Organizational Behavior and Management 10th Edition Ivancevich Test Bank 1

Chapter 05 - Motivation
Solution Manual for Organizational Behavior and

Management 10th Edition Ivancevich Konopaske
Matteson 0078029465 9780078029462
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CHAPTER 5
TRUE / FALSE QUESTIONS
1. Persistence is an important component of motivation.

True / False
Answer: TRUE
Learning Objective: 05-01
Difficulty: medium
Topic: Chapter Introduction
2. Intensity refers to the staying power of behavior, or how long a person will continue to devote
effort.
True / False
Answer: FALSE
Difficulty: medium
Explanation: Persistence refers to the staying power of behavior or how long a person will
continue to devote effort. Intensity refers to the strength of the response, once the choice of a
direction is made.
3. The process theories of motivation focus on the factors within the person that energize, direct,
sustain, and stop behavior.
True / False
5-1
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Answer: FALSE
Difficulty: medium
Topic: Content Approaches
Explanation: The content theories of motivation focus on the factors within the person that
energize, direct, sustain, and stop behavior.
4. From a managerial perspective, unsatisfied needs are dangerous because they may lead to
undesirable performance outcomes.
True / False
Answer: TRUE
Difficulty: easy
5. Autonomy means having your manager make decisions on your behalf and closely monitoring
your work.
True / False
Answer: FALSE
Difficulty: easy
Explanation: The opposite is true; autonomy means being able to make independent decisions,
set goals, and work without supervision.
6. Managers at lower organizational levels in small firms are more satisfied than their
counterparts in large firms.
True / False
Answer: TRUE
Difficulty: medium
7. As managers advance in an organization, their need for security increases.
5-2
True / False
Answer: FALSE
Difficulty: medium
Explanation: As managers advance in an organization, their need for security decreases.
8. Herzberg's two-factor theory states that dissatisfiers or hygiene factors are needed to maintain
at least a level of "no dissatisfaction."
True / False
Answer: TRUE
Difficulty: easy
9. Employees will often define their jobs quite broadly and will include activities as part of their
duties that their managers perceive as "extra."
True / False
Answer: TRUE
Difficulty: easy
10. McClelland contends that when a need is strong, it motivates a person to use behavior that
leads to its repetition.
True / False
Answer: FALSE
Difficulty: medium
Explanation: McClelland contends that when a need is strong, it motivates a person to use
behavior that leads to its satisfaction.
11. McClelland's theory of motivation places emphasis on socially acceptable behavior.
5-3
True / False
Answer: FALSE
Difficulty: hard
Explanation: A major difference between the four content theories is McClelland's emphasis on
socially acquired needs.
12. Monitoring the needs, abilities, goals, and preferences of employees is strictly the domain of
personnel/human resource managers.
True / False
Answer: FALSE
Difficulty: easy
Topic: Effective Managers Motivate Their Employees
Explanation: Each individual manager also has this responsibility.
13. Managing the psychological contract successfully is one of the more important and
challenging aspects of a manager's job.
True / False
Answer: TRUE
Difficulty: medium
Topic: Motivation and the Psychological Contract
14. The notion of inputs and outcomes within equity theory is the exact opposite of the notion of
giving and receiving in the psychological contract.
True / False
Answer: FALSE
Difficulty: medium
Explanation: The notion of inputs and outcomes within equity theory is very similar to the notion
of giving and receiving in the psychological contract.
5-4
15. The valence associated with an outcome is by definition always positive.

True / False
Answer: FALSE
Difficulty: medium
Topic: Process Approaches
Explanation: The valence may be negatively valent to those employees who do not desire the
outcome.
16. According to Locke, individuals are likely to adjust their idea of what constitutes an
equitable payment in order to justify their pay.
True / False
Answer: TRUE
Difficulty: easy
17. Organizational justice is the perceived fairness of how resources and rewards are distributed
throughout an organization.
True / False
Answer: FALSE
Difficulty: medium
Explanation: This is the definition of distributive justice.
18. Group value theory suggests that fair group procedures are considered to be a sign of respect.
True / False
Answer: TRUE
Difficulty: medium
5-5
19. Companies that engage in layoffs may find that many "survivors" of the layoffs end up
voluntarily leaving the company as well
True / False
Answer: TRUE
Difficulty: easy
20. Goal-setting theory emphasizes the importance of conscious goals in explaining motivated
behavior.
True / False
Answer: TRUE
Difficulty: medium
21. It is important for any goal to be clear, meaningful, and unique.

