MGT 3620 Exam 2- Questions Fully Solved Latest (100% Correct)

MGT 3620 Exam 2- Questions Fully Solved Latest (100% Correct) Motivation - Answers set of energetic forces that originates both within and outside an employee, initiates work-related effort What does motivation determine? - Answers Direction, intensity, and persistence of effort Expectancy Theory - Answers the cognitive process employees go through to make choices among different voluntary responses Expectancy - Answers high level of effort will result in the successful performance of some task Instrumentality - Answers successful performance results in some outcomes Valence - Answers anticipated value of the outcomes associated with performance self-efficacy - Answers a person that has the capabilities needed for a task What factors increase self-efficacy? - Answers past accomplishments, vicarious experiences, verbal persuation, & emotional cues extrinsic motivation (trying to get paid) - Answers motivation controlled by contingency depending on task performance intrinsic motivation (pride of accomplishment) - Answers motivation felt when task performance is its own reward meaning of money - Answers motivation felt when task performance is its own reward Three dimensions of the view of money? - Answers achievement, respect, & freedom achievement - Answers money symbolizes success respect - Answers money brings respect in the community freedom - Answers money provides opportunity motivational force equation - Answers Expectancy x Instrumentality x Valence (E - P) x [P-O) x V Goal Setting Theory - Answers goals as the primary drivers of the intensity and persistence of effort (motivation) specific and difficult goals - Answers Goals that stretch an employee to perform at his or her maximum level while still staying within the boundaries of his or her ability What is the relationship between goal difficulty and task performance? - Answers When goals are easy, task effort is lower, when goals are harder---task effort maximizes self-set goals - Answers internalized goals that people use to monitor their own task progress How do self-set goals relate to task strategies? - Answers goals trigger the creation of task strategies in order to obtain successful performance Feedback - Answers updates on employee progress toward goal attainment task complexity - Answers how complicated information and actions involved in a task are, as well as how much the task changes goal commitment - Answers person accepts a goal and is determined to try to reach it What strategies can be used to foster commitment? - Answers Rewards, Publicity, Support, Participation, & Resources SMART Goals - Answers Specific, Measurable, Achievable, Results-Based, Time-Sensitive goals (strong acceptable goals) Equity Theory - Answers employees create mental ledger of outcomes and inputs from their job duties outcomes and inputs - Answers inputs: effort, skills, & perfomance outputs: benefits, pay, & rewards What are the different forms of (in)equity? - Answers equity, underrewarded inequity, & overrewarded equity How to restore balance of the equity forms? - Answers Equity = no action under rewarded= grow outcomes; shrink inputs overrewarded= shrink outcomes; grow inputs Who is the comparison other? What types of comparison others are there (internal and external)? - Answers def: person who provides an intuitive frame of reference for judging equity types: internal: refer to someone in the same company external: refer to someone in a different company psychological empowerment - Answers energy rooted in the belief that work tasks contribute to some larger purpose Meaningfulness - Answers captures the value of a work goal or purpose Self-determination - Answers sense of choice in the initiation and continuation of work tasks competence - Answers person's belief in his or her capability to perform work tasks successfully impact - Answers a person's actions "make a difference" How does psychological empowerment impact motivation? - Answers its serves as a form of intrinsic motivation. jobs with high levels of variety, significance, and autonomy can be intrinsically motivating. What are the relationships between motivation and job performance (positive strong )and organization commitment (? - Answers - Motivation has a strong positive relationship with job performance - Motivation has a moderate positive relationship with organizational commitment