Kim likes to take on tasks where she knows that, if she puts in enough effort, she will be able to achieve good performance on the task. This is known as
a
expectancy.
b
valence.
c
instrumentality.
d
self-actualization.
e
motivation.
Question 2 (1 point)
Ali thinks that his excellent performance will lead to organizational rewards, such as a bonus, salary increase, or a promotion. Ali supports which motivation theory?
a
expectancy
b
equity
c
cognitive evaluation
d
goal setting
e
contingency
Question 3 (1 point)
Your professor offers to give you $1 million if you memorize the textbook by tomorrow morning. You believe that no matter how much effort you put in, it’s probably not possible to achieve this task within 24 hours. Your belief is based on
a
the effort-performance relationship called expectancy.
b
the performance-rewards relationship called instrumentality.
c
the rewards–personal goals relationship called valence.
d
the fact that your professor does not look like a millionaire.
e
all of the wonderful items that can be purchased with the money.
Question 4 (1 point)
The rewards–personal goals relationship in expectancy theory would be enhanced if
a
employees were given a choice of rewards.
b
employees valued the reward.
c
the organization offered more rewards.
d
the rewards were distributed more frequently.
e
the rewards were fair.
Question 5 (1 point)
Heidi is the floor manager at her organization. She is wondering what she could do so that her employees would want to work longer hours during the store’s busy season. She initially offered the employees extra pay. This did not seem to motivate them, as many of them are financially secure. Now, she is thinking of offering them more time off during the slow season. Heidi is hoping this new idea will increase
a
the employees’ perception of fairness.
b
the instrumentality.
c
the expectancy.
d
the employee’s self-efficacy.
e
the valence.
Question 6 (1 point)
The goals-performance relationship is influenced by five factors. These five factors are
a
task complexity, uncertainty avoidance, self-efficacy, feedback, and a strong self-esteem.
b
task complexity, uncertainty avoidance, power distance, feedback, and a strong self-esteem.
c
goal commitment, adequate self-efficacy, task characteristics, feedback, and national culture.
d
goal commitment, adequate self-efficacy, a strong self-esteem, feedback, and a complex task.
e
a complex task, goal commitment, feedback, power distance, and organizational culture.
Question 7 (1 point)
Goal-setting theory suggests that intrinsic job factors motivate, whereas extrinsic factors only maintain and placate employees.
True
False
Question 8 (1 point)
The strength of a person’s motivation to perform a job depends on his or her sense of self-efficacy.
True
False
Question 9 (1 point)
Jason firmly believes that the firm he works for is not in a financial position to reward him with great returns. He has been less motivated in his job lately. The reason why Jason is less motivated is because of instrumentality.
True
False
Question 10 (1 point)
Goals are most effective when they are easily reached by the employees.
True
False