Reference no: EM132298137
1. Which of the following is not one of the three primary factors organizations should consider when motivating employees?
A) Factors related to the job
B) Factors related to the environment
C) Factors related to employee social interactions
D) Factors internal to the individual
2. Someone with ________ is likely to excel at certain tasks, but they don't make the best managers because they focus on attaining their goals instead of the team or organization's goals, they tend to take personal credit for achievements instead of celebrating team success, they micromanage, and they don't involve or inspire others.
A) An introverted personality
B) A high need for power
C) A high need for achievement
D) A type A personality
3. Which theorist developed the theory of motivation based on internal needs?
A) McClelland
B) Herzberg
C) McGregor
D) All of the above are based on internal factors
4. At which motivational level does Alderfer's ERG theory function?
A) Internal
B) Incentive
C) Individual
D) Progressive
5. Which of the following is the most significant difference between theories of motivation developed by Maslow and Alderfer?
A) Maslow's theory has more categories than Alderfer's
B) Alderfer's theory contains more details about how to motivate using the theory than Maslow's
C) Regression is possible in Alderfer's theory but not in Maslow's
D) Maslow's theory incorporates strength of motivation but Alderfer's does not
6. Which researcher's theory included the concept of concurrent motivational drivers?
A) Alderfer
B) McClelland
C) Maslow
D) All of these researchers included this component in their respective theories
7. Maslow's theory is now used ________.
A) By managers wanting to motivate without the need for tangible rewards
B) To motivate employees quickly with minimal effort
C) In public, but not private, organizations
D) Despite the lack of empirical evidence for its validity
8. According to expectancy theory, which of these situations would fail to motivate employees?
A) The employee doesn't value the reward
B) Increased effort doesn't result in increased performance
C) High performance is not rewarded
D) All of the above
9. A manager who adheres to ________ chooses to micromanage to ensure his employees stay motivated and on task. A manager believing in ________ would increase motivation through adding responsibilities to challenge her employees. While both managers may initially see an increase in motivation and performance, the strategy taken by the ________ manager is likely to result in employees who are more motivated for a longer period of time and consistently deliver higher performance.
A) Theory X; Theory Y; Theory X
B) Theory X; Theory Y; Theory Y
C) Theory Y; Theory X; Theory Y
D) Theory Y; Theory X; Theory X
10. An organization gives a 1% raise to everyone annually, and many employees are upset by this practice, so they have no motivation to work hard. Why are employees upset and unmotivated?
A) The practice is not consistent with an optimal experience
B) The amount of the raise is too small; a raise of at least 3% is needed to motivate
C) Everyone is treated the same; no distinction is made based on performance
D) There is no communication about why everyone gets a 1% raise