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Chapter 16 Motivating Employees
TRUE/FALSE QUESTIONS
WHAT IS MOTIVATION?
1. Motivation is a result of an interaction between a person and a situation.
(True; easy; p. 452)
2. The three key elements in the definition of motivation are energy, direction, and achievement.
(False; difficult; p. 452)
3. High levels of effort don’t necessarily lead to favorable job performance unless the effort is channeled in a direction that benefits the organization.
(True; easy; p. 452)
EARLY THEORIES OF MOTIVATION
4. The best-known theory of motivation is probably McGregor’s Theories X and Y.
(False; easy; p. 453)
5. Maslow argued that each level in the needs hierarchy must be substantially satisfied before the next is activated.
(True; moderate; p. 454)
6. Lower-order needs are satisfied internally while higher-order needs are predominantly satisfied externally.
(False; moderate; p. 454)
7. The two-factor theory is also called Theory X and Theory Y.
(False; easy; p. 455)
8. Herzberg believed that the data from his study suggested that the opposite of satisfaction is dissatisfaction.
(False; moderate; p. 455)
CONTEMPORARY THEORIES OF MOTIVATION
9. Based on McClelland’s three-needs theory, high achievers perform best when the odds are against them.
(False; moderate; p. 456)
10. The best managers are high in the need for power and high in the need for affiliation.
(False; difficult; p. 456)
11. Reinforcement theory is related to an individual’s belief that he or she is capable of performing a task.
(False; moderate; p. 460)
12. The key to reinforcement theory is that it ignores factors such as goals, expectations, and needs and focuses solely on what happens to a person when he or she takes some action.
(True; difficult; p. 460)
13. Job design refers to the way tasks are combined to form complete jobs.
(True; easy; p. 460)
14. Adding vertical depth to a job is called job enlargement.
(False;
TRUE/FALSE QUESTIONS
WHAT IS MOTIVATION?
1. Motivation is a result of an interaction between a person and a situation.
(True; easy; p. 452)
2. The three key elements in the definition of motivation are energy, direction, and achievement.
(False; difficult; p. 452)
3. High levels of effort don’t necessarily lead to favorable job performance unless the effort is channeled in a direction that benefits the organization.
(True; easy; p. 452)
EARLY THEORIES OF MOTIVATION
4. The best-known theory of motivation is probably McGregor’s Theories X and Y.
(False; easy; p. 453)
5. Maslow argued that each level in the needs hierarchy must be substantially satisfied before the next is activated.
(True; moderate; p. 454)
6. Lower-order needs are satisfied internally while higher-order needs are predominantly satisfied externally.
(False; moderate; p. 454)
7. The two-factor theory is also called Theory X and Theory Y.
(False; easy; p. 455)
8. Herzberg believed that the data from his study suggested that the opposite of satisfaction is dissatisfaction.
(False; moderate; p. 455)
CONTEMPORARY THEORIES OF MOTIVATION
9. Based on McClelland’s three-needs theory, high achievers perform best when the odds are against them.
(False; moderate; p. 456)
10. The best managers are high in the need for power and high in the need for affiliation.
(False; difficult; p. 456)
11. Reinforcement theory is related to an individual’s belief that he or she is capable of performing a task.
(False; moderate; p. 460)
12. The key to reinforcement theory is that it ignores factors such as goals, expectations, and needs and focuses solely on what happens to a person when he or she takes some action.
(True; difficult; p. 460)
13. Job design refers to the way tasks are combined to form complete jobs.
(True; easy; p. 460)
14. Adding vertical depth to a job is called job enlargement.
(False;