MGMT 3000 Exam Questions and
answers graded A+
Psychological contract - ANS✅✅a set of perceptions of what employees owe their employers, and
what their employers owe them.
Motivation - ANS✅✅- Forces that energize, direct, and sustain a person's efforts.
- Reject the common notion that loyalty is dead and accept the challenge of creating an environment
that will attract and energize people so that they commit to the organization.
Goal Setting Theory - ANS✅✅A motivation theory stating that people have conscious goals that
energize them and direct their thoughts and behaviors toward a particular end.
Stretch Goals - ANS✅✅Targets that are particularly demanding, sometimes even thought to be
impossible.
SMART Goals - ANS✅✅Specific, Measurable, Achievable, Results-based, Time-Specific
Limitations of Goal Setting - ANS✅✅People lack relevant ability and knowledge
.• Goals are designed to maximize individual performance hurt group performance.
• They can generate manipulative game-playing and unethical behavior.
• If people lack relevant ability and knowledge, a better course might be simply to urge them to do
their best
• Or set a goal to learn rather than a goal to achieve a specific performance level.
Law of Effect - ANS✅✅Formulated by Edward Thorndike in 1911, stating that behavior followed by
positive consequences will likely be repeated
Four potential consequences of behavior - ANS✅✅1. Positive reinforcement.
2. Negative reinforcement.
3. Punishment.
4. Extinction.
,Expectancy - ANS✅✅people's perceived likelihood that their efforts will enable them to attain
their performance goals
Instrumentality - ANS✅✅the perceived likelihood that performancewill be followed by a particular
outcome
Valence - ANS✅✅the value the person places on the outcome
Three Crucial Implications - ANS✅✅1. Increase expectancies.
2. Identify possible valence outcomes.
3. Make performance instrumental toward positive outcomes.
Expectancy Theory - ANS✅✅helps the manager zero in on key leverage points for influencing
motivation
Maslow's Need hierarchy - ANS✅✅A conception of human needs organizing needs into a hierarchy
of five major types
Alderfer's ERG theory - ANS✅✅A human needs theory postulating that people have three basic
sets of needs that can operate simultaneously (existence, relatedness, and growth)
McClellan's needs - ANS✅✅Different needs motivate different people:
Need for Achievement
Need for affiliation
Need for power
Extrinsic Reward - ANS✅✅Reward given to a person by the boss, the company, or some other
person
Intrinsic Reward - ANS✅✅Reward a worker derives directly from performing the job itself
Job rotation - ANS✅✅Changing from one task to another to alleviate boredom
, Job Enlargement - ANS✅✅Giving people additional tasks at the same time to alleviate boredom.
Job Enrichment - ANS✅✅Changing a task to make it inherently more rewarding, motivating, and
satisfying.
Hygiene Factors - ANS✅✅Part of Herzberg's Two Factor theory:
Characteristics of the workplace, such as companypolicies, working conditions, pay, and supervision,
that canmake people dissatisfied
Motivators - ANS✅✅Part of Herzberg's Two Factor Theory:
Factors that make a job more motivating, such as additional job responsibilities, opportunities for
personal growth and recognition, and feelings of achievement.
Empowerment - ANS✅✅Sharing power with employees, enhancing their confidence in their ability
to perform their jobs and their belief that they are contributors to the organization
Engagement - ANS✅✅When employees invest their physical, mental, and emotional energy into
performing their jobs, including working hard and producing, taking initiative, and contributing
additional citizenship behaviors
Equity Theory - ANS✅✅states that people compare the ratio of their own outcomes to inputs
against the outcome-to-input ratio of some comparison person
Procedural Justice - ANS✅✅Using fair process in decision making and making sure others know
that the process was as fair as possible
Quality of Work Life Programs - ANS✅✅create a workplace that enhances employee well-being
Work Teams - ANS✅✅Teams that make or do things like manufacture, assemble, sell, or provide
service
Project and Development Teams - ANS✅✅Teams that work on long-term projects, but disband
once the work is completed
answers graded A+
Psychological contract - ANS✅✅a set of perceptions of what employees owe their employers, and
what their employers owe them.
