Management final exam questions and answers

Management final exam questions and answers A) Diana loves a good challenge. She finds herself most motivated at work when she is faced with a difficult task or project, one that pushes her to be better and provides her feedback on her performance along the way. Based on this bit information, if we were to apply McClelland's Need-Based Theory of Motivation, we would conclude that Diana is primarily motivated by which trait need? A) Need for Power B) Need for Achievement C) Need for Affiliation - Answer-Need for Achievement According to Job Characteristic Theory, what should you do to impact intrinsic motivation of employees? A) increase the social aspect of work by including more team-based work B) train managers to treat employees more fairly C) re-design the job itself so that it includes greater autonomy for the employee D) offer quarterly bonuses based on performance - Answer-C) re-design the job itself so that it includes greater autonomy for the employee Which of the following is true regarding Goal-Setting Theory of motivation and the related research evidence? A) Goal commitment is less likely when people tell others about their goals. B) Externally generated feedback is more powerful than self-generated feedback. C) Generalized goals produce a higher level of output as compared to specific goals. D) Goals are more motivating when people get feedback on how they are progressing towards those goals. - Answer-D) Goals are more motivating when people get feedback on how they are progressing towards those goals. According to the Two-Factor Theory of Motivation, _____. A) Most employees inherently dislike work and must therefore be directed or even coerced into working. B) Employees view work as being as natural as rest or play, and therefore learn go accept responsibility. C) Before addressing aspects of the job that lead to job satisfaction/motivation, any 'hygiene factors' causing dissatisfaction and negative motivation must be addressed. D) Achievement, power, and affiliation are three important needs that help explain motivation. - Answer-C) Before addressing aspects of the job that lead to job satisfaction/motivation, any 'hygiene factors' causing dissatisfaction and negative motivation must be addressed. Which of the following pieces of advice for new managers would follow directly from Self-Determination Theory and Cognitive Evaluation Theory? A) Be careful how you reward the employees, as rewards can sometimes undermine intrinsic enjoyment of a task. B) Be careful in how you set goals for employees, as some goals tend to be more motivating than others. C) It's more important that your employees evaluate you as 'self-determined' than to evaluate you as 'powerful'. D) It's more important that your employees have high levels of self-efficacy than relevant performance skills. - Answer-A) Be careful how you reward the employees, as rewards can sometimes undermine intrinsic enjoyment of a task. How can stereotypes influence motivation, within the framework of Self-Efficacy Theory? A) Our stereotypes of others directly shape our own self-efficacy and work motivation. B) Stereotypes can lead to the self-fulfilling prophecy, impacting self-efficacy and motivation along the way. C) Stereotypes indicate 'automatic thinking', which is indicative of low trait motivation. D) Stereotypes can lead us to find greater autonomy and significance in our work, directly impacting motivation. - Answer-B) Stereotypes can lead to the self-fulfilling prophecy, impacting self-efficacy and motivation along the way. Which of the following is NOT true regarding participative decision-making and participative management? A) These represent key elements in successful Management by Objective programs. B) To be successful, this approach requires high trust and confidence from subordinates to managers/leaders. C) This approach always has a positive impact on employee motivation and performance, regardless of context. D) These are likely to positively impact organizational fairness perceptions (i.e., procedural fairness). - Answer-C) This approach always has a positive impact on employee motivation and performance, regardless of context. If an employee is lacking in self-efficacy, which of the following is the key component of motivation that will be lacking according to Expectancy Theory? A) Expectancy (effort-performance relationship) B) Instrumentality (performance-reward relationship) C) Valence (rewards-personal goals relationship) D) Meaning (personal values - organizational values relationship) - Answer-A) Expectancy (effort-performance relationship) In addition to potentially impacting the motivation level of employees, which of the following pay/rewards plans would likely have the strongest positive impact on employee organizational commitment and perceived ownership of the organization (if implemented correctly)? A) flexible benefits B) skill-based pay C) employee stock ownership plans (ESOP) D) commission-based pay - Answer-C) employee stock ownership plans (ESOP) According to what was discussed in lecture and in the TED talk we watched on 'the puzzle of motivation', which of the following conclusions is supported by the cumulative research on intrinsic & extrinsic motivation for work performance?