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Test your basic knowledge |
Management 101: Motivation
Start Test
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Subject
:
business-skills
Instructions:
Answer 48 questions in 15 minutes.
If you are not ready to take this test, you can
study here
.
Match each statement with the correct term.
Don't refresh. All questions and answers are randomly picked and ordered every time you load a test.
This is a study tool. The 3 wrong answers for each question are randomly chosen from answers to other questions. So, you might find at times the answers obvious, but you will see it re-enforces your understanding as you take the test each time.
1. The motivation theory that intrinsic factors are related to job satisfaction and motivation - whereas extrinsic factors are associated with job dissatisfaction
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2. The desire for friendly and close interpersonal relationships
Employee recognition programs
Motivators
Need for affiliation (nAff)
Self-actualization needs
3. The proposition that specific goals increase performance and that difficult goals - when accepted - result in higher performance than do easy goals
Autonomy
Goal-Setting Theory
Reinforcers
Procedural justice
4. A framework for analyzing and designing jobs that identifies five primary core job dimensions - their interrelationships - and their impact on outcomes
Job Characteristics Model (JCM)
Job enrichment
Safety needs
Proactive perspective of work design
5. The persons - systems - or selves against which individuals compare themselves to assess equity
Valence (attractiveness of reward)
Goal-Setting Theory
Referents
Maslow's Hierarchy of Needs Theory
6. The vertical expansion of a job by adding planning and evaluating responsibilities
Valence (attractiveness of reward)
Three-Needs Theory
Job enrichment
Need for achievement (nAch)
7. Work practices designed to elicit greater input of involvement from workers
Core job dimensions in JCM
Referents
Job Characteristics Model (JCM)
High-involvement work practices
8. The degree to which a job provides substantial freedom - independence - and discretion to the individual in scheduling work and determining the procedures to be used in carrying it out
Motivators
Three-Needs Theory
Autonomy
Hygiene factors
9. The probability perceived by the individual that exerting a given amount of effort will lead to a certain level of performance
High-involvement work practices
Goal-Setting Theory
Early theories of motivation
Expectancy (effort-performance linkage)
10. Variable compensation plans that pay employees on the basis of some performance measure
Theory X
Job Characteristics Model (JCM)
Pay-for-performance
Instrumentality (performance-reward linkage)
11. The theory that an individual tends to act in a certain way based on the expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual
Early theories of motivation
Task significance
Expectancy (effort-performance linkage)
Expectancy Theory
12. The assumption that employees are creative - enjoy work - seek responsibility - and can exercise self-direction
Valence (attractiveness of reward)
Theory Y
Referents
Expectancy Theory
13. The degree to which a job requires a variety of activities so that an employee can use a number of different skills and talents
Job Characteristics Model (JCM)
Three-Needs Theory
Skill variety
Self-efficacy
14. The degree of control employees have over their work
Safety needs
Reinforcers
Esteem needs
Job depth
15. The theory that behavior is a function of its consequences
Reinforcement Theory
Job scope
Instrumentality (performance-reward linkage)
Equity theory
16. A person's needs for affection - belongingness - acceptance - and friendship
Social needs
Need for affiliation (nAff)
Safety needs
Job enlargement
17. The degree to which a job has a substantial impact on the lives or work of other people
Feedback
Goal-Setting Theory
Task significance
Motivators
18. Factors that eliminate job dissatisfaction but don't motivate
Core job dimensions in JCM
Hygiene factors
Esteem needs
Task identity
19. Perceived fairness of the amount and allocation of rewards among individuals
Open-book management
High-involvement work practices
Motivation
Distributive justice
20. The assumption that employees dislike work - are lazy - avoid responsibility - and must be coerced to perform
Core job dimensions in JCM
Theory X
Open-book management
Reinforcers
21. Goal-Setting Theory; Reinforcement Theory; Designing Motivating Jobs; Equity Theory; Expectancy Theory
Contemporary theories of motivation
High-involvement work practices
Job scope
Expectancy (effort-performance linkage)
22. Skill variety; Task identity; Task significance; Autonomy; Feedback
Job design
Self-efficacy
Procedural justice
Core job dimensions in JCM
