The frustration-regression hypothesis offered by Alderfer suggests individuals frustrated in their attempts to satisfy

TRUE/FALSE

1. Motivation is a function of the interaction between performance, ability and environment.

(False)

2. Job security is an example of Maslow’s safety needs.

(True)

3. Alderfer’s existence needs correspond to Maslow’s physiological and safety needs.

(True)

4. The frustration-regression hypothesis offered by Alderfer suggests individuals frustrated in their attempts to satisfy one need regress to another.

(True)

5. Salary is a motivator in Herzberg’s two-factor theory.

(False)

6. Hygiene factors are part of the context of the job.

(True)

7. The absence of hygiene factors in the work environment leads to worker dissatisfaction.

(True)

8. Individuals with a high need for achievement may neglect managerial activities like coaching as a waste of time.

(True)

9. A high need for power is always a destructive element in the workplace.

(False)

10. Process-based theories view motivation as a rational process.

(True)

11. One way to deal with perceived inequity is to decrease your own inputs.

(True)

12. Equity theory suggests that those perceiving inequity can react to the situation by having the referent decrease inputs.

(False)

13. Over-rewarded individuals experience a great deal of guilt and substantially increase their effort to restore their feelings of equity.

(False)

14. Benevolents expect to receive substantial compensation for relatively little input.

(False)

15. You worked really hard on your paper and were very proud to get an A on it. Then you found out that everyone who wrote ten pages or more got an A and now you are upset. You are experiencing high distributive justice.

(False)

16. One effective way of achieving procedural justice is to allow employees a voice in decision making.

(True)

17. High levels of justice create higher levels of employee commitment.

(True)

18. People perceived as fair recognize that what they believe is fair may differ from what others perceive as fair.

(True)

19. Expectancy theory’s instrumentality dimension refers to the degree to which one believes that effort leads to performance.

(False)

20. To influence instrumentality, make sure rewards are seen as desirable.

(False)

21. Expectancy theory is a need-based theory.

(False)

22. The phenomenon of “the folly of rewarding A while hoping for B” suggests that at times, people are rewarded for the wrong kind of behavior.

(True)

23. Reinforcement theory is based on behavioral and operant conditioning.

(True)

24. To reduce the frequency of negative behaviors, remove the rewards that followed those unwanted behaviors.

(True)

25. Extinction is increasing the frequency of desirable behaviors.

(False)

26. Using the extinction approach to get a coworker to quit using inappropriate jokes during his conversations means you ignore the jokes instead of laughing at them.

(True)

27. Giving an employee a sales commission every time he makes a sale is an example of a continuous reinforcement schedule.

(True)

28. Michael needs to discipline one of his employees. Before doing so, he should make sure the punishment he is administering fits the crime.

(True)

29. Motivation is culturally based.

(True)

30. Being among the best paid workers in the retail industry is the sole reason why employees at Trader Joe’s are so motivated.

(False)