True / False
Answer: FALSE
Difficulty: medium
Explanation: It is important for any goal to be clear, meaningful, and challenging.
22. Vague goals, such as "do your best," lead to higher output than do specific goals.
True / False
Answer: FALSE
Difficulty: easy
Explanation: Field experiments have proven that specific goals lead to better performance than
do vague goals.
5-6
23. Personality and personal health are individual differences should be considered when
implementing goal-setting programs.
True / False
Answer: TRUE
Difficulty: medium
24. Needs may be viewed as energizers or triggers of behavioral responses.

True / False
Answer: TRUE
Difficulty: medium
Topic: The Starting Point: Needs Motivate Employees
25. When need deficiencies are present, individuals are less susceptible to a manager's
motivational efforts.
True / False
Answer: FALSE
Difficulty: medium
Explanation: When need deficiencies are present, individuals are more susceptible to a manager's
motivational efforts.
MULTIPLE CHOICE QUESTIONS
26. The _______________ component of motivation refers to the strength of the response once
the choice is made.
A. direction
B. intensity
C. opportunity
D. persistence
Answer: B
Difficulty: easy
5-7
27. Taking a lunch break and getting a drink of water are examples of a _______________ need.
A. physiological
B. psychological
C. sociological
D. safety
Answer: A
Difficulty: easy
28. _______________ is the founder of the theory that states that conscious goals and intentions
are the determinants of behavior.
A. Maslow
B. Alderfer
C. Locke
D. McClelland
Answer: C
Difficulty: hard
29. Joining the bowling team to make friends is a _______________ need.

A. physiological
B. psychological
C. sociological
D. esteem
Answer: C
Difficulty: easy
30. A study of 4,000 employees found three main areas affect employee motivation. These areas
include all of the following except:
A. Organizational issues
B. Interpersonal issues
C. Leader issues
D. Job issues
Answer: B
Difficulty: hard
5-8
31. Which of the following is highest on Maslow's hierarchy of needs?

A. Safety and security
B. Esteem
C. Physiological needs
D. Self-actualization
Answer: D
Difficulty: medium
32. Which of the following belongs to the esteem level of Maslow's hierarchy?
A. Being accepted by professional friends
B. Developing and mentoring others
C. Receiving regular salary increases
D. Winning a coveted award for performance
Answer: D
Difficulty: medium
33. What basic assumption about people did Maslow make that caused him to believe that they
would constantly move up the needs hierarchy?
A. People are naturally leaders
B. People will always have obligations to meet
C. People believe in things that are more important than themselves
D. People have a need to grow and develop
Answer: D
Difficulty: easy
34. Which of the following is an example of Maslow's self-actualization?

A. Developing and mentoring others
B. Receiving a high-level promotion
C. Having a supportive supervisor
D. Receiving regular salary increases
Answer: A
Difficulty: medium
5-9
35. Which of the following is an example of Maslow's esteem?

A. Developing and mentoring others
B. Starting a charity that helps children
C. Receiving regular salary increases
D. Receiving a high-level promotion
Answer: D
Difficulty: medium
36. Mary Kay, Inc. uses the full range of _______________ to motivate its 1.8 million beauty
consultants in markets worldwide.
A. Maslow's need hierarchy
B. Alderfer's three-level hierarchy
C. Locke's goal setting theory
D. McClelland's three learned needs theory
Answer: A
Difficulty: medium
37. The sets of needs proposed by Alderfer's ERG theory include all of the following except:
A. Ego
B. Existence
C. Relatedness
D. Growth
Answer: A
Difficulty: easy
38. Alderfer's ERG theory suggests that, in addition to the satisfaction-progression process that
Maslow proposed, a _______________ process is also at work.
A. frustration-regression
B. frustration-anger
C. progression-regression
D. progression-growth
Answer: A
Difficulty: hard
5-10
39. According to Herzberg, which of the following is a motivator?

