MGMT 351 Test 4 Questions with Correct Answers Fully Solved Latest 2025
Motivation - Answers The psychological forces that determine the direction of a person's behavior in an
organization, a person's level of effort, and a person's level of persistence
Extrinsic Model - Answers Motivated Behavior: Behavior that is performed to acquire material or social
rewards or to avoid punishment. Theory X
Intrinsic Model - Answers Motivated Behavior: Behavior that is performed for its own sake. Theory Y
Expectancy Model - Answers The theory that motivation will be high when workers believe that high
levels of effort lead to high performance and high performance leads to the attainment of desired
outcomes.
Expectancy - Answers A person's perception about the extent to which effort (an input) results in a
certain level of performance
Instrumentality - Answers A person's perception about the extent to which performance at a certain
level results in the attainment of outcomes
Valence - Answers How desirable each of the available outcomes from the job is to a person
Need Theories - Answers Theories of motivation that focus on what needs people are trying to satisfy at
work and what outcomes will satisfy those needs.
Maslow's Hierarchy of Needs - Answers Proposed that the lowest level of unmet needs is the prime
motivator and that only one level of needs is motivational at a time.
Alderfer's ERG Theory - Answers The theory that three universal needs—for existence, relatedness, and
growth— constitute a hierarchy of needs and motivate behavior. Needs at more than one level can be
motivational at the same time.
Herzberg's Need Theory - Answers Distinguishes between motivator needs and hygiene needs and
proposes that motivator needs must be met for motivation and job satisfaction to be high.
Motivators - Answers Related to the nature of the work itself—autonomy, responsibility, interesting
work.
Hygiene Factor - Answers Related to the physical and psychological context of the work—comfortable
work environment, pay, job security.
Need for Achievement - Answers The extent to which an individual has a strong desire to perform
challenging tasks well and to meet personal standards for excellence.
Need for Affiliation - Answers Concerned about establishing and maintaining good interpersonal
relations, being liked, and having the people around him get along with each other
, Need for Power - Answers A desire to control or influence others
Equity Theory - Answers A theory of motivation that focuses on people's perceptions of the fairness of
their work outcomes relative to their work inputs.
Underpayment Inequity - Answers Exists when a person perceives that his or her own outcome-input
ratio is less than the ratio of a referent.
Overpayment Inequity - Answers Exists when a person perceives that his or her own outcome-input
ratio is greater than the ratio of a referent
Procedural Justice - Answers A person's perception of the fairness of the procedures that are used to
determine how to distribute outcomes in an organization
Distributive Justice - Answers A person's perception of the fairness of the distribution of outcomes in an
organization
Goal Setting Theory - Answers A theory that focuses on identifying the types of goals that are most
effective in producing high levels of motivation and performance and explaining why goals have these
effects.
Specific, Measureable, Attainable, Relevant, Time Based (SMART) - Answers S
M
A
R
T
Learning Theories - Answers Theories that focus on increasing employee motivation and performance by
linking the outcomes that employees receive to the performance of desired behaviors and the
attainment of goals.
Operant Conditioning - Answers People learn to perform behaviors that lead to desired consequences
and learn not to perform behaviors that lead to undesired consequences.
Positive Reenforcement - Answers Gives people outcomes they desire when they perform
organizationally functionally behaviors
Negative Reenforcement - Answers Eliminating or removing undesired outcomes when people perform
organizationally functional behaviors
Extinction - Answers Curtailing the performance of a dysfunctional behavior by eliminating whatever is
reinforcing it.
Motivation - Answers The psychological forces that determine the direction of a person's behavior in an
organization, a person's level of effort, and a person's level of persistence
Extrinsic Model - Answers Motivated Behavior: Behavior that is performed to acquire material or social
rewards or to avoid punishment. Theory X
Intrinsic Model - Answers Motivated Behavior: Behavior that is performed for its own sake. Theory Y
Expectancy Model - Answers The theory that motivation will be high when workers believe that high
levels of effort lead to high performance and high performance leads to the attainment of desired
outcomes.
Expectancy - Answers A person's perception about the extent to which effort (an input) results in a
certain level of performance
Instrumentality - Answers A person's perception about the extent to which performance at a certain
level results in the attainment of outcomes
Valence - Answers How desirable each of the available outcomes from the job is to a person
Need Theories - Answers Theories of motivation that focus on what needs people are trying to satisfy at
work and what outcomes will satisfy those needs.
Maslow's Hierarchy of Needs - Answers Proposed that the lowest level of unmet needs is the prime
motivator and that only one level of needs is motivational at a time.
Alderfer's ERG Theory - Answers The theory that three universal needs—for existence, relatedness, and
growth— constitute a hierarchy of needs and motivate behavior. Needs at more than one level can be
motivational at the same time.
Herzberg's Need Theory - Answers Distinguishes between motivator needs and hygiene needs and
proposes that motivator needs must be met for motivation and job satisfaction to be high.
Motivators - Answers Related to the nature of the work itself—autonomy, responsibility, interesting
work.
Hygiene Factor - Answers Related to the physical and psychological context of the work—comfortable
work environment, pay, job security.
Need for Achievement - Answers The extent to which an individual has a strong desire to perform
challenging tasks well and to meet personal standards for excellence.
Need for Affiliation - Answers Concerned about establishing and maintaining good interpersonal
relations, being liked, and having the people around him get along with each other
, Need for Power - Answers A desire to control or influence others
Equity Theory - Answers A theory of motivation that focuses on people's perceptions of the fairness of
their work outcomes relative to their work inputs.
Underpayment Inequity - Answers Exists when a person perceives that his or her own outcome-input
ratio is less than the ratio of a referent.
Overpayment Inequity - Answers Exists when a person perceives that his or her own outcome-input
ratio is greater than the ratio of a referent
Procedural Justice - Answers A person's perception of the fairness of the procedures that are used to
determine how to distribute outcomes in an organization
Distributive Justice - Answers A person's perception of the fairness of the distribution of outcomes in an
organization
Goal Setting Theory - Answers A theory that focuses on identifying the types of goals that are most
effective in producing high levels of motivation and performance and explaining why goals have these
effects.
Specific, Measureable, Attainable, Relevant, Time Based (SMART) - Answers S
M
A
R
T
Learning Theories - Answers Theories that focus on increasing employee motivation and performance by
linking the outcomes that employees receive to the performance of desired behaviors and the
attainment of goals.
Operant Conditioning - Answers People learn to perform behaviors that lead to desired consequences
and learn not to perform behaviors that lead to undesired consequences.
Positive Reenforcement - Answers Gives people outcomes they desire when they perform
organizationally functionally behaviors
Negative Reenforcement - Answers Eliminating or removing undesired outcomes when people perform
organizationally functional behaviors
Extinction - Answers Curtailing the performance of a dysfunctional behavior by eliminating whatever is
reinforcing it.
