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Homework answers / question archive / California State University, Northridge MGT 360 Organizational Behavior, Version 1

California State University, Northridge MGT 360 Organizational Behavior, Version 1

Management

California State University, Northridge

MGT 360

Organizational Behavior, Version 1.1

Bauer & Erdogan

FWK Test Item File

Chapter 5

TRUE/FALSE

1)Motivation is a function of the interaction between performance, ability and environment.

 

 

  1. Job security is an example of Maslow’s safety needs.

 

 

  1. Alderfer’s existence needs correspond to Maslow’s physiological and safety needs.

 

 

  1. The frustration-regression hypothesis offered by Alderfer suggests individuals frustrated in their attempts to satisfy one need regress to another.

 

 

  1. Salary is a motivator in Herzberg’s two-factor theory.

 

 

  1. Hygiene factors are part of the context of the job.

 

 

  1. The absence of hygiene factors in the work environment leads to worker dissatisfaction.

 

 

  1. Individuals with a high need for achievement may neglect managerial activities like coaching as a waste of time.

 

 

  1. A high need for power is always a destructive element in the workplace.

 

 

  1. Process-based theories view motivation as a rational process.

 

 

  1. One way to deal with perceived inequity is to decrease your own inputs.

 

 

  1. Equity theory suggests that those perceiving inequity can react to the situation by having the referent decrease inputs.

 

 

 

  1. Over-rewarded individuals experience a great deal of guilt and substantially increase their effort to restore their feelings of equity.

 

 

  1. Benevolents expect to receive substantial compensation for relatively little input.

 

 

  1. You worked really hard on your paper and were very proud to get an A on it. Then you found out that everyone who wrote ten pages or more got an A and now you are upset. You are experiencing high distributive justice.

 

 

  1. One effective way of achieving procedural justice is to allow employees a voice in decision making.

 

 

  1. High levels of justice create higher levels of employee commitment.

 

 

  1. People perceived as fair recognize that what they believe is fair may differ from what others perceive as fair.

 

 

  1. Expectancy theory’s instrumentality dimension refers to the degree to which one believes that effort leads to performance.

 

 

  1. To influence instrumentality, make sure rewards are seen as desirable.

 

 

  1. Expectancy theory is a need-based theory.

 

 

  1. The phenomenon of “the folly of rewarding A while hoping for B” suggests that at times, people are rewarded for the wrong kind of behavior.

 

 

  1. Reinforcement theory is based on behavioral and operant conditioning.

 

 

  1. To reduce the frequency of negative behaviors, remove the rewards that followed those unwanted behaviors.

 

 

  1. Extinction is increasing the frequency of desirable behaviors.

 

 

  1. Using the extinction approach to get a coworker to quit using inappropriate jokes during his conversations means you ignore the jokes instead of laughing at them.

 

 

 

  1. Giving an employee a sales commission every time he makes a sale is an example of a continuous reinforcement schedule.

 

 

  1. Michael needs to discipline one of his employees. Before doing so, he should make sure the punishment he is administering fits the crime.

 

 

  1. Motivation is culturally based.

 

 

  1. Being among the best paid workers in the retail industry is the sole reason why employees at Trader Joe’s are so motivated.

 

 

 

FILL IN THE BLANK

 

  1. Job performance is a function of the interaction between a person’s                            , ability, and                                                       .

 

  1. Marcus eagerly uses his company’s tuition reimbursement program for an undergraduate degree. Marcus is fulfilling his                                                                         need.

 

  1. Antonio feels strongly about satisfying his subordinates’                                   needs. Therefore, each time one of his employees does an outstanding job on some project, he calls the entire department together to formally recognize the individual’s accomplishment.

 

 

  1. For most employees,                                                                satisfies their physiological needs.

 

  1. Social needs is to Maslow, as                                                         is to Alderfer.

 

  1.         arranges needs in a hierarchy.

 

 

  1. Herzberg’s two-factor theory of motivation suggests factors that are part of the context in which the job is performed are called                                                                    factors.

 

  1. Herzberg’s                       factors include company policy, supervision, working conditions, security and salary.

 

  1. Li Cho is participating in a study in which after looking at a picture, she will write a story describing the person in the picture, what he is doing and why. Li Cho is using a                                           to assess motivation themes.

 

  1. Under McClelland’s theory, individuals who focus on goals and deadlines have a

                                                                      .

 

  1. Clarissa emphasizes frequent harmonious interpersonal relationships. Clarissa has a high                                                                            .

 

  1.         motivation theories see motivation as a rational process.

 

  1. Mary and Jan are two graphic designers at Master Graphics. They were hired at the same time with the same basic qualifications. Under equity theory, Jan is Mary’s         or comparison person.

 

  1. In equity theory, an individual’s                       /                is compared to the same ratio of a referent.

 

  1. Nina is experiencing feelings of inequity; she can address the situation by

                                  outcomes.

 

  1.                                                 is a personality trait that explains different reactions to inequity.

 

 

  1. Monica was hired as an entry level accountant. She found out that the firm decided to hire her after learning that her mother was also an accountant. Monica likely feels low          justice.

 

  1.                                        is the degree to which the outcomes received from the

 

organization are perceived to be fair.

 

  1. You just got a promotion, one which you feel you deserve after all your hard

work. You perceive high                                                                   .

 

  1.         are those who expect substantial compensation for little input.

 

  1. The perception that high levels of effort will lead to performance is called

                           .

 

  1. Mario is making sure that his subordinates view rewards offered by the firm as desirable. Mario is attempting to influence the                                                                     element of expectancy theory.

 

  1. The degree to which employees believe that their performance will result in rewards is called                                                                         .