A. Working conditions
B. Achievement
C. Salary
D. Quality of technical supervision
Answer: B
Difficulty: hard
40. Job _______________ is defined as the process of building personal achievement,

recognition, challenge, responsibility, and growth opportunities into a person's job.
A. enrichment
B. enlargement
C. creation
D. opportunity
Answer: A
Difficulty: medium
41. Although Herzberg's motivation theory is popular, it has been criticized for all of the
following reasons except:
A. It over-simplifies the nature of job satisfaction
B. No self-reports of performance were used
C. It requires people to look at themselves retrospectively
D. The motivational and performance consequences of the theory are untested
Answer: B
Difficulty: hard
42. Research suggests that, when employees engage in organizational citizenship behaviors,
organizations achieve _______________.
A. higher customer satisfaction
B. higher productivity
C. cost reductions
D. All of the choices are correct.
Answer: D
5-11
Difficulty: easy
43. Two attendants on a Southwest Airlines flight went above and beyond the call of duty to
make a nervous flyer feel comfortable on the trip. This is an example of the ________ form of
OCB.
A. compliance
B. civic virtue
C. altruism
D. sportsmanship
Answer: C
Difficulty: medium
44. McClelland's learned needs theory is based on three needs: the need for achievement, the
need for affiliation, and the need for _______________.
A. identification
B. resolution
C. power
D. wealth
Answer: C
Difficulty: medium
45. A high need for _______________ can be traced to a history of receiving rewards for
sociable, dominant, or inspirational behavior.
A. affiliation
B. recognition
C. power
D. Both affiliation and power
Answer: D
Difficulty: medium
46. Which of the following statements best reflects Maslow's theory?

A. People attempt to satisfy basic needs before trying to satisfying higher-level needs
B. The need hierarchy is comprised of existence, relatedness, and growth
C. A person who is continually frustrated in satisfying one level of need will regress to the next
lowest level need
5-12
Answer: A
Difficulty: medium
47. The content theories presented in the text focus mainly on the needs and incentives that cause
_______________.
A. behavior
B. motivation
C. leadership
D. satisfaction
Answer: A
Difficulty: hard
48. Which of the following statements best reflects Herzberg's theory?

A. The need hierarchy is comprised of existence, relatedness, and growth
B. A person who is continually frustrated in satisfying one level of need will regress to the next
lowest level need
C. Some individuals have a high need for achievement
D. Two sets of factors affect motivation: motivators and hygiene factors
Answer: D
Difficulty: medium
49. Which of the following statements best reflects McClelland's theory?

A. A person who is continually frustrated in satisfying one level of need will regress to the next
lowest level need
B. Two sets of factors affect motivation: motivators and hygiene factors
C. Some individuals have a high need for achievement
D. People attempt to satisfy basic needs before trying to satisfying higher-level needs
Answer: C
Difficulty: medium
50. The process theories of motivation are concerned with answering the question of how
individual behavior is _______________.
A. maintained
B. stopped
5-13
C. directed
Answer: D
Difficulty: medium
51. Vroom defines _______________ as a process governing choices among alternative forms of
voluntary activity.
A. motivation
B. recognition
C. achievement
D. relatedness
Answer: A
Difficulty: medium
52. In Vroom’s view, most behaviors are considered to be _______ the employee and
consequently __________.
A. under the voluntary control of, need no motivation
B. forced on, are motivated
C. under the voluntary control of, are motivated
D. forced on, need no motivation
Answer: C
Difficulty: hard
53. _______________ refers to the strength of a person's belief that attainment of a first-level
outcome will lead to attaining one or more second-level outcomes.
A. Instrumentality
B. Valence
C. Expectancy
D. Equity
Answer: A
Difficulty: hard
54. _______________ refers to an individual's belief regarding the likelihood that a particular
behavior will be followed by a particular outcome.
5-14
A. Instrumentality
B. Valence
C. Expectancy
D. Equity
Answer: C
Difficulty: hard
55. The essence of ________ theory is that employees compare their job inputs and outputs with
those of others in similar work situations.
A. ratio
B. equity
C. input
D. comparison
Answer: B
Difficulty: medium
56. Most research on equity theory has focused on _______________ as the basic outcome.
A. job titles
B. pay
C. satisfaction
D. motivation
Answer: B
Difficulty: hard
57. _______________ refers to the perceived equity or fairness of the organizational processes
and procedures used to make resource and allocation decisions.
A. Distributive justice
B. Organizational justice
C. Inequity
D. Procedural justice
Answer: A
Difficulty: medium
58. Procedural justice has a positive effect on all of the following except:
5-15
A. Organizational commitment
B. Getting along with others
C. Trust in superiors
D. Work effort
Answer: B
Difficulty: medium
59. People are more inclined to interpret decisions as fair when:

