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MGT 330 FINAL EXAM | LATEST UPDATED | ACTUAL
EXAM QUESTIONS WITH SOLUTIONS | 100% RATED
CORRECT | 100% VERFIED SOLTIONS | ALREADY
GRADED A+
Motivation - (ANSWER)The set of forces that initiates, directs, and makes people
persist in their effort to accomplish a goal
Determinants of Job Performance - (ANSWER)i. Motivation - Set of forces that
initiates, directs, and makes people persist in their effort to accomplish a goal
ii. Ability - Degree to which workers possess knowledge, skills, and talent needed
to do a job well
iii. Situational Constraint - Factors beyond the control of individual employees
such as tools, policies, and resources that have an effect on job performance
Intrinsic vs extrinsic motivationIntrinsic - (ANSWER)Intrinsic - Natural reward
associated with performing a task or activity for its own sake
Extrinsic - Reward that is tangible, visible to others, and given to employees
contingent on the performance of specific tasks or behaviors
Needs - (ANSWER)The physical or psychological requirements that must be met
to ensure survival and well-being
, 2
Herzberg's two factor theory - (ANSWER)Motivators - influence level of
satisfaction such as achievement, responsibility, and personal growth
Hygiene factors - influence level of dissatisfaction such as working conditions,
relationships with managers, and company policies
Use equity theory to explain how employee's perceptions of fairness affect
motivation. - (ANSWER)Employees compare their O/I ratio with the O/I ratio of a
coworker. They then determine if they are being under-rewarded or over-
rewarded. This can then lead to frustration or guilt.
Use expectancy theory to describe how workers' expectations about rewards,
effort, and the link between rewards and performance influence motivation. -
(ANSWER)Expectancy theory holds that 3 factors affect the conscious choices
people make about their motivation. Expectancy theory holds that all 3 factors
must be high for people to be highly motivated. If any one of these factors
declines, overall motivation will decline too.
Expectancy - (ANSWER)Perceived relationship between effort and performance
Instrumentality - (ANSWER)Perceived relationship between performance and
rewards
Valence (Value) - (ANSWER)Attractiveness or desirability of a reward or outcome
, 3
Use expectancy theory to determine which component might be low if overall
motivation is low - (ANSWER)Instrumentality
Explain how reinforcement theory works, including how it can be used to
motivate - (ANSWER)Theory that behavior is a function of its consequences, that
behaviors followed by positive consequences will occur more frequently, and that
behaviors followed by negative consequences, or not follow by positive
consequences, will occur less frequently
Positive reinforcement - (ANSWER)strengthens behavior by following behaviors
with desirable consequences
Negative reinforcement - (ANSWER)strengthens behavior by withholding an
unpleasant consequence when employees perform a specific behavior
Punishment - (ANSWER)Behaviors with undesirable consequences in order to
weaken or extinguish behavior
Extinction - (ANSWER)Positive consequence is no longer allowed to follow a
previously reinforced behavior, weakening the behavior
Understand how to use reinforcement theory to increase a desired behavior or
decrease an undesired behavior - (ANSWER)Provide positive reinforcement
immediately after the desired behavior occurs or use negative reinforcement
when the undesired behavior happens
MGT 330 FINAL EXAM | LATEST UPDATED | ACTUAL
EXAM QUESTIONS WITH SOLUTIONS | 100% RATED
CORRECT | 100% VERFIED SOLTIONS | ALREADY
GRADED A+
Motivation - (ANSWER)The set of forces that initiates, directs, and makes people
persist in their effort to accomplish a goal
Determinants of Job Performance - (ANSWER)i. Motivation - Set of forces that
initiates, directs, and makes people persist in their effort to accomplish a goal
ii. Ability - Degree to which workers possess knowledge, skills, and talent needed
to do a job well
iii. Situational Constraint - Factors beyond the control of individual employees
such as tools, policies, and resources that have an effect on job performance
Intrinsic vs extrinsic motivationIntrinsic - (ANSWER)Intrinsic - Natural reward
associated with performing a task or activity for its own sake
Extrinsic - Reward that is tangible, visible to others, and given to employees
contingent on the performance of specific tasks or behaviors
Needs - (ANSWER)The physical or psychological requirements that must be met
to ensure survival and well-being
, 2
Herzberg's two factor theory - (ANSWER)Motivators - influence level of
satisfaction such as achievement, responsibility, and personal growth
Hygiene factors - influence level of dissatisfaction such as working conditions,
relationships with managers, and company policies
Use equity theory to explain how employee's perceptions of fairness affect
motivation. - (ANSWER)Employees compare their O/I ratio with the O/I ratio of a
coworker. They then determine if they are being under-rewarded or over-
rewarded. This can then lead to frustration or guilt.
Use expectancy theory to describe how workers' expectations about rewards,
effort, and the link between rewards and performance influence motivation. -
(ANSWER)Expectancy theory holds that 3 factors affect the conscious choices
people make about their motivation. Expectancy theory holds that all 3 factors
must be high for people to be highly motivated. If any one of these factors
declines, overall motivation will decline too.
Expectancy - (ANSWER)Perceived relationship between effort and performance
Instrumentality - (ANSWER)Perceived relationship between performance and
rewards
Valence (Value) - (ANSWER)Attractiveness or desirability of a reward or outcome
, 3
Use expectancy theory to determine which component might be low if overall
motivation is low - (ANSWER)Instrumentality
Explain how reinforcement theory works, including how it can be used to
motivate - (ANSWER)Theory that behavior is a function of its consequences, that
behaviors followed by positive consequences will occur more frequently, and that
behaviors followed by negative consequences, or not follow by positive
consequences, will occur less frequently
Positive reinforcement - (ANSWER)strengthens behavior by following behaviors
with desirable consequences
Negative reinforcement - (ANSWER)strengthens behavior by withholding an
unpleasant consequence when employees perform a specific behavior
Punishment - (ANSWER)Behaviors with undesirable consequences in order to
weaken or extinguish behavior
Extinction - (ANSWER)Positive consequence is no longer allowed to follow a
previously reinforced behavior, weakening the behavior
Understand how to use reinforcement theory to increase a desired behavior or
decrease an undesired behavior - (ANSWER)Provide positive reinforcement
immediately after the desired behavior occurs or use negative reinforcement
when the undesired behavior happens
