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2. Unlike in the case of goal-setting theory, mbo strongly advocates ________.
Answer
Correct Answer:
Participatively set goals
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3. To get the best results while using reinforcement theory, rewards should be ________.
Answer
Correct Answer:
Given immediately following the desired behavior
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4. The secretion of pyy _____ hunger and the secretion of orexin _____ hunger.
Answer
Correct Answer:
Decreases; increases
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5. Equity has _____ effect on citizenship behavior and _____ effect on counterproductive behavior.
Answer
Correct Answer:
A moderate positive; a moderate negative
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6. To maximize motivation among today's workforce, managers need to think in terms of ________.
Answer
Correct Answer:
Flexibility
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7. The job characteristic model fails to consider the role ________ plays in employee motivation.
Answer
Correct Answer:
Social support
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8. Extrinsic rewards are ____
Answer
Correct Answer:
Exemplified by bonuses, trophies, and plaques
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9. ABC Analysis is the Systematic planning in OB mod, examining_____
Answer
Correct Answer:
All of these
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10. Loading of jobs with more of the core characteristics that have been shown to motivate refers to Work Redesign.
Answer
Correct Answer:
True
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11. Vertical refers to _____
Answer
Correct Answer:
Adding decision-making responsibility to a role
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12. Valances is the value an individual places on the _____ of an outcome.
Answer
Correct Answer:
Reward
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13. The perception that a person’s outcomes are not fair compared to another person’s outcomes, given their inputs is known as_____
Answer
Correct Answer:
Underpayment Inequity
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14. Two-Factor Theory relates to_____ , and relates them to job satisfaction.
Answer
Correct Answer:
Both a and b
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15. Self-Efficacy is an individual’s belief in his or her capacity to execute the _____ necessary to produce specific performance levels.
Answer
Correct Answer:
Behaviours
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16. The drive to meet our fullest capacity is known as_____
Answer
Correct Answer:
Self-Actualization
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17. An alternative approach to understanding how individuals strive to meet their goals is known as_____
Answer
Correct Answer:
Regulatory Focus Theory
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18. How perceptions of performance expectations play a significant role in improving performance refers to_____
Answer
Correct Answer:
Pygmalion Effect
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19. Prosocial motivation is a new concept of motivation that assesses the degree to which employees behave in a way that benefits _____ as a whole.
Answer
Correct Answer:
Society
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20. Promotion Focused is a need for_____
Answer
Correct Answer:
All of these
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21. Perception of how fair the process is in making decisions that affect employees is known as_____
Answer
Correct Answer:
Procedural Justice
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22. A tendency to aim for getting to an end because of a fear of an undesirable alternative is known as_____
Answer
Correct Answer:
Prevention Focused
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23. Overpayment Inequity is the perception that a person’s outcomes are _____ than they deserve compared to another person’s outcomes, given their inputs.
Answer
Correct Answer:
Greater
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24. Organizational Justice is the overall perception of what is unfair in an organization.
Answer
Correct Answer:
False
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25. The need to influence others to do what you want is known as_____
Answer
Correct Answer:
Need for Power
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26. Need for Affiliation is the need for close _____ relationships.
Answer
Correct Answer:
Personal
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27. Need for achievement is the drive to succeed at _____ levels.
Answer
Correct Answer:
High
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28. Motivators are the factors that satisfy workers when they think about their job, such as _____
Answer
Correct Answer:
All of these
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29. Another term for the Herzberg two-factor theory is _____
Answer
Correct Answer:
Motivator-Hygiene Theory
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30. Motivation To Lead is defined as “an individual differences construct that affects a leader’s or leader-to-be’s decisions to assume_____ and that affect his or her intensity of effort at leading and persistence as a leader”.
Answer
Correct Answer:
All of these
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31. Moral Outrage is severe reaction to _____
Answer
Correct Answer:
Perceived Injustice
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32. A performance appraisal program where leaders meet with their direct reports and set specific performance objectives jointly refers to Management by Objectives.
Answer
Correct Answer:
True
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33. Learning Goal Orientation refers to when individuals want to learn new things at work and see themselves as_____
Answer
Correct Answer:
Adaptable
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34. _____ involves cross-training or allowing workers to do different jobs.
Answer
Correct Answer:
Job rotation
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35. Job Enrichment means redesigning jobs so that they are _____
Answer
Correct Answer:
Both a and b
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36. Extent to which individuals can demonstrate initiative in designing their own work is known as_____
Answer
Correct Answer:
Job crafting
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37. Interpersonal Justice refers to how employees are treated by their leaders, including _____
Answer
Correct Answer:
Both a and b
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38. Informal Justice refers to the perceived fairness of the communications made by _____ during a process.
Answer
Correct Answer:
Leaders
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39. HYgienes refers to things like _____ and the working conditions.
Answer
Correct Answer:
All of these
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40. Horizontal refers to_____
Answer
Correct Answer:
Adding different tasks at same levels
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41. Growth Need Strength refers to a person’s need to _____ from working.
Answer
Correct Answer:
All of these
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42. Golem Effect is when an individual sets _____ expectations for himself or herself and then performs to these expectations.
Answer
Correct Answer:
Low
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43. When an individual sets low expectations for himself or herself and then performs to these expectations it is called Galatea Effect.
Answer
Correct Answer:
False
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44. Feedback is the knowledge of results of a person’s_____
Answer
Correct Answer:
Efforts
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45. Equity Theory is the theory that looks at how people compare their inputs to their outcomes.
Answer
Correct Answer:
True
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46. Perceived fairness of how rewards are distributed is known as_____
Answer
Correct Answer:
Distributive Justice
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47. Creating natural work units by putting tasks together to create a more _____ work assignment.
Answer
Correct Answer:
Both b and c
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48. Autonomy is the ability to work_____
Answer
Correct Answer:
Alone without supervision
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