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Organisational Behaviour: European Edition, 2/e

Robert Kreitner, Arizona State University
Angelo Kinicki, Arizona State University
Marc Buelens, University of Ghent

Motivation through Equity, Expectancy and Goal Setting

Self-test Questions - Quiz 1


1	Festinger's cognitive dissonance theory proposes that people are motivated to maintain consistency between their cognitive beliefs and their behaviour.
		A)	True
		B)	False


2	Inequity may be reduced by quitting.
		A)	True
		B)	False


3	Interactional justice refers to the perceived fairness of the process and procdeures used to make allocation decisions.
		A)	True
		B)	False


4	A person's expectancy perceptions are influenced by his or her self-esteem.
		A)	True
		B)	False


5	According to Porter and Lawler's expectancy model, performance is determined by effort, ability, traits, and role preceptions.
		A)	True
		B)	False


6	Equity theory is a motivation model that explains how people strive for ___________ in social exchanges or give-and-take relationships.
		A)	equality
		B)	cognititve consistency
		C)	satisfaction
		D)	fairness
		E)	pleasure


7	____________ is defined as the perceived fairness of how resources and rewards are allocated.
		A)	Expectancy theory
		B)	Positive inequity
		C)	Negative inequity
		D)	Procedural justice
		E)	Distributive justive


8	___________ holds that people are motivated to behave in ways that produce desired combinations of expected outcomes.
		A)	Equity theory
		B)	Expectancy theory
		C)	Management by objectives
		D)	Goal setting theory
		E)	Cognitive dissonance theory


9	According to Vroom's expectancy theory, ____________ represents an individual's belief that a particular degree of effort will be followed by a particular level of performance.
		A)	goal difficulty
		B)	valence
		C)	instrumentality
		D)	self-esteem
		E)	expectancy


10	An expectancy of 0.0 indicates
		A)	performance is totally dependent on effort.
		B)	high performance reduces the chance of obtaining the outcome.
		C)	attainment of an outcome is totally dependent on task performance.
		D)	effort has no anticipated impact on performance.
		E)	there is no relationship between performance and outcome.


11	_____________ refers to the positive or negative value people place on outcomes.
		A)	Instrumentality
		B)	Valence
		C)	Inequity
		D)	Expectancy
		E)	Cognitive dissonance


12	According to Porter and Lawler's expectacny model, effort is a function of __________ and __________.
		A)	the perceived effort - reward probability; role perceptions
		B)	intrinsic rewards; extrinsic rewards
		C)	abilities and traits; role perceptions
		D)	the value of the reward; the perceived effort - reward probability
		E)	abilites and traits; perceived equitable rewards


13	____________ is defined as what an individual is trying to accomplish; the object or aim of an action.
		A)	Management by objectives
		B)	A goal
		C)	Distributive justice
		D)	Procedural justice
		E)	Equity


14	The most recent research on goal commitment indicates that
		A)	goal commitment causes goal level.
		B)	performance causes goal commitment.
		C)	goal commitment moderates the relationship between goal level and performance.
		D)	goal level causes goal commitment, which in turn causes performance.
		E)	goal commitment does not influence performance.


15	The final step is establishing a goal-setting programme is to
		A)	foster goal commitment.
		B)	set goals.
		C)	make sure the organization's stratefy and the individual's goals are in alignment.
		D)	recognise that goal setting is often constrained by external factors.
		E)	provide employees with support and feedback.

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