HRM 360 EXAM 2 || 100% ACCURATE ANSWERS.
Vroom's Expectancy Theory (VIE Theory)
valence correct answers the extent to which anticipated outcomes are attractive or unattractive
Instrumentality correct answers the belief that first level outcomes lead to second level outcomes
expectancy correct answers the belief that effort will lead to performance (if I work hard can I do
it?)
force correct answers how motivated you are to do something
equity theory correct answers components:
1. person
2. other
3. inputs
4. outcomes
restoring equity correct answers 1. behavioral modes
a. change inputs
b. change outcomes
c. get other to change inputs of outcomes
d. quit job or force the referent to leave
2. cognitive modes
a. distort view of own inputs or outcomes
, b. distort view others inputs or outcomes
c. change comparison person
experienced meaningfulness of the work correct answers the degree to which employees feel
their jobs are important, worthwhile, and meaningful
experienced responsibility for work outcomes correct answers the extent to which employees feel
personally responsible or accountable for their job performance
knowledge of results correct answers the degree to which employees know how well they
perform their jobs on a continuous basis
contingent workers correct answers employees whom organizations hire or contract with on a
temporary basis to fill needs for labor that change over time.
goal correct answers what an individual is trying to accomplish through his or her behavior and
actions
goal-setting theory correct answers a theory that focuses on identifying the types of goals that are
most effective in producing high levels of motivation and performance and why goals have these
effects
nonprogrammed decision making correct answers decision making in response to novel
opportunities and problems
Programmed Decision Making correct answers decision making in response to recurring
opportunities and problems
performance program correct answers a standard sequence of behaviors that organizational
members follow routinely whenever they encounter a particular type of problem or opportunity
Vroom's Expectancy Theory (VIE Theory)
valence correct answers the extent to which anticipated outcomes are attractive or unattractive
Instrumentality correct answers the belief that first level outcomes lead to second level outcomes
expectancy correct answers the belief that effort will lead to performance (if I work hard can I do
it?)
force correct answers how motivated you are to do something
equity theory correct answers components:
1. person
2. other
3. inputs
4. outcomes
restoring equity correct answers 1. behavioral modes
a. change inputs
b. change outcomes
c. get other to change inputs of outcomes
d. quit job or force the referent to leave
2. cognitive modes
a. distort view of own inputs or outcomes
, b. distort view others inputs or outcomes
c. change comparison person
experienced meaningfulness of the work correct answers the degree to which employees feel
their jobs are important, worthwhile, and meaningful
experienced responsibility for work outcomes correct answers the extent to which employees feel
personally responsible or accountable for their job performance
knowledge of results correct answers the degree to which employees know how well they
perform their jobs on a continuous basis
contingent workers correct answers employees whom organizations hire or contract with on a
temporary basis to fill needs for labor that change over time.
goal correct answers what an individual is trying to accomplish through his or her behavior and
actions
goal-setting theory correct answers a theory that focuses on identifying the types of goals that are
most effective in producing high levels of motivation and performance and why goals have these
effects
nonprogrammed decision making correct answers decision making in response to novel
opportunities and problems
Programmed Decision Making correct answers decision making in response to recurring
opportunities and problems
performance program correct answers a standard sequence of behaviors that organizational
members follow routinely whenever they encounter a particular type of problem or opportunity