A. They have a voice in the decision
B. There is consistency is decision making
C. The processes and procedures conform to ethical and moral values
Answer: D
Difficulty: medium
60. _________ justice refers to the perceived equity or fairness of the organization’s processes
and procedures used to make resource and allocation decisions.
A. Perceived
B. Organizational
C. Procedural
D. Decision
Answer: C
Difficulty: hard
61. _________ justice is the degree to which individuals feel fairly treated at the workplace.
A. Perceived
B. Organizational
C. Distributive
D. Reward
Answer: B
Difficulty: medium
62. There are ____ components of organizational justice.
5-16
A. two
B. three
C. four
D. five
Answer: C
Difficulty: hard
Explanation: The four components of this research domain are: distributive, procedural,
interpersonal, and informational justice.
63. Employees who experienced bullying and incivility at work were more likely to experience
all of the following except:
A. Lower life satisfaction
B. Increased desire for informational justice
C. Lower organizational commitment
D. Conflict between work and family
Answer: B
Difficulty: medium
64. _________justice refers to judgments made by employees about whether they feel fairly
treated by their supervisors and other authorities in the organization.
A. Interpersonal
B. Organizational
C. Distributive
D. Reward
Answer: A
Difficulty: hard
65. ______________ justice focuses on whether employees perceive that decisions and other
communication from authorities are explained in a fair manner.
A. Cognitive
B. Distributive
C. Informational
D. Communications
5-17
Answer: C
Difficulty: medium
66. Locke's goal theory highlights all of the following except:

A. Goal specificity
B. Goal intensity
C. Goal equity
D. Goal difficulty
Answer: C
Difficulty: medium
67. All of the following are suggested ways to promote high levels of informational justice
during turbulent times except:
A. Informal "chats" by top managers, whether in person or via e-mail or videoconference
B. Sugarcoating bad news
C. Establishing a human resources hotline that employees can call for updates
D. Creating a Web page that is updated on a daily basis
Answer: B
Difficulty: easy
68. Mike is putting forth an extreme effort to accomplish a goal. Based upon this statement we
can say Mike has _______.
A. high goal commitment
B. high goal intensity
C. high goal drive
D. Both A and B
Answer: A
Difficulty: hard
5-18
69. In a very general sense, ____________ theory suggests that members of an organization
engage in reasonably predictable give-and-take relationships (exchanges) with each other the
organization.
A. equity
B. exchange
C. distribution
D. relationship
Answer: B
Difficulty: easy
70. The ________________is an unwritten agreement between the individual and the
organization that specifies what each expects to give to and receive from the other.
A. exchange contract
B. psychological contract
C. psychological equation
D. relationship covenant
Answer: B
Difficulty: medium
71. Looking at motivation from a content theory approach, the psychological contract suggests
that, in return for time, effort, and other considerations, individuals want to receive:
A. Need gratification
B. Information equity
C. Motivation
D. Job satisfaction
Answer: A
Difficulty: medium
72. _______________ is/are individual-oriented, in that they place primary emphasis on the
characteristics of people.
A. Content theories
B. Expectancy theory
C. Equity theory
D. Goal-setting theory
5-19
Answer: A
Difficulty: hard
73. ____________theory emphasizes the cognitive processes and the role of intentional behavior
in motivation.
A. Cognitive
B. Equity
C. Goal-setting
D. Intentional
Answer: C
Difficulty: medium
74. Which of the following is considered a content theory?

