HRM 446 Final Exam Questions with Correct Answers Latest Update 2025/2026
Motivation - Answers anything that provides direction, intensity, and persistence to behavior
Job satisfaction - Answers a persons' attitudes/feelings about the job (pay, promotion,
coworkers, etc.)
Performance - Answers behaviors directed towards the org OR the product/services resulting
from those behaviors
Effectiveness - Answers the adequacy of the behaviors exhibited by employees
Needs based perspectives on motivation - Answers founded on the belief that an individual's
behavior is driven by actions that satisfy their needs and wants
Needs based perspectives - Answers hawthorne effect, Self-determination theory, regulatory
focus theory
Hawthorne effect - Answers Employees work harder if they think managers are paying attention
to them. Think of it as "need to be noticed"
Self-determination theory - Answers 3 fundamental psychological needs motivate behavior
Extension of the Hawthorne effect, people don't thrive in isolation
competence, autonomy, relatedness - Answers 3 aspects of self-determination theory
competence - Answers The need to feel effective and capable in one's pursuits, to experience
mastery and success
- Leader's need to motivate employees to follow agenda, leaders need to make some effort to
stop employees from burning out
autonomy - Answers The need to feel a sense of control in one's actions, to feel that one is
acting in accordance with one's own values and interests
§ People should feel convinced to help. coercing people to join you is violating their sense of
Relatedness - Answers the need to feel connected and supported in one's social environment
(ex- being invited to coworker lunches)
regulatory focus theory - Answers people are primarily driven by ONE of two motivational
systems: Promotion focus or Prevention focus
promotion focus (regulatory focus theory) - Answers people are driven by aspirations, growth,
and achieving gains ("success seeker")
prevention focus (regulatory focus theory) - Answers motivation driven by safety,
, responsibilities, and avoiding losses ("failure avoider")
process-based perspectives on motivation - Answers -How people behave in their efforts to
satisfy their needs
-How people evaluate their satisfaction after they have attained these goals
Organizational justice theory - Answers A theory that focuses on perceptions of fairness in the
workplace, must meet all three aspects
distributive justice - Answers Perception that appropriate rules were applied when making final
distribution of benefits/burdens
(Ex- you are being evaluated on proper metrics)
procedural justice - Answers Perception that appropriate rules were applied throughout entire
decision-making process, aka can't show any bias for certain employees
(Ex-all employees are graded on the same metrics)
interactional justice - Answers The degree to which people feel they are treated with dignity,
respect, and honesty; especially during decision making processes
(Ex- whether you are giving a good or bad evaluation, you are doing it with respect)
Job Design Perspectives - Answers focus on the role of job design on job satisfaction and
performance
scientific management - Answers The process of reducing the number of tasks a worker
performs. Done to:
1) reduce the complexity of someone's job
ex: being a nanny but you have to do so much paperwork
2) some people are more motivated by simpler jobs
ex: event planner vs. screwing lids on toothpaste
job enrichment - Answers building into a job such motivating factors as responsibility,
achievement, recognition, stimulating work, and advancement to engage people
(Ex- office episode w points)
Theory X Leadership - Answers pessimistic view of followers; belief that followers are naturally
Motivation - Answers anything that provides direction, intensity, and persistence to behavior
Job satisfaction - Answers a persons' attitudes/feelings about the job (pay, promotion,
coworkers, etc.)
Performance - Answers behaviors directed towards the org OR the product/services resulting
from those behaviors
Effectiveness - Answers the adequacy of the behaviors exhibited by employees
Needs based perspectives on motivation - Answers founded on the belief that an individual's
behavior is driven by actions that satisfy their needs and wants
Needs based perspectives - Answers hawthorne effect, Self-determination theory, regulatory
focus theory
Hawthorne effect - Answers Employees work harder if they think managers are paying attention
to them. Think of it as "need to be noticed"
Self-determination theory - Answers 3 fundamental psychological needs motivate behavior
Extension of the Hawthorne effect, people don't thrive in isolation
competence, autonomy, relatedness - Answers 3 aspects of self-determination theory
competence - Answers The need to feel effective and capable in one's pursuits, to experience
mastery and success
- Leader's need to motivate employees to follow agenda, leaders need to make some effort to
stop employees from burning out
autonomy - Answers The need to feel a sense of control in one's actions, to feel that one is
acting in accordance with one's own values and interests
§ People should feel convinced to help. coercing people to join you is violating their sense of
Relatedness - Answers the need to feel connected and supported in one's social environment
(ex- being invited to coworker lunches)
regulatory focus theory - Answers people are primarily driven by ONE of two motivational
systems: Promotion focus or Prevention focus
promotion focus (regulatory focus theory) - Answers people are driven by aspirations, growth,
and achieving gains ("success seeker")
prevention focus (regulatory focus theory) - Answers motivation driven by safety,
, responsibilities, and avoiding losses ("failure avoider")
process-based perspectives on motivation - Answers -How people behave in their efforts to
satisfy their needs
-How people evaluate their satisfaction after they have attained these goals
Organizational justice theory - Answers A theory that focuses on perceptions of fairness in the
workplace, must meet all three aspects
distributive justice - Answers Perception that appropriate rules were applied when making final
distribution of benefits/burdens
(Ex- you are being evaluated on proper metrics)
procedural justice - Answers Perception that appropriate rules were applied throughout entire
decision-making process, aka can't show any bias for certain employees
(Ex-all employees are graded on the same metrics)
interactional justice - Answers The degree to which people feel they are treated with dignity,
respect, and honesty; especially during decision making processes
(Ex- whether you are giving a good or bad evaluation, you are doing it with respect)
Job Design Perspectives - Answers focus on the role of job design on job satisfaction and
performance
scientific management - Answers The process of reducing the number of tasks a worker
performs. Done to:
1) reduce the complexity of someone's job
ex: being a nanny but you have to do so much paperwork
2) some people are more motivated by simpler jobs
ex: event planner vs. screwing lids on toothpaste
job enrichment - Answers building into a job such motivating factors as responsibility,
achievement, recognition, stimulating work, and advancement to engage people
(Ex- office episode w points)
Theory X Leadership - Answers pessimistic view of followers; belief that followers are naturally