 

  1.                                   is based on the work of Ivan Pavlov on behavioral conditioning and B. F. Skinner on operant conditioning.

 

  1. The professor is praising the student for an outstanding PowerPoint presentation. The professor is practicing                                                                                                to get the student to do as well the next time he presents.

 

  1. The XYZ Corporation just announced a new bonus program where managers can provide “on the spot” bonuses for an exceptional job done that day. XYZ is proposing to offer bonuses on a                                                                                                               schedule.

 

  1. Equity and expectancy theories are examples of                              -based theories of motivation.

 

  1. ERG theory is to                                                        motivation theories as equity theory is to

                                         motivation theories.

 

 

  1. Of the need-based theories mentioned in the text,                                                             

                            theory has received the most support.

 

  1. Research suggests that low power distance cultures value                                      more than high power/distance cultures.

 

 

SHORT ANSWERS

 

  1. Describe how motivation determines employee performance.

 

 

  1. Compare and contrast Maslow’s hierarchy of needs to Alderfer’s ERG theory.

 

 

 

 

  1. List each of the needs in Maslow’s hierarchy and provide an example of how a firm could try to satisfy each.

 

 

 

 

 

 

 

  1. Describe how Herzberg’s hygiene and motivator factors differ and give an example of each.

 

 

 

  1. What are some of the key characteristics of individuals identified by a thematic apperception test as high need for achievement? In what occupations do high need for achievement individuals perform well?

 

 

  1. You perceive inequity in a situation. Describe reactions that equity theory suggests to alter the perception.

 

 

  1. Define distributive, procedural and interactional justice and note how they are related.

 

 

 

  1. Describe how research suggests an employee achieves procedural justice.

 

 

  1. According to expectancy theory, what are the three questions individuals ask themselves when evaluating a situation?

 

 

  1. Name two ways in which managers can influence employees’ expectancy perceptions.

 

 

 

 

  1. Name two ways in which managers can influence employees’ instrumentality perceptions.

 

 

 

  1. Name two ways in which managers can influence employees’ valence perceptions.

 

 

 

  1. What does the phenomenon labeled, “the folly of rewarding A while hoping for B” mean?

 

 

  1. Name and define each of the four reinforcement methods and provide an example of each.

 

 

 

 

 

  1. How would a fixed ratio schedule and a variable ratio schedule be used in a workplace?

 

 

 

  1. List the stages of organization behavior modification.

 

  1. Briefly describe how process and need-based theories of motivation are useful to firms.

 

 

 

 

  1. Describe how reinforcement theory has been successful in explaining ethical behavior.

 

 

  1. Give an example of how motivation is culturally bound.

 

 

  1. List two tips a manager could use to make the discipline process more effective.

 

 

 

ESSSAY

 

  1. Using either Maslow’s hierarchy of needs or Alderfer’s ERG theory, describe why Trader Joe’s employees provide such excellent service to customers.

 

 

 

 

  1. Maslow’s hierarchy of needs and Alderfer’s ERG theory are need-based theories of motivation. What are some key criticisms of Maslow’s theory and how does Alderfer’s theory modify that of Maslow?

 

 

 

  1. Herzberg has been strongly criticized for his research finding that salary is a hygiene factor. Describe the nature of hygiene factors and how salary fits this category. What are the implications of this finding for managers in the workplace?

 

 

 

 

  1. McClelland’s acquired needs theory has been assessed in various cultures. Choose a country with whose culture you have some familiarity. Describe some key aspects of the culture and which of the three needs might be most prevalent among residents of the country. Provide a rationale for your suggestions.

 

 

  1. You are a trained expert in interpreting the themes of responses to the TAT. You get the following story based on the respondent’s viewing the TAT picture in your book: Jacqueline is a recent graduate of The University of Michigan, now employed as a marketing specialist at a Fortune 500 firm. She has just completed her first marketing campaign for the firm. The campaign was a major success. She is looking once more at the plaque the vice president of marketing awarded her to commemorate the campaign’s success. Analyze this story to determine the key themes, then indicate which of McClelland’s needs seem most prevalent and what the implications are for managing this employee.

 

 

 

  1. You are the new dean of the college of business administration at a major university. One of the first tasks you have undertaken is a review of the salaries of your non-tenured faculty members. You note that the OB instructor has similar

 

credentials to the marketing instructor, but is paid $5,000 less per year for similar teaching duties. You are also aware that faculty members recently found out salaries of all instructors when the payroll office erroneously sent an email with that information. Knowing equity theory, what reactions to the inequity might you expect, and how would you address them?

 

 

 

  1. General Motors, Ford and Daimler Chrysler are closing numerous factories and laying off thousands of employees. Based on the research on procedural justice, what recommendations could you make to the firms to be fair with those individuals?

 

 

  1. Using expectancy theory, describe the thought process a pharmaceutical salesman might go through if his firm has developed a new drug and provides him the option of staying with his previous products or adding the new product to his account.

 

Expectancy theory suggests that three factors should be examined. First is the notion of expectancy itself. Will my effort lead to high performance? In this case, does the salesman believe he can sell the new drug? Will his current selling techniques allow him to maintain his high performance level?

 

 

 

  1. You have been hired to replace a very unpopular manager of a marketing department. Department members were especially vocal about how unfair the previous manager was in conducting performance appraisals and allocating merit bonuses. What ideas do you have about being a fair person?

 

 

  1. Many firms are instituting wellness programs for their employees as a means to improve those employees’ health and well-being and lower healthcare premiums. Use the stages of organizational behavior modification to explain how to modify employee health in the workplace.

 

 

 

 

 

 

 

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