MGMT 363 - EXAM #2 (CH. 6-9 & 16) | QUESTIONS
AND ANSWERS | VERIFIED 100% CORRECT.
Motivation Answer - A set of energetic forces that determine the direction,
intensity, and persistence of an employee's work effort.
What are the three components of performance? Answer - Performance =
Motivation X Ability X Opportunity
What are the three components of motivation? Answer - direction of effort,
intensity of effort, persistence of effort
What is the role of engagement? Answer - investment, high intensity, and
persistence in work efforts
Expectancy Theory Answer - A theory that describes the cognitive process
employees go through to make choices among different voluntary responses.
3 things:
- effort --> performance (Expectancy)
- performance --> outcomes (Instrumentality)
- outcomes = valuable (Valence)
What is the difference between extrinsic and intrinsic motivators? Answer -
Extrinsic motivation = controlled by some contingency that depends on the task
,performance. Someone provides these. Examples: pay, bonuses, promotions,
praise, free time, benefits
Intrinsic motivation = felt when task performance serves as its own reward.
Both represent the employees "total motivation" level. These come from
within the individual. Examples: enjoyment, interestingness, accomplishment,
knowledge gain, skill development
Why is money so important? Answer - achievement, respect, freedom
Maslow's Hierarchy of Needs Answer - physiological, safety, love/belonging,
esteem, self-actualization
prepotency = the only thing that motivates an individual is their lowest level of
unfilled need.
Alderfer's ERG Theory Answer - The theory that three universal needs—for
existence, relatedness, and growth—constitute a hierarchy of needs and
motivate behavior.
DOES NOT BELIEVE IN PREPOTENCY - believes all needs can be activated at any
time
McClelland's Acquired Needs Theory Answer - need for achievement, need for
affiliation, need for power
What makes a goal an effective one? Answer - Specific
Measurable
Achievable
, Results-based
Time-sensitive
Which of the main components of motivation is the focus of goal setting?
Answer - Valence or Direction of Effort
What influences goal commitment? Answer - Rewards - monetary and
nonmonetary
Publicity - social pressure
Support
Participation - collaborate, ownership
Resources
What is the primary focus of equity theory? How is it determined? Answer -
This theory acknowledges that motivation doesn't just depend on your own
beliefs and circumstances but also on what happens to other people. This is
determined by the cognitive calculus comparisons. You would divide your
outcomes divided by your inputs and compare that to others outcomes divided
by their inputs.
What are the various comparisons that people could make? What are the
different personality types in relation to equity theory? Answer - Job Equity -
compare w/ others doing same job, within same organization
Company Equity - compare with others doing different job, with same
organization
Occupational Equity - compare w/ other doing same job, with different
organization
Educational Equity- compare w/others who have same education levels
Age Equity- compare w/ others the same age
AND ANSWERS | VERIFIED 100% CORRECT.
Motivation Answer - A set of energetic forces that determine the direction,
intensity, and persistence of an employee's work effort.
What are the three components of performance? Answer - Performance =
Motivation X Ability X Opportunity
What are the three components of motivation? Answer - direction of effort,
intensity of effort, persistence of effort
What is the role of engagement? Answer - investment, high intensity, and
persistence in work efforts
Expectancy Theory Answer - A theory that describes the cognitive process
employees go through to make choices among different voluntary responses.
3 things:
- effort --> performance (Expectancy)
- performance --> outcomes (Instrumentality)
- outcomes = valuable (Valence)
What is the difference between extrinsic and intrinsic motivators? Answer -
Extrinsic motivation = controlled by some contingency that depends on the task
,performance. Someone provides these. Examples: pay, bonuses, promotions,
praise, free time, benefits
Intrinsic motivation = felt when task performance serves as its own reward.
Both represent the employees "total motivation" level. These come from
within the individual. Examples: enjoyment, interestingness, accomplishment,
knowledge gain, skill development
Why is money so important? Answer - achievement, respect, freedom
Maslow's Hierarchy of Needs Answer - physiological, safety, love/belonging,
esteem, self-actualization
prepotency = the only thing that motivates an individual is their lowest level of
unfilled need.
Alderfer's ERG Theory Answer - The theory that three universal needs—for
existence, relatedness, and growth—constitute a hierarchy of needs and
motivate behavior.
DOES NOT BELIEVE IN PREPOTENCY - believes all needs can be activated at any
time
McClelland's Acquired Needs Theory Answer - need for achievement, need for
affiliation, need for power
What makes a goal an effective one? Answer - Specific
Measurable
Achievable
, Results-based
Time-sensitive
Which of the main components of motivation is the focus of goal setting?
Answer - Valence or Direction of Effort
What influences goal commitment? Answer - Rewards - monetary and
nonmonetary
Publicity - social pressure
Support
Participation - collaborate, ownership
Resources
What is the primary focus of equity theory? How is it determined? Answer -
This theory acknowledges that motivation doesn't just depend on your own
beliefs and circumstances but also on what happens to other people. This is
determined by the cognitive calculus comparisons. You would divide your
outcomes divided by your inputs and compare that to others outcomes divided
by their inputs.
What are the various comparisons that people could make? What are the
different personality types in relation to equity theory? Answer - Job Equity -
compare w/ others doing same job, within same organization
Company Equity - compare with others doing different job, with same
organization
Occupational Equity - compare w/ other doing same job, with different
organization
Educational Equity- compare w/others who have same education levels
Age Equity- compare w/ others the same age
