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Chapter 6 - mba 704 – kungu – 77 questions and answers
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Chapter 6 - mba 704 – kungu – 77 questions and answers
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CHAPTER 6 - MBA 704 - KUNGU1. Motivation is a hypothetical construct that is used to help explain
behavior; it should not be equated with behavior.: TRUE
2. Motivation is a process that starts with a physiological or psychological
deficiency or need that activates a behavior or drive that is aimed at a goal
or incentive.: TRUE
3. An incentive is defined as anything that will alleviate the needs and
increase the drive.: FALSE
4. Primary motives must be unlearned, and it must be physiologically
based.: TRUE
5. In order to be included under the category of secondary motives, the
motive must be learned.: TRUE
6. Intrinsic motives include the drive to avoid punishment, such as
termination or being transferred.: FALSE
7. According to Maslow, one of the needs identified is the love need,
however there are instances where there are misleading connotations, such
as sex, which is essentially a physiological need.: TRUE
8. Maslow did not point out that the esteem needs consist of both self-
esteem and esteem from others. He mainly conceded the importance of
esteem of others.: FALSE
9. Maslow's needs hierarchy theory does make a significant contribution
in terms of making management aware of the diverse needs of employees at
work.: TRUE
10. Tabulating the results from the critical incident method, Herzberg
concluded that job satisfiers are related to job context and that job
dissatisfiers are allied to job content.: FALSE
11. The term hygiene, in Herzberg's theory, refers to those factors that
prevent dissatisfaction.: TRUE
12. The fact that there are a higher number of employees who are
dissatisfied with the raise they get points out that the hygiene factors seem
to be important in preventing dissatisfaction but do not lead to satisfaction.:
TRUE
13. According to the Porter-Lawler model, the inference is that employees
need to better focus their efforts on high-impact behaviors and activities
that result in higher performance.: TRUE
, CHAPTER 6 - MBA 704 - KUNGU
14. The roots of Porter-Lawler expectancy theory of work motivation can be
traced back to cognitive dissonance theory and exchange theory.: FALSE
15. Inequity occurs when a person perceives that the ratio of his or her
outcomes to other's outcomes and the ratio of a relevant other's input to his
or her inputs are unequal.: FALSE
16. Equity theory supports a perception of distributive justice, which is an
individual's cognitive evaluation regarding whether or not the amounts and
allocations of rewards in a social setting are fair.: TRUE
17. Interactional justice is the exchange between the employee and the
employing organization.: FALSE
18. Attribution theory is concerned with the relationship between personal
social perception and interpersonal behavior.: TRUE
19. Harold Kelly stressed that attribution theory is concerned with the
intuitive processes by which an individual interprets behavior as being
attributed to certain parts of the relevant environment.: FALSE
20. Employees who perceive external control feel that they personally can
influence their outcomes through their own ability, skills or effort.: FALSE
21. Attributions are related to organizational symbolism, which in effect
says that in order to understand organizations, one must recognize their
symbolic nature.: TRUE
22. According to the dimensions that Kelley suggests, if there is a high
consensus, high consistency, and high distinctiveness, then attribution to
external or situational/environmental causes will probably be made.: FALSE
23. In self-serving bias, people tend to attribute others' behavior to personal
factors such as intelligence, etc. even when it is clear that the situation
caused by the person to behave the way he or she did.: FALSE
24. One version of the control theory is essentially a cognitive phenomenon
relating to the degree that individuals perceive they are in control of their
own lives, or are in control of their jobs.: TRUE
25. One of the main advantages of the agency theory is that it strongly
emphasizes the roles that various forms of extrinsic and intrinsic
motives play in shaping behaviors.: FALSE
26. The nature of work is changing due to a blurring of the distinction
between on-work and off-work time.: TRUE
, CHAPTER 6 - MBA 704 - KUNGU
27. The primary disadvantage of job rotation is that after the experience of
each new task, the workers want to go back to where they started off
from.: FALSE
28. Task identity refers to job independence.: FALSE
29. Commitment tends to run higher when goals are specific as opposed to
general or broad.: TRUE
30. Stretch targets may be defined as objectives or goals that force
organizations to significantly alter their processes in ways that involve a
whole new paradigm of operations.: TRUE
31. Which of the following is defined as a deficiency with direction?
A. Psychological drive
B. Physiological drive
C. Extrinsic drive
D. Drive for affiliation: B
32. Attaining an incentive will:
A. increase or initiate the drive.
B. create a physiological or psychological imbalance.
C. provide an energizing thrust towards a drive.
D. reduce or cut off the drive.: D
33. Fasting for a religious, social, or political cause is an example of which
of the following motive?
A. Primary
B. Secondary
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