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| 1 | |
An individual who is intrinsically motivated more likely would: |
| | A) | be motivated by receiving a commission on all cars sold. |
| | B) | push for additional assignments in order to receive a promotion. |
| | C) | ask for tasks involving her/his passion for taking creative photographs. |
| | D) | interact extensively with customers to win a lucrative sales contest. |
| | E) | be motivated by the high salary and status associated with the profession. |
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| 2 | |
An individual who is prosocially motivated by their work more likely would: |
| | A) | stay after hours to help students who are behind in their studies. |
| | B) | become a doctor because she/he enjoys the challenge of diagnosing patients accurately. |
| | C) | become a gardener because the weeks of effort are rewarded when he/she is complimented on the garden. |
| | D) | work as a waitress only to pay rent while finishing college. |
| | E) | volunteer as a lifeguard at a local pool to improve the chance of acceptance into a good college. |
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| 3 | |
Susan, who is considered to have high expectancy, more likely would: |
| | A) | give her subordinates difficult goals because she thinks that this will motivate her employees to perform better. |
| | B) | work hard at practising the piano believing that practise will help her play better. |
| | C) | not study for her English tests, because she does not think the subject is important for her. |
| | D) | believe that her appraisals at work depend only on her most recent efforts, and not on long-term performance. |
| | E) | be exceptionally dedicated to her job, even though she knows that promotions are guided by favouritism and politics rather than performance. |
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| 4 | |
The level of desirability of each of the outcomes available from a job or organization is known as: |
| | A) | instrumentality. |
| | B) | expectancy. |
| | C) | inequity. |
| | D) | need. |
| | E) | valence. |
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| 5 | |
According to McClelland, individuals who like to receive performance feedback and often set clear goals have a: |
| | A) | high need for self-esteem. |
| | B) | high need for achievement. |
| | C) | low need for belongingness. |
| | D) | low need for power. |
| | E) | high need for affiliation. |
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| 6 | |
When a person’s own outcome–input ratio is perceived to be less than that of a referent, _____ exists. |
| | A) | equality of outcome |
| | B) | negative equity |
| | C) | overpayment equity |
| | D) | variational inequality |
| | E) | underpayment inequity |
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| 7 | |
A relatively permanent change in a person’s knowledge or behavior that results from practice or experience is known as: |
| | A) | extinction. |
| | B) | equity. |
| | C) | self-efficacy. |
| | D) | learning. |
| | E) | expectancy. |
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| 8 | |
Vicarious learning occurs when: |
| | A) | a person is threatened with a negative consequence if a certain behavior is not performed. |
| | B) | the process of extinction is used to encourage the performance of a desired behavior. |
| | C) | the skills required to perform a behavior cannot be learned, but are inborn. |
| | D) | a person practices the skills necessary to perform a desired behavior. |
| | E) | a person watches another receive positive reinforcement for performing a behavior. |
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| 9 | |
A person’s belief about his or her ability to perform a behavior successfully is: |
| | A) | self-reinforcement. |
| | B) | self-efficacy. |
| | C) | positive reinforcement. |
| | D) | negative reinforcement. |
| | E) | self-equity. |
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| 10 | |
Negative reinforcement occurs when: |
| | A) | management became concerned about the amount of time employees spent chatting near the coffee machine, so the machine was removed. |
| | B) | employees qualify for a paid vacation if they exceed all their targets for the year. |
| | C) | a manager tells her team that they have to work over the weekend unless they completed the project by Friday. |
| | D) | a manager speaks poorly to other employees about a subordinate’s behavior. |
| | E) | management restricted employee use of instant messaging, which resulted in better quality work. |
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