Work motivation can be defined as the psychological forces within a person that determine his or her behavior.

The three key elements of work motivation are direction of behavior, level of effort, and goal achievement.

Direction of behavior refers to how hard a person works to perform a chosen behavior.

Employees can be motivated in functional or dysfunctional ways.

All motivated workers will seek to help an organization achieve its goals.

When faced with obstacles, a person's level of persistence determines how hard he or she will keep trying.

An employee's motivation to do a job is equivalent to his or her job performance.

Motivation is only one of several factors that can affect performance.

A high level of motivation always results in a high level of performance.

Employees with low motivation may perform at a high level if they have a great deal of ability.

Intrinsically motivated work behavior is performed for its consequences.

Patty Signs dislikes serving as an unpaid volunteer at the local Red Cross, but does it to maintain her position.

Extrinsically motivated work behavior is performed to acquire material or social rewards, or to avoid punishment.

An employee's work motivation can be either intrinsic or extrinsic, but not both.

The key challenge facing managers in terms of motivation is how to encourage employees to contribute inputs.

Rather than being only one theory, need theory is actually a group of theories about work motivation.

A need is a requirement for survival and well-being.

Maslow's hierarchy of needs proposes that all human beings have five universal needs.

According to Maslow, self-actualization is the highest-level need.

Maslow argued that once a need is satisfied, it is no longer a source of motivation.

According to Maslow's hierarchy of needs, physiological needs involve security, stability, and a safe environment.

Maslow asserted that unsatisfied needs are the prime motivators of behavior.

According to Maslow's hierarchy of needs, higher-level needs take precedence over lower level needs.

The three types of needs in Alderfer's theory are existence, relatedness, and growth.

Clayton Alderfer's existence-relatedness-growth (ERG) theory is a need theory of work motivation.

In ERG theory, growth needs involve the realization of one's full potential as a human being.

According to ERG theory, once a lower-level need is satisfied, it is no longer a source of motivation.

Expectancy theory is concerned with how employees make choices among alternative behaviors and levels of effort.

According to expectancy theory, employees are motivated to receive positive outcomes and avoid negative outcomes.

Expectancy theory asserts that valence, instrumentality, and expectancy determine an employee's level of motivation.

Valence refers to how desirable each of the available outcomes is to most workers.

If an outcome has negative valence, an employee prefers having the outcome to not having it.

Motivational problems may occur because highly valiant outcomes are unavailable to employees.

Instrumentality is the perceived association between a certain level of job performance and the receipt of a specific outcome.

Instrumentality can be positive or negative and varies in size or magnitude.

Managers need to make sure that employees who perform at a high level do in fact receive the outcomes they desire.

When employees think that good performance goes unrecognized, their motivation to perform at a high level tends to be low.

Expectancy is an employee's perception about the extent to which his or her effort will result in a certain level of job performance.

Employees are going to be motivated to perform desired behaviors at a high level only if they think they can do so.

Organizations cannot boost employees' expectancies.

In order for an employee to be motivated to perform desired behaviors and to perform them at a high level, expectancy, instrumentality, and valence must all be high.

Within equity theory, the term "outcomes" refers exclusively to pay, benefits, and vacation time.

Equity theory proposes that the objective level of outcomes and inputs is important in determining work motivation.

According to Adams, a referent could be another employee, oneself at a different place or time, or one's expectations.

The outcome/input ratio is the relationship between what an employee gets from a job (outcomes), and what he or she contributes to the job (inputs).

Equity exists when the outcome/input ratio of an individual is equal to the outcome/input ratio of the referent.

Underpayment inequity exists when an individual perceives that his or her outcome/input ratio is less than that of a referent.

Consider a customer service representative who contributes more inputs to his job than his referent, but who receives the same outcomes as his referent. This situation exemplifies overpayment inequity.

Leaving the organization is a common response to underpayment inequity.

Workers who perceive overpayment inequity are more likely to modify their perceptions of inputs and outcomes than to increase their inputs to restore equity.

An employee's perception of overall fairness in his or her organization is called organizational justice.

Procedural justice is concerned with the perceived fairness of the distribution of outcomes in an organization.

Procedural justice theory asserts that employees will be more motivated if they think their performance will be accurately assessed.

Employees' reactions to procedures depend on how fair they perceive them to be, not how fair they may actually be.

Interpersonal justice is concerned with the perceived fairness of the interpersonal interactions between peers in the workplace.

The concept of informational justice involves employees' perceptions of how well managers explain their decisions and the procedures used to reach those decisions.

Perceptions of procedural justice are especially important when outcomes, such as pay or benefits, are relatively low.

59) Which of the following is NOT a part of the definition for work motivation?

60) Which element of work motivation answers the question "how hard does a person work to perform a chosen behavior"?

61) As sales account manager for J & R, Inc., Chris Nguyen can choose to call on customers, do her sales reports, or goof off on company time. The option she chooses BEST exhibits which element of work motivation?

