2023: WK 05 SPRING

Motivation is the processes that:

• account for an individual’s persistence of effort towards attaining a goal, specifically, an organisational goal.

• account for an individual’s effort towards attaining a goal, specifically, an organisational goal.

• account for an individual’s intensity, direction and persistence of effort towards attaining a goal, specifically, an organisational goal.

• account for an individual’s intensity towards attaining a goal, specifically, an organisational goal.

Answer explanation

High intensity is not going to lead to high performance unless the effort is channeled in a direction that benefits the organisation, and can be maintained.

According to two-factor theory ________.

• Increased pay results in increased motivation

• Job satisfaction is not the opposite of job dissatisfaction

• Poor motivation leads to dissatisfaction in the workplace

• People are motivated through relationships with others

Answer explanation

According to Herzberg, the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction. Therefore, managers who seek to eliminate factors that can create job dissatisfaction may bring about peace but not necessarily motivation.

Which of the following theories states that deadlines diminish motivation if employees view them as coercive?

• Two-factor theory

• Self-determination theory

• Goal-setting theory

• Cognitive evaluation theory

Answer explanation

Self-determination theory states that deadlines diminish motivation if employees view them as coercive.

Equity theory makes referent comparisons between:

• Friend's outcomes and a relative's outcomes

• Manager's outcomes and the outcomes of employees

• Individual outcomes and the outcomes of others

• Individual outcomes and past experiences

Answer explanation

Equity theory proposes that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.

Which of the following theories states employees will be motivated to exert effort if they believe it will lead to good rewards?

• Goal-setting

• Expectancy

• Reinforcement

• Equity

Answer explanation

Expectancy theory states our tendency to behave in certain ways depends on the attractiveness and plausibility of a desired outcome.

Sarah's office has instituted a participative management program. Which of the following effects is this most likely to have on her?

• Increased socialisation

• Increased commitment

• Increased engagement

• Increased salary

Answer explanation

Participative management satisfies an employee's need for enhanced self-esteem through intrinsic motivation, which increases their autonomy and control over their work lives. In turn, they are more motivated, committed and satisfied.

Cross-training is one method of:

• Job performance

• Job recognition

• Job sharing

• Job rotation

Answer explanation

Cross-training is the shifting of an employee to tasks that have similar skills within the organisation.

Which of the following identifies a disadvantage of employee recognition programs?

• They are not a powerful workplace motivator.

• They are expensive.

• They are less rewarding in the long run.

• They are susceptible to political manipulation by management.

Answer explanation

Employee recognition programs are highly susceptible to political manipulation by management.

Julia and Maria have a type of work arrangement that enables their organisation to draw on the talents of more than one individual in a given job. This situation is an example of ________.

• Job rotating

• Job sharing

• Telecommuting

• Flexitime

Answer explanation

Job sharing splits one job into parts which can be spread across a number of people (usually 2 or 3 people).

Which of the following job characteristics informs employees of their job performance?

• Opening feedback channels

• Expanding jobs vertically

• Forming natural work units

• Establishing client relationships

Answer explanation

Opening feedback channels informs employees of their job performance.