MSM 6610 FINAL EXAM QUESTIONS WITH
ACCURATE ANSWERS
Org consequences of stress - ANSWER 1) Decline in performance
2) Absenteeism/turnover
3) Decreased motivation/satisfaction
4) Burnout.
Too little stress can lead to boredom, too high to tension/anxiety
Managing Stress - ANSWER 1) Exercise
2) Time management
3) Support groups
4) Role management
5) Relaxation
Org Coping Strategies - ANSWER 1) Institutional programs
a. Properly designed jobs/schedules
b. Fostering healthy work culture
c. Supervision-keep workloads reasonable
2) Collateral programs
a. Org programs specifically created to help employee's deal with stress
i. Stress MGT, health promotion, employee fitness programs, career development
Work/life balance - ANSWER 1) Fundamental work-life relationships
a. Interrelationships between a person's work life and personal life
2) Balancing work-life linkages
,a. Importance of long term versus short term perspectives
b. Balance needs of both wage earners in double income families
c. Accept that there's a work life integration
Motivation - ANSWER set of forces that leads people to behave in particular way
Importance of motivation - ANSWER job performance (P) depends upon motivation (M),
ability (A), and environment (E). P=M+A+E
Motivational Framework: - ANSWER How motivational processes occur
1) Need: anything an individual requires or wants
2) Need deficiency: triggers attempts to satisfy the need
3) Goal-directed behaviors: result from individuals trying to satisfy their need
deficiencies
4) Rewards and punishments: consequences of the goal directed behavior
5) Reassessment of need deficiency: assessment of the extent to which the outcome
addressed the original need deficiency
Early perspectives on motivation - ANSWER 1) Traditional
a. Scientific MGT (Frederick Taylor) assumes that employees are motivated solely by
money
2) Human Relations
a. Assumes people want to feel useful and important
b. Fostering a (false) sense of employee's inclusion in decision making will result in
positive attitudes and motivation to work hard
3) Human Resource
a. Assumes people want to and are able to make genuine contributions
b. Managers should encourage their participation by encouraging participation and
make full use of HR
,Task specific self-efficacy - ANSWER people's belief in their capabilities to do what is
required to accomplish a specific task.
3 dimensions
1) Magnitude: beliefs about how difficult a task can be accomplished
2) Strength: beliefs about how confident the person is that the task can be accomplished
3) Generality: beliefs about the degree to which similar tasks can be accomplished
Needs based theories of motivation - ANSWER assume that need deficiencies in having
needs met cause behavior. Maslow, ERG, Herzberg, Acquired Needs
Hierarchy of Needs (Maslow) - ANSWER assumes that human needs are arranged in a
hierarchy of importance
1) Basic (deficiency) needs
Physiological
Security
Belongingness
2) Growth needs
Esteem
Self Actualization
ERG theory (Alderfer) - ANSWER 1) Describes Existence, Relatedness, and Growth
needs
2) Assumptions
a. More than one need may motivate a person at the same time
b. Satisfaction-progression and frustration-regression components
Herzeberg's two factor (dual structure) theory - ANSWER 1) Assumes that motivation, as
a construct, has 2 dimensions
, a. Motivation factors which affect satisfaction
b. Hygiene factors which determine dissatisfaction
2) Assumes motivation occurs through job enrichment once hygiene factors are
addressed
Acquired needs framework (McClelland) - ANSWER 1) Centers on three learned needs
a. Achievement: desire to accomplish a task or goal more effectively than was done in
the past
b. Affiliation: need for human companionship
c. Power: desire to control the resources in one's environment
Focus of process based perspectives - ANSWER 1) How people behave in their efforts to
satisfy their needs
2) How people evaluate their satisfaction after they attain these goals
3) Includes equity and expectancy theories
Theories include: equity, expectancy, porter lawler
Equity theory of motivation - ANSWER 1) Focuses on the desire to be treated with equity
and avoid perceived inequity
a. Equity is a perceptual belief that one is being treated fairly in relation to others
b. Inequity is a perceptual belief that one is being treated unfairly in relation to others
Expectancy Theory (vroom) - ANSWER people are motivated by how much they want
something and the likelihood that they perceive of getting it
1) Effort to performance: perceived probability that effort will lead to performance
2) Performance to outcome: perceived probability that performance will lead to certain
outcomes
3) Outcome: anything that results from performing a behavior
4) Valence: degree of attractiveness or unattractiveness that a particular outcome has
for a person
ACCURATE ANSWERS
Org consequences of stress - ANSWER 1) Decline in performance
2) Absenteeism/turnover
3) Decreased motivation/satisfaction
4) Burnout.
