Page |1
CHAPTER 6 - MBA 704 - KUNGU
COMPLETE QUESTIONS AND ANSWERS |
ALREADY PASSED | 2025 LATEST! !!
Motivation is a hypothetical construct that is used to help explain
behavior; it should not be equated with behavior.
Ans: TRUE
Motivation is a process that starts with a physiological or psychological
deficiency or need that activates a behavior or drive that is aimed at a
goal or incentive.
Ans: TRUE
An incentive is defined as anything that will alleviate the needs and
increase the drive.
Ans: FALSE
Primary motives must be unlearned, and it must be physiologically
based.
Ans: TRUE
All rights reserved © 2025/ 2026 |
, Page |2
In order to be included under the category of secondary motives, the
motive must be learned.
Ans: TRUE
Intrinsic motives include the drive to avoid punishment, such as
termination or being transferred.
Ans: FALSE
According to Maslow, one of the needs identified is the love need,
however there are instances where there are misleading connotations,
such as sex, which is essentially a physiological need.
Ans: TRUE
Maslow did not point out that the esteem needs consist of both self-
esteem and esteem from others. He mainly conceded the importance
of esteem of others.
Ans: FALSE
Maslow's needs hierarchy theory does make a significant contribution
in terms of making management aware of the diverse needs of
employees at work.
Ans: TRUE
All rights reserved © 2025/ 2026 |
, Page |3
Tabulating the results from the critical incident method, Herzberg
concluded that job satisfiers are related to job context and that job
dissatisfiers are allied to job content.
Ans: FALSE
The term hygiene, in Herzberg's theory, refers to those factors that
prevent dissatisfaction.
Ans: TRUE
The fact that there are a higher number of employees who are
dissatisfied with the raise they get points out that the hygiene factors
seem to be important in preventing dissatisfaction but do not lead to
satisfaction.
Ans: TRUE
According to the Porter-Lawler model, the inference is that employees
need to better focus their efforts on high-impact behaviors and
activities that result in higher performance.
Ans: TRUE
All rights reserved © 2025/ 2026 |
, Page |4
The roots of Porter-Lawler expectancy theory of work motivation can
be traced back to cognitive dissonance theory and exchange theory.
Ans: FALSE
Inequity occurs when a person perceives that the ratio of his or her
outcomes to other's outcomes and the ratio of a relevant other's input
to his or her inputs are unequal.
Ans: FALSE
Equity theory supports a perception of distributive justice, which is an
individual's cognitive evaluation regarding whether or not the amounts
and allocations of rewards in a social setting are fair.
Ans: TRUE
Interactional justice is the exchange between the employee and the
employing organization.
Ans: FALSE
Attribution theory is concerned with the relationship between personal
social perception and interpersonal behavior.
Ans: TRUE
All rights reserved © 2025/ 2026 |
CHAPTER 6 - MBA 704 - KUNGU
COMPLETE QUESTIONS AND ANSWERS |
ALREADY PASSED | 2025 LATEST! !!
Motivation is a hypothetical construct that is used to help explain
behavior; it should not be equated with behavior.
Ans: TRUE
Motivation is a process that starts with a physiological or psychological
deficiency or need that activates a behavior or drive that is aimed at a
goal or incentive.
Ans: TRUE
An incentive is defined as anything that will alleviate the needs and
increase the drive.
Ans: FALSE
Primary motives must be unlearned, and it must be physiologically
based.
Ans: TRUE
All rights reserved © 2025/ 2026 |
, Page |2
In order to be included under the category of secondary motives, the
motive must be learned.
Ans: TRUE
Intrinsic motives include the drive to avoid punishment, such as
termination or being transferred.
Ans: FALSE
According to Maslow, one of the needs identified is the love need,
however there are instances where there are misleading connotations,
such as sex, which is essentially a physiological need.
Ans: TRUE
Maslow did not point out that the esteem needs consist of both self-
esteem and esteem from others. He mainly conceded the importance
of esteem of others.
Ans: FALSE
Maslow's needs hierarchy theory does make a significant contribution
in terms of making management aware of the diverse needs of
employees at work.
Ans: TRUE
All rights reserved © 2025/ 2026 |
, Page |3
Tabulating the results from the critical incident method, Herzberg
concluded that job satisfiers are related to job context and that job
dissatisfiers are allied to job content.
Ans: FALSE
The term hygiene, in Herzberg's theory, refers to those factors that
prevent dissatisfaction.
Ans: TRUE
The fact that there are a higher number of employees who are
dissatisfied with the raise they get points out that the hygiene factors
seem to be important in preventing dissatisfaction but do not lead to
satisfaction.
Ans: TRUE
According to the Porter-Lawler model, the inference is that employees
need to better focus their efforts on high-impact behaviors and
activities that result in higher performance.
Ans: TRUE
All rights reserved © 2025/ 2026 |
, Page |4
The roots of Porter-Lawler expectancy theory of work motivation can
be traced back to cognitive dissonance theory and exchange theory.
Ans: FALSE
Inequity occurs when a person perceives that the ratio of his or her
outcomes to other's outcomes and the ratio of a relevant other's input
to his or her inputs are unequal.
Ans: FALSE
Equity theory supports a perception of distributive justice, which is an
individual's cognitive evaluation regarding whether or not the amounts
and allocations of rewards in a social setting are fair.
Ans: TRUE
Interactional justice is the exchange between the employee and the
employing organization.
Ans: FALSE
Attribution theory is concerned with the relationship between personal
social perception and interpersonal behavior.
Ans: TRUE
All rights reserved © 2025/ 2026 |
