Supervision Concepts and Skill-Building Samuel Certo 10e

Supervision Concepts and Skill-Building Samuel Certo 10e

Chapter 11

Motivating Employees

1. Giving people incentives that cause them to act in desired ways is known as ________.
2. consideration
3. bribery
4. C. motivation
5. punishment

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Difficulty: 1 Easy

Learning Objective: 11-01: Identify the relationship between motivation and performance.

Topic: How Does Motivation Work?

Feedback: Giving people incentives that cause them to act in desired ways is known as motivation. Among other things, supervisors must motivate their employees to do good work, complete assignments on time, and have good attendance. Gamification is one of the ways to do that.

2. The objective of motivating employees is to
3. A. lead them to perform in ways that meet the goals of the department and the organization.
4. get as much work out of them as possible to maximize company profits.
5. justify their positions, especially during a layoff, so they do not lose their jobs.
6. help them believe that they can attain desired incentives.

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Difficulty: 2 Medium

Learning Objective: 11-01: Identify the relationship between motivation and performance.

Topic: How Does Motivation Work?

Feedback: The objective of motivating employees is to lead them to perform in ways that meet the goals of the department and the organization. Because supervisors are evaluated largely on the basis of how well their group performs, motivation is an important skill for supervisors to acquire.

3. The theories of motivation that focus on what things motivate workers are called
4. A. content theories.
5. process theories.
6. expectancy theories.
7. equity theories.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Some theories of motivation have focused on what things motivate workers. These are called content theories because they focus on the content of the motivators.

4. Which of the following is true about Maslow’s hierarchy of needs theory?
5. Security needs include the desire for love, friendship, and companionship.
6. B. Maslow argues that needs are organized into a hierarchy, and the most basic needs are at the bottom of the hierarchy.
7. People seek and aim to meet only one category of needs at a time.
8. The needs that motivate people fall into three basic categories.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Maslow argues that needs are organized into a hierarchy, and the most basic needs are at the bottom of the hierarchy. People try to satisfy these needs first. At the top of the hierarchy are the needs people try to satisfy only when they have met most of their other needs.

5. Edgar, a student at New York University, goes to Luanda every summer to teach poor kids. He volunteers with an Angolan government agency for two months every year for this purpose. Which of the following needs categorized by Maslow’s theory does Edgar want to satisfy?
6. Power
7. Security
8. C. Self-actualization
9. Expectancy

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Self-actualization needs describe the desire to live up to your full potential. People on the path to meeting these needs will not only be doing their best at work and at home but also be developing mentally, spiritually, and physically. Edgar is trying to develop himself mentally and spiritually by teaching poor kids.

6. Jim was praised by his manager for his work. In this case, according Maslow’s hierarchy of needs, Jim’s ________ needs have been met.
7. physiological
8. social
9. self-actualization
10. D. esteem

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Esteem needs are the needs for self-esteem and the respect of others. Acceptance and praise are two ways these needs are met. Hence, Jim’s esteem needs have been met.

7. Anna goes on a meditation retreat in India to develop herself spiritually. According to Maslow’s hierarchy of needs, which need is she trying to satisfy?
8. Physiological need
9. Social need
10. C. Self-actualization need
11. Esteem need

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Self-actualization needs describe the desire to live up to your full potential. People on the path to meeting these needs will not only be doing their best at work and at home but also be developing mentally, spiritually, and physically. Anna is trying to satisfy her self-actualization needs by developing herself spiritually.

8. Emma applies for medical insurance. Which hierarchical need is she trying to satisfy?
9. Physiological need
10. Social need
11. Self-actualization need
12. D. Security need

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Security needs keep you free from harm. In modern society, these might include insurance, medical checkups, and a home in a safe neighborhood. By applying for medical insurance, Emma is trying to satisfy her need for security.

9. According to Maslow, a man who has met his security needs is most likely to also have satisfied his ________ needs.
10. A. physiological
11. social
12. esteem
13. self-actualization

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: According to Maslow, a man who has met his security needs is most likely to also have satisfied his physiological needs. Social needs follow security needs. According to Maslow, people only seek to meet higher-level needs as lower-level needs are met.