Too little stress can lead to boredom, too high to tension/anxiety
Managing Stress - ANSWER 1) Exercise
2) Time management
3) Support groups
4) Role management
5) Relaxation
Org Coping Strategies - ANSWER 1) Institutional programs
a. Properly designed jobs/schedules
b. Fostering healthy work culture
c. Supervision-keep workloads reasonable
2) Collateral programs
a. Org programs specifically created to help employee's deal with stress
i. Stress MGT, health promotion, employee fitness programs, career development
Work/life balance - ANSWER 1) Fundamental work-life relationships
a. Interrelationships between a person's work life and personal life
2) Balancing work-life linkages
,a. Importance of long term versus short term perspectives
b. Balance needs of both wage earners in double income families
c. Accept that there's a work life integration
Motivation - ANSWER set of forces that leads people to behave in particular way
Importance of motivation - ANSWER job performance (P) depends upon motivation (M),
ability (A), and environment (E). P=M+A+E
Motivational Framework: - ANSWER How motivational processes occur
1) Need: anything an individual requires or wants
2) Need deficiency: triggers attempts to satisfy the need
3) Goal-directed behaviors: result from individuals trying to satisfy their need
deficiencies
4) Rewards and punishments: consequences of the goal directed behavior
5) Reassessment of need deficiency: assessment of the extent to which the outcome
addressed the original need deficiency
Early perspectives on motivation - ANSWER 1) Traditional
a. Scientific MGT (Frederick Taylor) assumes that employees are motivated solely by
money
2) Human Relations
a. Assumes people want to feel useful and important
b. Fostering a (false) sense of employee's inclusion in decision making will result in
positive attitudes and motivation to work hard
3) Human Resource
a. Assumes people want to and are able to make genuine contributions
b. Managers should encourage their participation by encouraging participation and
make full use of HR
,Task specific self-efficacy - ANSWER people's belief in their capabilities to do what is
required to accomplish a specific task.
3 dimensions
1) Magnitude: beliefs about how difficult a task can be accomplished
2) Strength: beliefs about how confident the person is that the task can be accomplished
3) Generality: beliefs about the degree to which similar tasks can be accomplished
Needs based theories of motivation - ANSWER assume that need deficiencies in having
needs met cause behavior. Maslow, ERG, Herzberg, Acquired Needs
Hierarchy of Needs (Maslow) - ANSWER assumes that human needs are arranged in a
hierarchy of importance
1) Basic (deficiency) needs
Physiological
Security
Belongingness
2) Growth needs
Esteem
Self Actualization
ERG theory (Alderfer) - ANSWER 1) Describes Existence, Relatedness, and Growth
needs
2) Assumptions
a. More than one need may motivate a person at the same time
b. Satisfaction-progression and frustration-regression components
Herzeberg's two factor (dual structure) theory - ANSWER 1) Assumes that motivation, as
a construct, has 2 dimensions
, a. Motivation factors which affect satisfaction
b. Hygiene factors which determine dissatisfaction
2) Assumes motivation occurs through job enrichment once hygiene factors are
addressed
Acquired needs framework (McClelland) - ANSWER 1) Centers on three learned needs
a. Achievement: desire to accomplish a task or goal more effectively than was done in
the past
b. Affiliation: need for human companionship
c. Power: desire to control the resources in one's environment
Focus of process based perspectives - ANSWER 1) How people behave in their efforts to
satisfy their needs
2) How people evaluate their satisfaction after they attain these goals
3) Includes equity and expectancy theories
Theories include: equity, expectancy, porter lawler
Equity theory of motivation - ANSWER 1) Focuses on the desire to be treated with equity
and avoid perceived inequity
a. Equity is a perceptual belief that one is being treated fairly in relation to others
b. Inequity is a perceptual belief that one is being treated unfairly in relation to others
Expectancy Theory (vroom) - ANSWER people are motivated by how much they want
something and the likelihood that they perceive of getting it
1) Effort to performance: perceived probability that effort will lead to performance
2) Performance to outcome: perceived probability that performance will lead to certain
outcomes
3) Outcome: anything that results from performing a behavior
4) Valence: degree of attractiveness or unattractiveness that a particular outcome has
for a person
