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| 1 | |
Inequity may be reduced by quitting. |
| | A) | true |
| | B) | false |
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| 2 | |
A person’s expectancy perceptions are influenced by his or her self-esteem. |
| | A) | true |
| | B) | false |
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| 3 | |
According to Porter and Lawler’s expectancy model, performance is determined by effort, ability, traits and role perceptions. |
| | A) | true |
| | B) | false |
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| 4 | |
Equity theory is a motivation model that explains how people strive for ….. in social exchanges or give-and-take relationships. |
| | A) | equality |
| | B) | cognitive consistency |
| | C) | satisfaction |
| | D) | fairness |
| | E) | pleasure |
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| 5 | |
________ 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 justice |
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| 6 | |
________ 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 |
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| 7 | |
According to Vroom’s expectancy theory _______ represents an indivdual’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 |
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| 8 | |
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. |
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| 9 | |
_______ refers to the positive or negative value people place on outcomes. |
| | A) | instrumentality |
| | B) | valence |
| | C) | inequity |
| | D) | expectancy |
| | E) | cognitive dissonance |
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| 10 | |
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 commitment does not influence performance. |
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| 11 | |
The final step of establishing a goal-setting programme is |
| | A) | foster goal commitment. |
| | B) | set goals. |
| | C) | make sure the organisation’s strategy and the individual’s goals are in alignment. |
| | D) | recognise that goal setting is oftenconstrained by external factors. |
| | E) | provide employees with support and feedback. |
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| 12 | |
Feedback serves two functions – instructional and motivational. |
| | A) | true |
| | B) | false |
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| 13 | |
People with low self-confidence tend to rely on personal feedback more so than those with high self-confidence. |
| | A) | true |
| | B) | false |
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| 14 | |
People tend to perceive and recall negative feedback more accurately than they do positive feedback. |
| | A) | true |
| | B) | false |
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| 15 | |
Managers generally welcome upward feedback programmes. |
| | A) | true |
| | B) | false |
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| 16 | |
People tend to reject or downplay feedback if they perceive it to be |
| | A) | accurate. |
| | B) | negative. |
| | C) | based on a fair system. |
| | D) | based on reasonable standards. |
| | E) | from a credible source. |
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| 17 | |
Nontraditional feedback is growing for a number of reasons. Which of the following is one of those reasons? |
| | A) | co-workers and subordinates are likely to know more about a manager’s strengths and weaknesses than the manager’s supervisor |
| | B) | upward feedback goes against the trend toward participative management and employee empowerment |
| | C) | single-source feedback is more valid than multiple-rater feedback |
| | D) | nontraditional feedback complements the traditional hierarchical organisational structure |
| | E) | both raters and ratees were satisfied with the traditional performance appraisal system |
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| 18 | |
Overall, research more strongly supports the use of ______ appraisals than for _____ appraisals. |
| | A) | subordinate – supervisor |
| | B) | subordinate – customer |
| | C) | customer – subordinate |
| | D) | self – peer |
| | E) | peer – self |
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| 19 | |
Praise and recognition from others are examples of ______ rewards. |
| | A) | intrinsic |
| | B) | social |
| | C) | global |
| | D) | material |
| | E) | financial |
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| 20 | |
Personal feelings of self-esteem, self-satisfaction, and accomplishment are examples of _______ rewards. |
| | A) | social |
| | B) | material |
| | C) | financial |
| | D) | intrinsic |
| | E) | extrinsic |
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| 21 | |
According to the _______ norm, everyone should be rewarded equally, regardless of their comparative contributions. |
| | A) | reward equity |
| | B) | profit maximization |
| | C) | justice |
| | D) | reward equality |
| | E) | need |
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| 22 | |
The ______ criterion for reward distribution focuses on factors such as teamwork, risk-taking, and creativity. |
| | A) | performance/results |
| | B) | performance/traits |
| | C) | performance/actions and behaviours |
| | D) | nonperformance considerations |
| | E) | extraperformance considerations |
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