10. According to Maslow, a man will satisfy his ________ needs before he attempts to satisfy his social needs.
11. A. physiological
12. spiritual
13. esteem
14. self-actualization

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: According to Maslow, a man will satisfy his physiological needs before he attempts to satisfy his social needs. Physiological needs are considered to be at the bottom of the needs hierarchy. According to Maslow, people only seek to meet higher-level needs as lower-level needs are met.

11. Alan, a stockbroker, did well in the commodities market and decided to buy a Ferrari. According to Maslow’s motivational theory, Alan is most likely fulfilling his
12. A. esteem need.
13. physiological need.
14. safety need.
15. self-actualization need.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Esteem needs are the needs for self-esteem and the respect of others. Hence, Alan has decided to buy a Ferrari to boost his self-esteem.

12. When a person does not feel valued by his or her company, the person’s ________ needs are most likely to be unfulfilled.
13. A. esteem
14. social
15. physiological
16. self-actualization

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Esteem needs are the needs for self-esteem and the respect of others. When a person does not feel valued by his or her company, the person’s esteem needs are most likely to be unfulfilled.

13. Brian is the manager of a sales office. His company has not been doing well lately, and all his employees are demotivated because of that. Which of the following needs must Brian try to satisfy in order to motivate his employees?
14. Spiritual
15. B. Security
16. Physiological
17. Self-actualization

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: As the company is not doing well, employees are more likely to want job security than anything else. Hence, Brian should try to satisfy the security needs of his employees. Security needs keep people free from harm.

14. Which of the following is a shortcoming of Maslow’s hierarchy of needs theory?
15. It is only applicable to work settings.
16. It cannot be applied to the piecework system.
17. C. It was not tested for relevance to the work settings.
18. It relies heavily on the Pygmalion effect.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Maslow’s hierarchy is a widely cited view of motivation, but it has shortcomings. Critics (including Maslow himself) have noted that the theory is based on clinical work with neurotic patients and was not tested much for relevance to the work settings.

15. Applied to a work situation, Maslow’s theory means a supervisor must
16. recognize that employees are only motivated by money.
17. B. be aware of the current needs of particular employees.
18. actively try to eliminate the Pygmalion effect.
19. always use the piecework system for providing financial incentives.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Applied to a work situation, Maslow’s theory means a supervisor must be aware of the current needs of particular employees. During a serious recession, a factory supervisor may find that many employees are highly motivated just to keep their jobs so they can pay their bills. In contrast, employees who are less worried about keeping a job may respond well to efforts to meet social needs.

16. A policy that grants employees some leeway in choosing which 8 hours a day or which 40 hours a week to work is called
17. job sharing.
18. gainsharing.
19. C.
20. a compressed workweek.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: A policy that grants employees some leeway in choosing which 8 hours a day or which 40 hours a week to work is called flextime. Some organizations have responded to their employees’ need for flexibility in their work hours with “family-friendly” policies, which typically include flexible work arrangements.

17. Cathy, an employee, has to take leave on Monday. So, in order to compensate, she takes her company laptop home to work. This is an example of ________.
18. job sharing
19. B. telecommuting
20. flextime
21. a compressed workweek

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Some employees can and want to work from home, keeping in touch by means of computer and telephone lines. This is known as telecommuting. Some organizations have responded to their employees’ need for flexibility in their work hours with “family-friendly” policies, which typically include flexible work arrangements.

18. Vinita and Lilly work on the same projects in Cyber Max Company. They both manage the duties of a single position in the company. They only work for 5 hours every day as both of them have six-month-old babies. What type of work arrangement does this exemplify?
19. Flextime
20. B. Job sharing
21. Telecommuting
22. Staggered shifts

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Job sharing is an arrangement in which two part-time employees share the duties of one full-time job. In the scenario, Vinita and Lilly are engaging in job sharing.

19. McClelland’s theory is based on which of the following needs?
20. Physiological, social, and self-actualization
21. B. Achievement, power, and affiliation
22. Reward, power, and social
23. Esteem, social, and security

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: In the 1960s, David McClelland developed a theory of motivation based on the assumption that through their life experiences, people develop various needs. His theory focuses on three such needs: the need for achievement, the need for power, and the need for affiliation.