62) A social scientist studying motivation would MOST LIKELY explain that arriving at work late or ignoring organizational rules are the results of ________.

63) Workers who repeatedly try to successfully perform a chosen behavior, despite roadblocks and obstacles, are BEST described as displaying ________.

64) ________ is an evaluation of the results of a person's behavior.

65) Mike Smith has led the company softball team to three straight league championships with his excellent pitching skills. Surprisingly, Mike dislikes softball, never practices, and is often bored while pitching in games. This incident illustrates that ________.

66) Laura has dreamed of playing in a symphony. She practices her instrument everyday and yet year after year, she cannot successfully play the difficult musical piece necessary to try out. This is an example of ________.

67) A wealthy heiress decides to take a job as a social worker. She is receiving a lot of news coverage because of her decision, and while she doesn't like the media attention, she is happy that the news reporters are seeing her as the selfless person she wants to be. Her work behavior is BEST described as ________.

68) ________ work behavior is performed for its own sake.

69) ________ is performed to acquire material or social rewards or to avoid punishment.

70) Employees who have intrinsic work values will be motivated by ________.

71) A manager surveyed his employees to find out what motivates them at work. Over three quarters of the employees responded that they are most concerned with providing for themselves and their families. The rest said they were motivated to fit in with society. To keep his employees motivated, the manager is MOST LIKELY to ________.

72) Which of the following is the correct order for the motivation equation?

73) The key challenge facing managers in terms of motivation is how to encourage employees to ________.

74) Need theory, expectancy theory, equity theory, and organizational justice theory are ________.

75) Which of the following is NOT an outcome in the motivation equation?

76) Which of the following does NOT pertain to performance in the motivation equation?

77) According to need theory, a manager first must ________ in order to determine what will motivate an employee the most.

78) According to the hierarchy of needs, the most basic needs are ________.

79) According to Maslow, ________ involve social interaction, friendship, affection, and love.

80) Maslow asserted that ________ pertain to realizing one's full potential as a human being.

81) The law office of Smith and Smith is one of safety and comfort. Co-workers are friends and there are several office parties. But, everything is not perfect. June has a large family and her salary is just not enough to cover everything. Bill makes the same salary but because he is single and doesn't have many expenses his needs are met. Sam, a new employee, appreciates the office parties but still feels out of the loop. According to Maslow, who is most likely to be motivated by interesting projects and opportunities for growth?

82) The union movement in the coal mines of the eastern United States grew partially out of workers' concerns over the dangers of working in the mines and the high number of accidents that occurred. Maslow would have characterized the workers who formed the unions based on these concerns as being motivated by ________.

83) Mick Box was recognized as Salesperson of the Year because of his outstanding sales record. Maslow would assert that Mick's ________ were met by this award.

84) U.S. Army recruitment advertisements in the past have encouraged enlistment with the phrase "Be All That You Can Be." Maslow's hierarchy of needs theory would classify recruits who enlist in order to use all of their skills and abilities to the fullest extent as being motivated by ________.

85) Regis Marzoni is hunting for a house that will impress his neighbors and colleagues, and thus show them that he has "made it big." Maslow's hierarchy of needs theory would classify his house hunting as being motivated by ________.

86) According to Maslow's hierarchy of needs theory, once the shipwrecked Robinson Crusoe had made sure he was safe from attack and had secured food, water, and a place to stay out of the weather, the next need he needed to address was ________.

87) In ERG theory, ________ involve self-development and meaningful, productive work.

88) ERG theory proposes that ________ pertain to having good interpersonal relations, sharing thoughts and feelings, and having open, two-way communication.

89) According to ERG theory, ________ include food, water, clothing, shelter, security, and safety.

90) ERG theory asserts that an individual who is frustrated in satisfying a higher-level need will ________.

91) Mark Ludwig's attempts at becoming a commercial illustrator have led to frustration, despite his desire to improve his creative skills and be productive as an artist. According to Alderfer's ERG theory, once Mark accepts that he will be unable to become an illustrator, he is MOST LIKELY to ________.

92) A small organization has only five employees. The employees are very close to one another and the office is like home, very safe and comfortable. However, it is a struggling business, so the employees are not making enough to get by. According to Alderfer, which of the following statements is FALSE?

93) Alderfer and Maslow would disagree over which of the following situations?

94) ________ is concerned with how employees make choices among alternative behaviors and levels of effort.

95) If an employee does not think she is capable of performing at an adequate level even with maximum effort, her motivation to perform at that level will be ________.

96) According to expectancy theory, all of the following are major factors that determine an employee's motivation EXCEPT ________.

97) Jamie heard of an opening for a manager position at the retail store she works at and is very interested in it. Potential candidates for this position must be on time every day, be great with the customers, and apply to the position. According to expectancy theory, what question needs to be answered to determine whether or not Jamie will be motivated to go after the manager position?

