Question 1 

Expectancy represents the belief that low performance is the outcome of high efforts.

Question 1 options:1) True2) False

Question 2 

The belief that a person has the capabilities needed to execute the behaviors required for task success is known as self-actualization.

Question 2 options:1) True2) False

Question 3

Valence can be defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.

Question 3 options:1) True2) False

Question 4

Task strategy reflects how complicated the information and actions involved in a task are, as well as how much the task changes.

Question 4 options:1) True2) False

Question 5 

When your ratio of outcomes to inputs is greater than your comparison other’s ratio, equity distress is experienced, and the tension likely creates negative emotions such as anger or envy.

Question 5 options:1) True2) False

Question 6 

Self-determination captures the value of a work goal or purpose, relative to a person’s own ideals and passions.

Question 6 options:1) True2) False

Question 7 

Merit pay and profit sharing offer little in the way of difficult and specific goals.

Question 7 options:1) True2) False

Question 8 

Merit pay represents the most common element of organizational compensation plans.

Question 8 options:1) True2) False

Question 9 

A lump-sum bonus is a bonus received by members of a unit for meeting unit goals.

Question 9 options:1) True2) False

Question 10

Profit sharing tends to have a stronger motivational effect on employee effort than individual incentives do.

Question 10 options:1) True2) False

Question 11

Grace invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Grace demonstrates a high level of ______.

Question 11 options:

1) 

engagement

2) 

expectancy

3) 

instrumentality

4) 

goal acceptance

5) 

equity appreciation

Question 12 

Expectancy is a subjective probability ranging from:

Question 12 options:

1) 

0 to 1.

2) 

1 to 5.

3) 

10 to 20.

4) 

-1 to +1.

5) 

5 to 1.5.

Question 13 

Employees consider _____ for a given task by taking into account their observations and discussions with others who have performed similar tasks.

Question 13 options:

1) 

emotional cues

2) 

instrumentality

3) 

past accomplishments

4) 

verbal persuasion

5) 

vicarious experiences

Question 14 

Steffi and Emily work at Education Yours, a nonprofit educational institution. Last month, Steffi, newly hired on a temporary teaching assignment, was asked to teach an online course. Being new to online teaching, Steffi talks with Emily and several individuals who have been teaching online for several years. Emily discusses the pride she takes in her teaching and says she always approaches her teaching with total enthusiasm. She also expresses her belief that exerting a high level of effort will result in a successful performance for Steffi in her online teaching. Emily’s self-efficacy source appears to be:

Question 14 options:

1) 

past accomplishments.

2) 

vicarious experiences.

3) 

verbal persuasion.

4) 

emotional cues.

5) 

instrumentality.

Question 15

The anticipated value of the outcomes associated with performance is known as:

Question 15 options:

1) 

instrumentality.

2) 

valence.

3) 

equity.

4) 

expectancy.

5) 

self-efficacy.

Question 16 

_____ are defined as the objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specified time limit.

Question 16 options:

1) 

Values

2) 

Goals

3) 

Internal comparisons

4) 

Strategies

5) 

External comparisons

Question 17 

_____ reflects how complicated the information and actions involved in a task are, as well as how much the task changes.

Question 17 options:

1) 

Task complexity

2) 

Self-efficacy

3) 

Goal commitment

4) 

Feedback

5) 

Instrumentality

Question 18 

_____ is defined as the degree to which a person accepts a goal and is determined to try to reach it.

Question 18 options:

1) 

Feedback

2) 

Self-efficacy

3) 

Instrumentality

4) 

Task complexity

5) 

Goal commitment

Question 19

“S” in the SMART goals stands for:

Question 19 options:

1) 

systematic.

2) 

specific.

3) 

self-set.

4) 

scientific.

5) 

serious.

Question 20

Which of the following is true about goal setting?

Question 20 options:

1) 

Specific, difficult goals are best.

2) 

Difficult goals reduce motivation.

3) 

SNARK goals result in the highest levels of goals achievement.

4) 

Employees work hardest and are most engaged when the goals are easy.

5) 

Equity is the greatest moderator of goal achievement.

Question 21 

“T” in the SMART goals stands for:

Question 21 options:

1) 

time-sensitive.

2) 

task-driven.

3) 

tenacious.

4) 

tempered.

5) 

team-oriented.

Question 22 

Noticing his reduced performance at work, Dan enrolled himself for training sessions offered by the company and saw his productivity improve. This helped restore his balance of comparison ratios. Prior to enrolling in the training session, Dan was most likely experiencing:

Question 22 options:

1) 

overreward inequity.

2) 

self-efficacy.

3) 

cognitive distortion.

4) 

expectancy.

5) 

underreward inequity.

Question 23 

A(n) _____ involves a “comparison other” in the same company.

Question 23 options:

1) 

equity distress

2) 

emotional cue

3) 

cognitive distortion

4) 

internal comparison

5) 

external comparison

Question 24 

Allan and Danny have been working for Yummy Treats for about five years, at the same level of management and doing similar kinds of work. Allan has been focusing on setting specific and difficult goals for himself and believes that exerting a high level of effort will result in the successful performance in his job. On the other hand, Danny compares himself to different managers, such as Jim who works for the competitor in a similar work position. He feels disheartened when he finds out that he is significantly underrewarded at Yummy Treats.
From Danny’s view in this situation, Jim is a(n):

Question 24 options:

1) 

empowerment evaluator.

2) 

valence generator.

3) 

cognitive distorter.

4) 

external comparison.

5) 

internal comparison.

Question 25 

The dimensions of psychological empowerment include all of these except:

Question 25 options:

1) 

meaningfulness.

2) 

self-determination.

3) 

competence.

4) 

impact.

5) 

needs.

Question 26 

The energy rooted in the belief that work tasks contribute to some larger purpose is known as:

Question 26 options:

1) 

self-efficacy.

2) 

goal commitment.

3) 

goal setting.

4) 

vicarious experience.

5) 

psychological empowerment.

Question 27

_____ captures the value of a work goal or purpose, relative to a person’s own ideals and passions.

Question 27 options:

1) 

Meaningfulness

2) 

Self-determination

3) 

Competence

4) 

Impact

5) 

Integrity

Question 28 

Larry is a commercial financial analyst but wants to become a commercial lender, so he engages in self-directed learning, seeks out feedback from his managers, and manages his own workload. Larry is attempting to build his own _____.

Question 28 options:

1) 

meaningfulness

2) 

valence

3) 

competence

4) 

impact

5) 

instrumentality

Question 29 

Which of the following is(are) the motivating force(s) with the strongest performance effect?

Question 29 options:

1) 

Difficult goals

2) 

High levels of valence and instrumentality

3) 

Perceptions of equity

4) 

High levels of expectancy

5) 

Self-efficacy and competence

Question 30

Which of the following is a unit-focused compensation plan element?

Question 30 options:

1) 

Merit pay

2) 

Lump-sum bonus

3) 

Gainsharing

4) 

Profit sharing

5) 

Piece-rate