23. The number of different tasks required in a job and the frequency with which those tasks are repeated
Theory Y
Expectancy Theory
Esteem needs
Job scope
24. An approach to job design that focuses on how people's tasks and jobs are increasingly based on social relationships
Herzberg's Two-Factor Theory
Self-efficacy
Relational perspective of work design
Motivators
25. Factors that increase job satisfaction and motivation
Contemporary theories of motivation
Skill variety
Motivators
Procedural justice
26. The degree to which carrying out work activities required by a job results in the individual's obtaining direct and clear information about his or her performance effectiveness
Contemporary theories of motivation
Feedback
Hygiene factors
Pay-for-performance
27. The need to make others behave in a way that they would not have behaved otherwise
Theory X
Contemporary theories of motivation
Goal-Setting Theory
Need for power (nPow)
28. Personal attention and expressing interest - approval - and appreciation for a job well done
Equity theory
Employee recognition programs
Three-Needs Theory
Esteem needs
29. A motivational approach in which an organization's financial statements (the 'books') are shared with all employees
Open-book management
Valence (attractiveness of reward)
Job depth
Instrumentality (performance-reward linkage)
30. The theory that an employee compares his or her job's input-outcome ratio with that of relevant others and then corrects any inequity
Contemporary theories of motivation
Pay-for-performance
Equity theory
High-involvement work practices
31. Perceived fairness of the process used to determine the distribution of rewards
Instrumentality (performance-reward linkage)
Self-actualization needs
Procedural justice
Hygiene factors
32. The motivation theory that says three acquired (not innate) needs - achievement - power - and affiliation - are major motives in work
Distributive justice
Referents
Procedural justice
Three-Needs Theory
33. A person's needs for food - drink - shelter - sexual satisfaction - and other physical needs
Employee recognition programs
Physiological needs
Core job dimensions in JCM
Proactive perspective of work design
34. The horizontal expansion of a job by increasing job scope
Referents
Pay-for-performance
Job enlargement
Need for affiliation (nAff)
35. Consequences immediately following a behavior - which increase the probability that the behavior will be repeated
Reinforcers
Procedural justice
Equity theory
Theory X
36. A person's needs for internal factors such as self-respect - autonomy - and achievement - and external factors such as status - recognition - and attention
Esteem needs
Job design
Motivators
Proactive perspective of work design
37. The degree to which a job requires completion of a whole and identifiable piece of work
Goal-Setting Theory
Task identity
Reinforcement Theory
Task significance
38. The importance that the individual places on the potential outcome or reward that can be achieved on the job
Valence (attractiveness of reward)
Job enlargement
Motivation
Need for achievement (nAch)
39. The degree to which the individual believes that performing at a particular level is instrumental in attaining the desired outcome
Theory X
Early theories of motivation
Instrumentality (performance-reward linkage)
Proactive perspective of work design
40. An individual's belief that he or she is capable of performing a task
Job scope
Reinforcement Theory
Self-efficacy
Relational perspective of work design
41. A person's needs for security and protection from physical and emotional harm
Early theories of motivation
Physiological needs
Safety needs
Skill variety
42. Maslow's theory that human needs - physiological - safety - social - esteem - and self-actualization - form a sort of hierarchy
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43. An approach to job design in which employees take the initiative to change how their work is determined
Referents
Proactive perspective of work design
Self-efficacy
Feedback
44. The drive to succeed and excel in relation to a set of standards
Need for affiliation (nAff)
Employee recognition programs
Need for achievement (nAch)
Motivation
45. A person's needs to become what he or she is capable of becoming
Self-actualization needs
Job scope
Job Characteristics Model (JCM)
Safety needs
46. The process by which a person's efforts are energized - directed - and sustained toward attaining a goal
Open-book management
Motivation
Job scope
Early theories of motivation
47. Maslow's Hierarchy of Needs Theory; McGregor's Theory X and Theory Y; Herzberg's Two-Factor Theory; Three-Needs Theory
Job enrichment
Self-actualization needs
Three-Needs Theory
Early theories of motivation
48. The way tasks are combined to form complete jobs
Core job dimensions in JCM
Instrumentality (performance-reward linkage)
Job design
Task identity