A. Maslow: five-level need hierarchy
B. Vroom: an expectancy theory of choices
C. Locke: goal-setting theory that conscious goals and intentions are the determinants of
behavior
D. All of the choices are based on content theory.
Answer: A
Difficulty: medium
75. Motivation is made up of all the following "components" except:

A. Direction
B. Intensity
C. Opportunity
D. Persistence
Answer: C
Difficulty: medium
SHORT ANSWER QUESTIONS
5-20
76. List three types of deficiencies needs address.
Answer: The deficiencies may be physiological (e.g., a need for food), psychological (e.g., a
need for self-esteem), or sociological (e.g., a need for social interaction).
Difficulty: medium
77. How are psychological and sociological deficiencies different? Provide an example of each.
Answer: Psychological deficiencies (e.g., a need for self-esteem) address physical needs,
sociological deficiencies (e.g., a need for social interaction) address social needs.
Difficulty: medium
78. The text presents four content theories of motivation. What are they?
Answer: Four important content approaches to motivation are: (1) Maslow’s need hierarchy, (2)
Alderfer’s ERG theory, (3) Herzberg’s two-factor theory, and (4) McClelland’s learned needs
theory.
Difficulty: medium
79. To which level of Maslow's hierarchy of needs does "receiving a sufficient salary to live on"
belong?
Answer: Physiological
5-21
Difficulty: medium
80. Maslow identified five needs and arranged them into a hierarchy. Identify the needs.
Answer: (1) Physiological, (2) Safety and security, (3) Belongingness, social, and love, (4)
Esteem, and (5) Self-actualization
Difficulty: medium
81. What are the basic assumptions regarding needs in Maslow's theory?
Answer: Maslow’s theory assumes that a person attempts to satisfy the more basic needs
(physiological) before directing behavior toward satisfying upper-level needs.
Difficulty: medium
82. What needs are associated with Alderfer’s ERG Theory?
Answer: Alderfer’s three needs are: existence (E), relatedness (R), and growth (G), or ERG
Difficulty: medium
83. Provide three examples of what would be considered hygiene factors within the two-factor
approach to motivation.
5-22
Answer: Examples include salary, job security, working conditions, status, company procedures,
quality of technical supervision.
Difficulty: medium
84. What is the basic assumption of Herzberg's model?
Answer: Herzberg’s model basically assumes that job satisfaction is not a unidimensional
concept.
Difficulty: medium
85. Assume that you feel you are being treated unfairly, compared to your coworkers. Identify
four ways that you can restore a feeling or sense of equity.
Answer: Any four of the following: (1) Change your inputs. (2) Change your outcomes. (3)
Change your attitude. (4) Change the reference person(s). (5) Change the inputs or outputs of the
reference person(s). (6) Leave the job or the field.
Difficulty: medium
86. What are the four components research into organizational justice?
Answer: The four components of this research domain are: distributive, procedural,
interpersonal, and informational justice.
Difficulty: hard
5-23
87. In a random telephone survey of 1,000 working adults in the United States, almost half of
respondents reported working for an abusive supervisor at one time or another. List five
workplace behaviors that would have been considered abusive, intimidating, or threatening.
Answer: Student answers will vary, but textbook examples include verbal abuse, threatening
gestures, persistent criticism, yelling, spreading gossip or lies, reminding employees of their
mistakes, excluding or ignoring workers, and/or insulting workers' habits, attitudes, or personal
lives. Other answers may also be correct, such as slamming doors, pounding on tables, throwing
things, making fun of one's clothing or physical attributes, or standing aggressively close while
having discussions.
Difficulty: easy
88. What is the general concept behind exchange theory?
Answer: The general concept behind exchange theory is that members of an organization should
engage in reasonably predictable give-and-take relationships with each other.
Difficulty: medium
89. What is a psychological contract?
Answer: It is an unwritten agreement between an employee and the organization that specifies
that each expects to give and to receive from the other.
Difficulty: medium
90. While some aspects of an employment relationship, such as pay and standard work hours,
may be explicitly stated, while others are not. Name three aspects of an employment relationship
that are not generally spelled out, but implied.
5-24
Answer: Any three of the following: (a) satisfaction, (b) challenging work, (c) fair treatment, (d)
loyalty, (e) opportunities to be creative. Other answers may also be correct.
Difficulty: medium
ESSAY QUESTIONS
91. Motivation is just one of several factors that influence productivity. What other factors were
discussed in the text? What is the relationship between these factors and motivation?
Answer: No one questions that motivation plays a central role in shaping behavior influencing
work performance. However, other variables are thought to play a role in performance as well.
These variables include ability, instinct, and aspiration level, as well as personal factors such as
age, education, and family background. As shown in Exhibit 5.1, job performance is a function
of the capacity to perform, the opportunity to perform, and the willingness to perform.
Difficulty: hard
92. What are the components of motivation and which is most important?
Answer: Motivation, even when coupled with a capacity and opportunity to perform, does not
ensure high performance. What the manager really wants is motivation that results in more or
different behaviors. Direction must be considered so the employee has the opportunity to choose
a path that leads to the behavior management desires. If direction is unclear, the employee may
choose a direction that is opposite management's intentions. Intensity deserves consideration,
because while two employees may engage in the same behavior, one may do it much better, or
with greater commitment than the other. Management must try to motivate performance that
achieves an acceptable and sustainable level of effort. Finally, management generally hopes to
motivate performance that will last for a certain period—whether permanent or short term. The
challenge becomes finding a way to keep people behaving as desired and for as long as
necessary. The three components are interwoven, and each is necessary to prompt predictable
performance outcomes. None is more important than the others because of this interaction.
5-25
Difficulty: hard
93. If you were an organizational consultant, which content theories would you use to explain
