self-efficacy - Answers a person's belief about his/her ability to successfully accomplish a
specific task
how does low self efficacy impact performance? - Answers learned helplessness
how does high self efficacy impact performance - Answers maximum performance
direct social learning - Answers from past performance
indirect social learning - Answers vicariously from others
dynamic social learning - Answers self-regulation and feedback
how can you increase self-efficacy - Answers Mastery experiences
feedback
modeling
social persuasion
Main components of goal setting theory and how do they impact motivation and performance -
Answers Being specific is better than "do your best"
difficult goals are better than easy goals
know your team, know your peers, and set the goal, it does not need to be achieved 50% of the
time
SMARTER goal acronym - Answers Specific
measurable
achievable
relevant
