Test your basic knowledge |

Management 101: Motivation

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 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






2. 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






3. A person's needs for security and protection from physical and emotional harm






4. Maslow's Hierarchy of Needs Theory; McGregor's Theory X and Theory Y; Herzberg's Two-Factor Theory; Three-Needs Theory






5. The theory that behavior is a function of its consequences






6. Consequences immediately following a behavior - which increase the probability that the behavior will be repeated






7. The assumption that employees dislike work - are lazy - avoid responsibility - and must be coerced to perform






8. Skill variety; Task identity; Task significance; Autonomy; Feedback






9. An approach to job design in which employees take the initiative to change how their work is determined






10. A person's needs for food - drink - shelter - sexual satisfaction - and other physical needs






11. Factors that increase job satisfaction and motivation






12. Work practices designed to elicit greater input of involvement from workers






13. Maslow's theory that human needs - physiological - safety - social - esteem - and self-actualization - form a sort of hierarchy


14. The number of different tasks required in a job and the frequency with which those tasks are repeated






15. The motivation theory that says three acquired (not innate) needs - achievement - power - and affiliation - are major motives in work






16. The probability perceived by the individual that exerting a given amount of effort will lead to a certain level of performance






17. The way tasks are combined to form complete jobs






18. A person's needs for internal factors such as self-respect - autonomy - and achievement - and external factors such as status - recognition - and attention






19. Variable compensation plans that pay employees on the basis of some performance measure






20. The degree to which the individual believes that performing at a particular level is instrumental in attaining the desired outcome






21. The process by which a person's efforts are energized - directed - and sustained toward attaining a goal






22. The vertical expansion of a job by adding planning and evaluating responsibilities






23. The proposition that specific goals increase performance and that difficult goals - when accepted - result in higher performance than do easy goals






24. The degree to which a job requires a variety of activities so that an employee can use a number of different skills and talents






25. The motivation theory that intrinsic factors are related to job satisfaction and motivation - whereas extrinsic factors are associated with job dissatisfaction


26. The need to make others behave in a way that they would not have behaved otherwise






27. A motivational approach in which an organization's financial statements (the 'books') are shared with all employees






28. The horizontal expansion of a job by increasing job scope






29. An individual's belief that he or she is capable of performing a task






30. Personal attention and expressing interest - approval - and appreciation for a job well done






31. The degree of control employees have over their work






32. A person's needs to become what he or she is capable of becoming






33. The degree to which a job requires completion of a whole and identifiable piece of work






34. The desire for friendly and close interpersonal relationships






35. Perceived fairness of the process used to determine the distribution of rewards






36. A person's needs for affection - belongingness - acceptance - and friendship






37. Perceived fairness of the amount and allocation of rewards among individuals






38. The theory that an employee compares his or her job's input-outcome ratio with that of relevant others and then corrects any inequity






39. The assumption that employees are creative - enjoy work - seek responsibility - and can exercise self-direction






40. 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






41. A framework for analyzing and designing jobs that identifies five primary core job dimensions - their interrelationships - and their impact on outcomes






42. An approach to job design that focuses on how people's tasks and jobs are increasingly based on social relationships






43. The drive to succeed and excel in relation to a set of standards






44. Goal-Setting Theory; Reinforcement Theory; Designing Motivating Jobs; Equity Theory; Expectancy Theory






45. Factors that eliminate job dissatisfaction but don't motivate






46. The importance that the individual places on the potential outcome or reward that can be achieved on the job






47. The degree to which a job has a substantial impact on the lives or work of other people






48. The persons - systems - or selves against which individuals compare themselves to assess equity