MGT 3620 Exam Questions With 100% Correct Answers

MGT 3620 Exam Questions With 100% Correct Answers Motivation - answera set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence Engagement - answerhigh levels of intensity and persistence in work effort Expectancy theory - answercognitive process employees go through to make choices among voluntary responses Expectancy - answerthe belief that exerting a high level of effort will result in the successful performance of some task Self-Efficacy - answerthe belief that a person has the capabilities needed to execute the behaviors required for task success Influences of Self-Efficacy - answervicarious experiences, observations, verbal persuasion, emotional cues, past accomplishments Instrumentality - answerthe belief that successful performance will result in some outcome Valence - answerthe anticipated value of the outcomes associated with performance Needs - answercognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences Meaning of Money - answerthe degree to which they view money as having symbolic, not just economic, value (achievement, respect, freedom) Goal Setting Theory - answerviews goals as the primary drivers of the intensity and persistence of effort Goals - answerthe objective or aim of an action Self-Set goals - answerthe internalized goals people us to monitor their own task progress task strategies - answerlearning plans and problem-solving approaches used to achieve successful performance Moderators - answeraffect the strength of the relationship between variables Feedback - answerupdates on employee progress towards goal attainment Task Complexity - answerhow complicated the information and actions involved in a task are, as well as how much the task changes Goal Commitment - answerthe degree to which a person accepts a goal and is determined to try and reach Equity Theory - answeremployees create a mental ledger of the outcomes "rewards" they get from jobs Comparison Other - answersome person who seems to provide an intuitive frame of reference for judging equity Equity - answeryour inputs and outputs are equal to others around you Underreward (Equity theory) - answeryour ratio of outputs to inputs is less than those around you (explain why you deserve better outcomes or shrink your inputs) Equity Distress - answeran internal tension that can only be alleviated by restoring balance to the ratios Overreward Inequity - answerYour Outcomes are better than other's with same input. Can lead to guilt. Cognitive Distortion - answerA reevaluation of the inputs an employee brings to a job, often occurring in response to equity distress Internal Comparison to others - answercompare yourself to people in the company External Comparison to others - answercompare yourself to someone in a different company Job Equity - answercompare with others doing the same job in the same organization Company Equity - answercompare with others in the same organization doing substantially different jobs Educational Equity - answercompare with others who have attained the same education level Age Equity - answercompare with others of the same age Psychological Empowerment - answerthe belief the work you're doing contributes to a larger purpose Meaningfulness - answerthe value of a work goal or purpose relative t a persons own ideas and passions Self-Determination - answera sense of choice in initiation and continuation of work tasks Competence - answera persons belief in their capability tp perform a task successfully Impact - answerthe sense a persons actions "make a difference" Piece Rate - answerA specific amount of money paid by an employer for each item the employee produces Merit Pay - answeran increase in base salary is based off performance eval ratings Lump-Sum bonus - answerbonus for meeting individual goals Recognition rewards - answertangible or intangible rewards are given based on achievement Gainsharing - answerbonus for meeting group goals Profit Sharin - answerbonus received when earnings reach a certain level Organizational Behavior - answera field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations Human Resource Management - answertakes the theories and principles studied in OB and explores the "nuts and bolts" applications of those principles in organizations Strategic Management - answerfocuses on the product choices and industry characteristics that affect and organizations profitablity Two primary outcomes of concern for employees and managers - answerorganizational commitment, Job performance Job Satisfaction - answera pleasurable emotional state resulting from the appraisal of one's job or job experiences Stress - answeremployees psychological response to job demands that tax or exceed their capacities Trust, justice, and ethics - answerreflects the degree to which employees feel that their company does business with fairness, honesty and integrity Learning and decision making - answerhow employees gain knowledge and use that knowledge to make judgments on the job Personality and cultural values - answerreflect various traits and tendencies that describe how people act -affects how people work, what they're interested in, and how they behave Ability - answercognitive abilities, emotional skills and physical attributes employees bring to a job