HRM 300 MIDTERM 1 QUESTIONS WITH VERIFIED
ANSWERS
Formula for Performance - Answers - Performance= Motivation x Ability x Environment
2 Factor Theory - Answers - Hygiene Factors and Motivators
Hygiene Factors - Answers - characteristics of the workplace, such as company
policies, working conditions, pay, and supervision, that can make people dissatisfied
Motivators - Answers - Factors that make a job more motivating, such as additional job
responsibilities, opportunities for personal growth and recognition, and feelings of
achievement
Equity Theory - Answers - Person (Outcomes/ Inputs)= Referent Other (Outcomes/
Inputs)
Reactions to Inequity - Answers - 1. Distort perceptions
2. Increase referent's inputs
3. Reduce own input
4. Increase own outcomes
5. Change referent
6. Leave the situation
7. Seek legal action
Expectancy Theory - Answers - (Expectancy). (Instrumentality). (Valence)
Effort x Performance. x Rewards
The Big Five - Answers - openness, conscientiousness, extraversion, agreeableness,
neuroticism
Competing Values Framework (CVF) - Answers -
Locus of Control - Answers - beliefs about what causes things to happen—the person or
other people/things
Self Efficacy - Answers - An individual's belief that he or she is capable of performing a
task.
Self Esteem - Answers - how much you value, respect, and feel confident about yourself
ASA - Answers - Attraction, Selection, Attrition
, Person-Organization Fit - Answers - The degree to which a person's values, personality,
goals, and other characteristics match those of the organization.
Person-Environment Fit - Answers - the degree to which the needs and resources of a
person and the needs and resources of an environment complement each other
Organization Identification - Answers - the stage of assimilation that occurs when an
employee's values overlap with the organization's values
Organization Citizenship Behavior (OCB) - Answers - discretionary behavior that is not
part of an employee's formal job requirements, but which promotes the effective
functioning of the organization
Work Attitudes - Answers - Job Satisfaction
Organizational Commitment
Organizational Identification
Culture - Answers - A system of shared assumptions, values, and beliefs that show
people what is appropriate and inappropriate behavior
Strong Culture - Answers - an organizational culture with a consensus on the values
that drive the company and with an intensity that is recognizable even to outsiders
Subculture - Answers - A culture that emerges within different departments, branches,
or geographic locations is called a subculture. Subcultures may arise from the personal
characteristics of employees and managers, as well as the different conditions under
which work is performed
Personality - Answers - Set of traits, characteristics, and predispositions of a person
Values - Answers - Espoused: what members of
say they value
Enacted: reflected in the way
individuals actually behave
Job Performance - Answers - General Mental Ability
Organizational Justice
Stress (-)
Positive Work Attitudes
Personality
Citizenship - Answers - Organizational Justice
Personality
Positive Work Attitudes
Age of the Employee
ANSWERS
Formula for Performance - Answers - Performance= Motivation x Ability x Environment
2 Factor Theory - Answers - Hygiene Factors and Motivators
Hygiene Factors - Answers - characteristics of the workplace, such as company
policies, working conditions, pay, and supervision, that can make people dissatisfied
Motivators - Answers - Factors that make a job more motivating, such as additional job
responsibilities, opportunities for personal growth and recognition, and feelings of
achievement
Equity Theory - Answers - Person (Outcomes/ Inputs)= Referent Other (Outcomes/
Inputs)
Reactions to Inequity - Answers - 1. Distort perceptions
2. Increase referent's inputs
3. Reduce own input
4. Increase own outcomes
5. Change referent
6. Leave the situation
7. Seek legal action
Expectancy Theory - Answers - (Expectancy). (Instrumentality). (Valence)
Effort x Performance. x Rewards
The Big Five - Answers - openness, conscientiousness, extraversion, agreeableness,
neuroticism
Competing Values Framework (CVF) - Answers -
Locus of Control - Answers - beliefs about what causes things to happen—the person or
other people/things
Self Efficacy - Answers - An individual's belief that he or she is capable of performing a
task.
Self Esteem - Answers - how much you value, respect, and feel confident about yourself
ASA - Answers - Attraction, Selection, Attrition
, Person-Organization Fit - Answers - The degree to which a person's values, personality,
goals, and other characteristics match those of the organization.
Person-Environment Fit - Answers - the degree to which the needs and resources of a
person and the needs and resources of an environment complement each other
Organization Identification - Answers - the stage of assimilation that occurs when an
employee's values overlap with the organization's values
Organization Citizenship Behavior (OCB) - Answers - discretionary behavior that is not
part of an employee's formal job requirements, but which promotes the effective
functioning of the organization
Work Attitudes - Answers - Job Satisfaction
Organizational Commitment
Organizational Identification
Culture - Answers - A system of shared assumptions, values, and beliefs that show
people what is appropriate and inappropriate behavior
Strong Culture - Answers - an organizational culture with a consensus on the values
that drive the company and with an intensity that is recognizable even to outsiders
Subculture - Answers - A culture that emerges within different departments, branches,
or geographic locations is called a subculture. Subcultures may arise from the personal
characteristics of employees and managers, as well as the different conditions under
which work is performed
Personality - Answers - Set of traits, characteristics, and predispositions of a person
Values - Answers - Espoused: what members of
say they value
Enacted: reflected in the way
individuals actually behave
Job Performance - Answers - General Mental Ability
Organizational Justice
Stress (-)
Positive Work Attitudes
Personality
Citizenship - Answers - Organizational Justice
Personality
Positive Work Attitudes
Age of the Employee