Motivation - ANS✅✅- Forces that energize, direct, and sustain a person's efforts.
- Reject the common notion that loyalty is dead and accept the challenge of creating an environment
that will attract and energize people so that they commit to the organization.
Goal Setting Theory - ANS✅✅A motivation theory stating that people have conscious goals that
energize them and direct their thoughts and behaviors toward a particular end.
Stretch Goals - ANS✅✅Targets that are particularly demanding, sometimes even thought to be
impossible.
SMART Goals - ANS✅✅Specific, Measurable, Achievable, Results-based, Time-Specific
Limitations of Goal Setting - ANS✅✅People lack relevant ability and knowledge
.• Goals are designed to maximize individual performance hurt group performance.
• They can generate manipulative game-playing and unethical behavior.
• If people lack relevant ability and knowledge, a better course might be simply to urge them to do
their best
• Or set a goal to learn rather than a goal to achieve a specific performance level.
Law of Effect - ANS✅✅Formulated by Edward Thorndike in 1911, stating that behavior followed by
positive consequences will likely be repeated
Four potential consequences of behavior - ANS✅✅1. Positive reinforcement.
2. Negative reinforcement.
3. Punishment.
4. Extinction.
,Expectancy - ANS✅✅people's perceived likelihood that their efforts will enable them to attain
their performance goals
Instrumentality - ANS✅✅the perceived likelihood that performancewill be followed by a particular
outcome
Valence - ANS✅✅the value the person places on the outcome
Three Crucial Implications - ANS✅✅1. Increase expectancies.
2. Identify possible valence outcomes.
3. Make performance instrumental toward positive outcomes.
Expectancy Theory - ANS✅✅helps the manager zero in on key leverage points for influencing
motivation
Maslow's Need hierarchy - ANS✅✅A conception of human needs organizing needs into a hierarchy
of five major types
Alderfer's ERG theory - ANS✅✅A human needs theory postulating that people have three basic
sets of needs that can operate simultaneously (existence, relatedness, and growth)
McClellan's needs - ANS✅✅Different needs motivate different people:
Need for Achievement
Need for affiliation
Need for power
Extrinsic Reward - ANS✅✅Reward given to a person by the boss, the company, or some other
person
Intrinsic Reward - ANS✅✅Reward a worker derives directly from performing the job itself
Job rotation - ANS✅✅Changing from one task to another to alleviate boredom
, Job Enlargement - ANS✅✅Giving people additional tasks at the same time to alleviate boredom.
Job Enrichment - ANS✅✅Changing a task to make it inherently more rewarding, motivating, and
satisfying.
Hygiene Factors - ANS✅✅Part of Herzberg's Two Factor theory:
Characteristics of the workplace, such as companypolicies, working conditions, pay, and supervision,
that canmake people dissatisfied
Motivators - ANS✅✅Part of Herzberg's Two Factor Theory:
Factors that make a job more motivating, such as additional job responsibilities, opportunities for
personal growth and recognition, and feelings of achievement.
Empowerment - ANS✅✅Sharing power with employees, enhancing their confidence in their ability
to perform their jobs and their belief that they are contributors to the organization
Engagement - ANS✅✅When employees invest their physical, mental, and emotional energy into
performing their jobs, including working hard and producing, taking initiative, and contributing
additional citizenship behaviors
Equity Theory - ANS✅✅states that people compare the ratio of their own outcomes to inputs
against the outcome-to-input ratio of some comparison person
Procedural Justice - ANS✅✅Using fair process in decision making and making sure others know
that the process was as fair as possible
Quality of Work Life Programs - ANS✅✅create a workplace that enhances employee well-being
Work Teams - ANS✅✅Teams that make or do things like manufacture, assemble, sell, or provide
service
Project and Development Teams - ANS✅✅Teams that work on long-term projects, but disband
once the work is completed