20. Which of the following is true according to McClelland’s achievement-power-affiliation theory?
21. The need for affiliation is the desire to do something better than it has been done before.
22. People with a high need for power desire close and friendly relationships and don’t like to be responsible for other people.
23. People with a high need for achievement prefer unchallenging goals as they are easier to achieve.
24. D. The nature of a person’s early life experiences can influence the person’s needs.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: In the 1960s, David McClelland developed a theory of motivation based on the assumption that through their life experiences, people develop various needs. His theory focuses on the need for affiliation, power, and achievement. The nature of a person’s early life experiences may cause one of these needs to be particularly strong.

21. A person with a strong need for achievement
22. A. is more motivated by success than by money.
23. tries to influence others.
24. seeks out advancement and responsibility.
25. seeks approval and acceptance.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: A person with a strong need for achievement is more motivated by success than by money. This person tends to set challenging but achievable goals and to assess risk carefully.

22. According to David McClelland, a person with a strong need for achievement tends to
23. A. set challenging but achievable goals.
24. assess risk carelessly.
25. actively avoid work.
26. be more motivated by money than success.

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Difficulty: 2 Medium

Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: A person with a strong need for achievement is more motivated by success than by money. This person tends to set challenging but achievable goals and to assess risk carefully.

23. The factor that differentiates McClelland’s theory from Maslow’s theory is that McClelland’s theory:
24. considers group differences rather than individual differences.
25. assumes the same pattern of needs for all people.
26. implies that supervisors must remember that employees are motivated by a variety of possibilities.
27. D. assumes different people have different patterns of needs.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: McClelland’s theory differs from Maslow’s in that it assumes different people have different patterns of needs, whereas Maslow’s theory assumes the same pattern of needs for all people. Thus, McClelland considers individual differences.

24. Which of the following is a statement that both McClelland’s theory and Maslow’s theory agree upon?
25. Money is the only motivating factor for all employees.
26. All people have the same pattern of needs.
27. C. Supervisors must remember that employees are motivated by a variety of possibilities.
28. Different people have different patterns of needs.

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Difficulty: 2 Medium

Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: McClelland’s theory differs from Maslow’s in that it assumes different people have different patterns of needs, whereas Maslow’s theory assumes the same pattern of needs for all people. Both theories, however, imply that supervisors must remember that employees are motivated by a variety of possibilities.

25. According to Herzberg’s two-factor theory, which of the following is included in hygiene factors?
26. A. Salary and benefits
27. Personal growth
28. Work in itself
29. Opportunity for recognition

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: According to Herzberg’s two-factor theory, dissatisfaction results from the absence of what Herzberg calls hygiene factors, which include salary and relationships with others. In contrast, satisfaction results from the presence of what Herzberg calls motivating factors, which include opportunities offered by the job.

26. Frederick Herzberg’s research led to the conclusion that
27. dissatisfaction results from the presence of hygiene factors.
28. B. employee satisfaction and dissatisfaction stem from different sources.
29. money is the only motivator for employees.
30. organizations that provide only motivating factors ensure optimum productivity.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Frederick Herzberg’s research led to the conclusion that employee satisfaction and dissatisfaction stem from different sources. According to this two-factor theory, dissatisfaction results from the absence of what Herzberg calls hygiene factors, which include salary and relationships with others.

27. According to Herzberg’s two-factor theory, dissatisfaction results from the
28. A. absence of hygiene factors.
29. presence of motivating factors.
30. Pygmalion effect.
31. lack of the need for affiliation.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Frederick Herzberg’s research led to the conclusion that employee satisfaction and dissatisfaction stem from different sources. According to this two-factor theory, dissatisfaction results from the absence of what Herzberg calls hygiene factors, which include salary and relationships with others.

28. According to Herzberg’s two-factor theory, satisfaction results from the
29. presence of hygiene factors.
30. B. presence of motivating factors.
31. Pygmalion effect.
32. fulfilment of security needs.

AACSB: Analytic

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: According to Herzberg’s two-factor theory, satisfaction results from the presence of motivating factors. Motivating factors include opportunities offered by the job.

