MBA 704 STUDY CORRECT QUESTIONS AND
ANSWERS SURE A+
primary motives - ✔✔unlearned, physiologically based (hunger, thirst)
secondary motives - ✔✔Motives based on learned needs, drives, and goals
(achievement, affiliation, power)
need for achievement (nAch) - ✔✔doing something better or more efficiently; solving
problems
need for affiliation (nAff) - ✔✔Being liked by many people; being accepted as part of
group
need for power (nPower) - ✔✔Influencing people to change; controlling people
intrinsic motives - ✔✔internally generated; associated with task or job itself
extrinsic motives - ✔✔tangible and visible to others; distributed to other people
Types of motivation theories - ✔✔Content, Process, Contemporary
content theories - ✔✔focused on individual physiological or psychological deficiencies
that individuals feel a need to eliminate
process theories - ✔✔Focused on the cognitive concept of expectancy and how
individual thoughts and decisions influence behavior
contemporary theories - ✔✔Focused on social psychology, equity/justice, and
attribution theories
, Maslow's Hierarchy of Needs - ✔✔(level 1) Physiological Needs, (level 2) Safety and
Security, (level 3) Relationships, Love and Affection, (level 4) Self Esteem, (level 5) Self
Actualization
physiological - ✔✔The most basic level of needs. It includes food, shelter, and air.
safety - ✔✔The second level of Maslow's Hierarchy of Needs; the need to be protected
from the weather, from danger, from illness.
love - ✔✔third or intermediate level; relates to belongingness and social needs
esteem - ✔✔fourth level; represents higher needs of humans (power, achievement,
status)
self-actualization - ✔✔fifth level; realizing all of one's potential; culmination of lower,
intermediate, and higher needs of humans
two-factor theory (motivator-hygiene theory) - ✔✔theory that states that two distinct sets
of factors, called motivators and hygiene factors, affect job satisfaction, motivation, or
job dissatisfaction
Motivators - ✔✔presence of motivators in job is related to satisfaction, motivation, and
performance
similar to maslows esteem and self-actualization needs (achievement, recognition, work
itself, responsibility, advancement)
hygiene factors - ✔✔if hygiene factors are poor, job dissatisfaction occurs; improving
hygiene factors decrease job dissatisfaction
similar to maslow's physiological and safety needs (company policies and
administration, supervision/technical, salary, interpersonal relations/supervisor, working
conditions
porter-lawler expectancy theory - ✔✔motivation does equal satisfaction or performance
motivation, satisfaction, and performance are all of separate variables
motivation does not lead directly to performance
effort to performance relationship is moderated by abilities/traits and role perceptions
perception of rewards that follow performance will determine satisfaction
PERFORMANCE LEADS TO SATISFACTION
equity theory - ✔✔suggests that a major input into job performance and satisfaction is
the degree of equity (or inequity) that people perceive in their work situation
inequity - ✔✔perceives that ratio of his/her outcomes to inputs and ratio of a relevant
other's outcomes to inputs are unequal
ANSWERS SURE A+
primary motives - ✔✔unlearned, physiologically based (hunger, thirst)
secondary motives - ✔✔Motives based on learned needs, drives, and goals
(achievement, affiliation, power)
need for achievement (nAch) - ✔✔doing something better or more efficiently; solving
problems
need for affiliation (nAff) - ✔✔Being liked by many people; being accepted as part of
group
need for power (nPower) - ✔✔Influencing people to change; controlling people
intrinsic motives - ✔✔internally generated; associated with task or job itself
extrinsic motives - ✔✔tangible and visible to others; distributed to other people
Types of motivation theories - ✔✔Content, Process, Contemporary
content theories - ✔✔focused on individual physiological or psychological deficiencies
that individuals feel a need to eliminate
process theories - ✔✔Focused on the cognitive concept of expectancy and how
individual thoughts and decisions influence behavior
contemporary theories - ✔✔Focused on social psychology, equity/justice, and
attribution theories
, Maslow's Hierarchy of Needs - ✔✔(level 1) Physiological Needs, (level 2) Safety and
Security, (level 3) Relationships, Love and Affection, (level 4) Self Esteem, (level 5) Self
Actualization
physiological - ✔✔The most basic level of needs. It includes food, shelter, and air.
safety - ✔✔The second level of Maslow's Hierarchy of Needs; the need to be protected
from the weather, from danger, from illness.
love - ✔✔third or intermediate level; relates to belongingness and social needs
esteem - ✔✔fourth level; represents higher needs of humans (power, achievement,
status)
self-actualization - ✔✔fifth level; realizing all of one's potential; culmination of lower,
intermediate, and higher needs of humans
two-factor theory (motivator-hygiene theory) - ✔✔theory that states that two distinct sets
of factors, called motivators and hygiene factors, affect job satisfaction, motivation, or
job dissatisfaction
Motivators - ✔✔presence of motivators in job is related to satisfaction, motivation, and
performance
similar to maslows esteem and self-actualization needs (achievement, recognition, work
itself, responsibility, advancement)
hygiene factors - ✔✔if hygiene factors are poor, job dissatisfaction occurs; improving
hygiene factors decrease job dissatisfaction
similar to maslow's physiological and safety needs (company policies and
administration, supervision/technical, salary, interpersonal relations/supervisor, working
conditions
porter-lawler expectancy theory - ✔✔motivation does equal satisfaction or performance
motivation, satisfaction, and performance are all of separate variables
motivation does not lead directly to performance
effort to performance relationship is moderated by abilities/traits and role perceptions
perception of rewards that follow performance will determine satisfaction
PERFORMANCE LEADS TO SATISFACTION
equity theory - ✔✔suggests that a major input into job performance and satisfaction is
the degree of equity (or inequity) that people perceive in their work situation
inequity - ✔✔perceives that ratio of his/her outcomes to inputs and ratio of a relevant
other's outcomes to inputs are unequal