98) ________ refers to the desirability of an outcome to an individual employee.

99) If an outcome has a ________, an employee prefers having the outcome to not having it.

100) Although John Gray is not enthusiastic about the pay for his job at Big Bucks Coffee Mill, he really enjoys the good relationships he has with his coworkers. According to expectancy theory, John's relationship with his coworkers has ________.

101) Expectancy theory asserts that if an outcome has negative valence, an employee ________.

102) ________ is a worker's perception of the extent to which performing certain behaviors or performing at a certain level will lead to the attainment of a particular outcome.

103) Clara Williams perceives that if she can complete the training of 1,200 employees by the end of this year, she will get the promotion she desires. According to expectancy theory, Clara believes that the ________.

104) Expectancy is a worker's perception about the relationship between ________.

105) A person with high self-efficacy is MOST LIKELY to have high ________.

106) According to expectancy theory, if a consequence has a valence and an employee has high instrumentality but low expectancy what type of motivation will exist?

107) Buck Lewis believes that if he competes in a local rodeo and can stay on a bucking bronco for eight seconds, he will win a silver buckle that he would really like to have. However, he also believes that his chances of staying on the horse for that amount of time are zero. As a result, expectancy theory would MOST LIKELY predict that Buck will ________.

108) Which of the following is the LEAST LIKELY question that an employee would ask himself when thinking about what to do and how hard to try to succeed at work?

109) Bridgette notices that she and Daryll work the same amount with the same effort, but she gets paid less. Trish believes she is working less than Carol but getting paid more. All of this is creating tension in the workplace. The manager of this organization can BEST alleviate this tension by ________.

110) According to expectancy theory, valence, instrumentality, and expectancy must be ________ in order for an employee to be motivated to perform desired behaviors and to perform them at a high level.

111) ________ is based on the premise that the employee perceives the relationship between his or her outcomes and his or her inputs.

112) A factory worker really wants to move up in the corporation. He does his work, stays late, and is always looking for extra ways to help. He gets passed up for promotion after promotion. This will MOST LIKELY affect his ________.

113) According to ________, what is important to motivation is how an employee perceives his or her outcome/input ratio compared to the outcome/input ratio of another person.

114) According to Stacy Adams, a ________ is simply another employee or group of employees perceived to be similar to oneself.

115) All of the following can be the referent referred to in equity theory EXCEPT ________.

116) When considering equity theory, which of the following is NOT an input?

117) Which motivation theory addresses the following question: "Are the outcomes perceived as being at an appropriate level in comparison to the inputs?"

118) According to equity theory, the two basic types of inequity are ________.

119) ________ exists when an individual perceives that his or her outcome/input ratio is greater than that of a referent.

120) Barbara Subaru is a secretary with a prestigious law firm who has observed that other secretaries with the firm receive better pay and have better working conditions than she does, even though she is more productive than they are. Equity theory would label this condition as ________.

121) Steve Boston is experiencing overpayment inequity. According to equity theory, which of the following would LEAST LIKELY be an explanation for this?

122) According to equity theory, which of the following actions would an employee NOT take to restore equity?

123) Bill Stoner has believed for several years that he works as hard as his coworker, Barry Savage, but never seems to receive the pay increases or recognition that Savage does. Stoner has grown frustrated with trying to "catch up" with Savage and has started feeling more motivated since he realized his superiors pay more attention to him than they do another coworker, Fred Jennings. According to equity theory, Stoner has changed his ________

124) Gerald Simmons, a manager for Computers-R-Us, has been studying the equity theory of motivation. In an effort to be equitable, he plans to give the same percentage pay raise to each of his employees who work 40 hours a week. His plan ________.

125) Jan is upset that she makes more sales than Brett and yet they make the same amount of money. What is NOT a way for equity to be restored for Jan?

126) Which of the following questions is NOT addressed by organizational justice theory?

127) ________ is concerned with the perceived fairness of the methods used in making decisions about the distribution of outcomes.

128) All of the following represent a form of organizational justice EXCEPT ________.

129) If you were finding out if there was organizational justice in an office, which of the following questions would be the MOST helpful to ask employees?

130) The question, "Has your supervisor been candid in his/her communications with you?" MOST relates to ________ justice.

131) ________ involves the perceived fairness of the distribution of outcomes in organizations, such as pay or promotions.

132) ________ is concerned with the perceived fairness of the processes used to make decisions about the distribution of outcomes.

133) ________ pertains to the perceived fairness of the treatment employees receive from the distributors of outcomes.

134) ________ pertains to employees' perceptions of the extent to which managers explain their decisions, and the procedures used to make them, to employees.

135) Employees at an insurance company were complaining about the form used for evaluating employee effectiveness. Their complaints were related to ________ justice.

136) Preliminary research has shown that perceptions of ________ may be especially important when outcomes like pay and benefits are relatively low.

137) Which of the following is NOT an example of counterproductive work behavior?