motivation?
Answer: Student answers will vary. Some will gravitate toward the needs hierarchies, despite
their shortcomings, because they fit "intuitively." Students will likely see themselves progressing
toward self-actualization and focusing less on surviving. Among the process theories, goal
setting will probably get votes because it is a specific technique that managers can implement
with employees. Expectancy theory is also an applied theory; students will like its ability to sort
out desire, performance, and expected outcomes. Some students may indicate, accurately, that
the concept of the psychological contract is equally applicable to both content and process
approaches to motivation.
Difficulty: hard
94. How do Alderfer’s ERG theory and Maslow’s need hierarchy differ?
Answer: Alderfer’s three needs—existence (E), relatedness (R), and growth (G), or ERG—
correspond to Maslow’s in that the existence needs are similar to Maslow’s physiological and
safety categories; the relatedness needs are similar to the belongingness, social, and love
category; and the growth needs are similar to the esteem and self-actualization categories. In
addition to a difference in the number of categories, Alderfer’s ERG theory and Maslow’s need
hierarchy differ on how people move through the sets of needs. Maslow proposed that unfulfilled
needs are predominant and that the next-higher level of needs isn’t activated or triggered until
the predominant need is adequately satisfied. Thus, a person only progresses up the need
hierarchy once a lower-level need is adequately satisfied. In contrast, Alderfer’s ERG theory
suggests that, in addition to the satisfaction-progression process that Maslow proposed, a
frustration-regression process is also at work. That is, if a person is continually frustrated in
attempts to satisfy growth needs, relatedness needs reemerge as a major motivating force,
causing the individual to redirect efforts toward satisfying a lower-order need category.
Difficulty: hard
5-26
95. Would you advise organizations to focus on extrinsic or intrinsic motivation? Explain.
Answer: Some students will prefer intrinsically motivated subordinates because of their belief
that such motivation produces greater job performance (some research supports this belief).
Understanding the intrinsic motivations of individual employees requires listening and
understanding, and responding in a meaningful way requires flexibility on the part of the
manager and the organization. Intrinsic rewards include such things as recognition,
responsibility, advancement, and the work itself. Other students may prefer extrinsically
motivated workers because managers more easily control extrinsic rewards, such as work
surroundings, salary, status, and quality of interpersonal relations.
Difficulty: medium
96. Why do Salancik and Pfeffer believe that need models, such as Maslow's and Alderfer's,
have become so popular?
Answer: Salancik and Pfeffer proposed that need theories have become popular because they are
consistent with other theories of rational choice, and because they attribute freedom to
individuals. The idea that individuals shape their actions to satisfy unfulfilled needs gives
purpose and direction to individual activity. Furthermore, they are simple and easily expressed
views of human behavior.
Difficulty: hard
97. Relate Herzberg’s theory to organizational design. In your explanation connect the theory to
the components motivation.
Answer: Herzberg's two-factor theory implies that organizations must create interesting,
intrinsically rewarding jobs, if they want to motivate people. Manipulating compensation
systems alone will not motivate workers. On the other hand, adequate rewards must be offered or
employees will be dissatisfied. Pay might be more than adequate, but if job design does not
provide intrinsic rewards, employees may perform less intensely and less persistently, or even
direct their efforts to finding intrinsic rewards, whether or not that meets management's needs. In
5-27
similar ways, incongruence between reward systems and the job itself may cause undesirable
behaviors due to inadequate attention to direction, intensity, or persistence.
Difficulty: hard
98. What role does perception play in determining whether an employee is receiving equitable
treatment?
Answer: Perception plays a critical role determining equity or inequity, and it varies substantially
between individuals. It is difficult to accurately measure the person's perception of a Comparison
Other's inputs and outputs, his/her own inputs and outputs, and the strength of perceived equity
or inequity. A manager may perceive that the subordinate is receiving very fair treatment while
the subordinate strongly perceives otherwise. In such a case, the manager can assist by helping
the employee identify the source of the misperception (e.g. a new employee using a long tenured
employee as the Comparison Other) and then encouraging the employee to engage in a more
appropriate evaluation of equity (e.g. using another new hired as the Comparison Other).
Difficulty: medium
99. Is there a psychological contract between the students enrolled in this course and the
instructor? What are some of the specifics of this contract? How was the contract determined?
Answer: Students will probably suggest that there is a psychological contract between the
students and the instructor and that the contract involves features such as the following: (1)
Instructor's obligations include organizing and teaching the course, being available to assist
students in the learning process, making assignments, giving exams and objectively compiling
grades on the student's performance; and (2) Student's obligations involve coming to class,
taking notes, participating in discussion, exercises and case analysis, doing assigned readings and
projects, and taking tests The contract is a function of the class syllabus, opening day statements
by the instructor, and by the guidelines each institution sets up for student and instructor conduct.
Some students might suggest that the instructor has an obligation to be interesting, entertaining,
funny, inspirational, and understanding of student excuses for incomplete or unacceptable work.
Difficulty: medium
5-28
100. Should organizations manage the psychological contract?
Answer: Managing the psychological contract successfully is one of the more important and
challenging aspects of most managers’ jobs. The more attuned the manager is to the needs and
expectations of subordinates, the greater the number of matches that are likely to exist and be
maintained in the psychological contract. This, in turn, can positively impact the direction,
intensity, and persistence of motivation in the organization.
Difficulty: medium
5-29

