OBM260: Foundations of Employee Motivation

Which of the following statements is NOT the limitation of Needs Hierarchy Models?

• Maslow’s hierarchy theory has been dismissed by most motivation experts.

• The hierarchy vary from one person and the other.

• People don’t fit into a one size-fits-all hierarchy.

• Evidence suggests that the need fulfilment exists for a much longer time than Maslow stated in his writing.

According to McClelland, two forms of power are

• individual and team.

• corporate and political.

• high and low.

• personalized and socialized.

Which of the followings describe the Maslow’s needs hierarchy theory?

• Explained how people regress down the hierarchy when they fail fulfill higher needs.

• Explained how people accomplish challenging goals through their own effort.

• Explained how people are motivated to fulfill a higher need as a lower one becomes gratified.

• Explained on how to create a more engaged and motivated workforce.

A valence is the anticipated satisfaction or dissatisfaction that an individual feels towards an outcome is referring to

• permanent valences.

• outcome valences.

• primary valences.

• secondary valences.

Goal setting is

• The process of targeting the objectives by outlining the strategic planning model.

• The process of motivating employees and clarifying their role perceptions by establishing performance objectives.

• The process of motivating employees to participate in setting the goals, therefore it creates a higher level of goal commitment.

Frequent feedback should be given to an employee when he/she is

• knowledgeable.

• less experienced.

• working in long cycle time.

• experience with the task.

The anticipated satisfaction or dissatisfaction that an individual feels toward an outcome is known as

• effort.

• performance.

• expectancy.

• outcome valences.

Which of the following tends to provide feedback from full circle of people around the employee?

• Customer feedback

• Executive coaching

• 360-degree feedback

People with a strong need for achievement (nAch) want to

• project a favorable image.

• exercise control over others.

• work alone rather than in teams.

Ways to improve Procedural Justice best described as

• an explanation on how people develop perceptions of fairness in the distribution and exchange of resources.

• an explanation on how work effort is directed toward behaviors that people believe will lead to desired outcomes.

• an explanation on how different people have different needs at different times

• an explanation on how employers giving employees “voice” in the progress; encourage them to present their facts and perspectives on the issue.