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Chapter 05 - Motivation

Solution Manual for Organizational Behavior and

TRUE / FALSE QUESTIONS

1. Persistence is an important component of motivation.

7. As managers advance in an organization, their need for security increases.

11. McClelland's theory of motivation places emphasis on socially acceptable behavior.

15. The valence associated with an outcome is by definition always positive.

21. It is important for any goal to be clear, meaningful, and unique.

24. Needs may be viewed as energizers or triggers of behavioral responses.

MULTIPLE CHOICE QUESTIONS

Topic: Chapter Introduction

29. Joining the bowling team to make friends is a _______________ need.

Topic: The Starting Point: Needs Motivate Employees

31. Which of the following is highest on Maslow's hierarchy of needs?

34. Which of the following is an example of Maslow's self-actualization?

35. Which of the following is an example of Maslow's esteem?

39. According to Herzberg, which of the following is a motivator?

40. Job _______________ is defined as the process of building personal achievement,

46. Which of the following statements best reflects Maslow's theory?

48. Which of the following statements best reflects Herzberg's theory?

49. Which of the following statements best reflects McClelland's theory?

59. People are more inclined to interpret decisions as fair when:

62. There are ____ components of organizational justice.

66. Locke's goal theory highlights all of the following except:

74. Which of the following is considered a content theory?

75. Motivation is made up of all the following "components" except:

SHORT ANSWER QUESTIONS

76. List three types of deficiencies needs address.

82. What needs are associated with Alderfer’s ERG Theory?

84. What is the basic assumption of Herzberg's model?

88. What is the general concept behind exchange theory?

89. What is a psychological contract?

100. Should organizations manage the psychological contract?

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