29. Frederick Herzberg found that employees are most productive when organizations
30. provide “family-friendly” policies, which typically include flexible work arrangements.
31. stop the use of telecommuting.
32. eliminate the Pygmalion effect.
33. D. provide a combination of desirable hygiene factors and motivating factors.

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Frederick Herzberg found that employees are most productive when organizations provide a combination of desirable hygiene factors and motivating factors. According to this theory, an organization cannot ensure that its employees will be satisfied and productive simply by giving them a big pay raise every year.

30. Michael was an engineer in a large aerospace company. He was unhappy with his job, and it was beginning to show in terms of his work performance. His supervisor, Nick, tried to motivate Michael by telling him about the new employee benefit plans that the company would be coming out with within the next quarter. Nick also told Michael about the new building that they were going to move to next month. According to Herzberg’s two-factor theory, which type of factor was Nick using to motivate Michael?
31. Motivating factors
32. B. Hygiene factors
33. Reinforcement factors
34. Affiliation factors

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: According to Herzberg’s two-factor theory, dissatisfaction results from the absence of what Herzberg calls hygiene factors, which include salary and relationships with others. Hence, Nick was using hygiene factors to motivate Michael.

31. According to Herzberg, which of the following is a hygiene factor?
32. Personal growth
33. Advancement
34. Responsibility
35. D. Supervision

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: According to Herzberg, supervision is a hygiene factor. Responsibility, advancement, and personal growth are motivating factors.

32. A family-friendly policy that allows employees to work more hours on fewer days, allowing more days off, is called ________.
33. A. a compressed workweek
34. part-time work
35. telecommuting
36. flextime

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: Compressed workweek is a family-friendly flexible work arrangement. It allows employees to work more hours on fewer days (for example, 9 hours a day for four days each week), allowing more days off.

33. Jina works as an accountant for a small manufacturing company. She works from home on weekdays so that she can keep an eye on her ailing father. The company has provided her with a computer that allows her to keep in touch via e-mail. Which of the following flexible work arrangements is exemplified in this scenario?
34. Compressed workweek
35. B. Telecommuting
36. Job sharing
37. Part-time work

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: In this scenario, Jina is using a flexible work arrangement called telecommuting. It allows employees who can and want to work from home to keep in touch by means of computer and telephone lines.

34. Catherine attends high school during the day and works as a childcare provider in the evening. She saves most of the money she makes and intends to use it to travel the country. Which of the following flexible work arrangements is exemplified in this scenario?
35. Job sharing
36. Telecommuting
37. C. Part-time work
38. Compressed workweek

AACSB: Reflective Thinking

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Difficulty: 3 Hard

Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: In this scenario, Catherine is using a flexible work arrangement called part-time work. For employees who can afford to work less than full time, this option frees them to spend more time meeting other needs.

35. In the context of David McClelland’s theory of motivation, the need for achievement refers to the desire to ________.
36. maintain close and friendly personal relationships
37. be responsible for other people
38. control and influence other people
39. D. do something better than it has been done before

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Difficulty: 2 Medium

Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: According to David McClelland’s achievement-power-affiliation theory, the need for achievement refers to the desire to do something better than it has been done before.

36. In the context of Frederick Herzberg’s two-factor theory, which of the following is categorized as a hygiene factor?
37. A. Working conditions
38. Work in itself
39. The opportunity for achievement
40. The opportunity for recognition

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Blooms: Remember

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: In the context of Frederick Herzberg’s two-factor theory, working conditions are categorized as a hygiene factor. According to this theory, employees’ dissatisfaction results from the absence of what Herzberg calls hygiene factors.

37. In the context of Frederick Herzberg’s two-factor theory, which of the following is categorized as a motivating factor?
38. Relationship with subordinates
39. B. Personal growth
40. Company policy
41. Supervision

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Learning Objective: 11-02: Describe content theories of motivation.

Topic: How Does Motivation Work?

Feedback: In the context of Frederick Herzberg’s two-factor theory, personal growth is categorized as a motivating factor. Relationship with subordinates, company policy, and supervision are categorized as hygiene factors.

38. Which of the following theories maintains that people keep doing things that have led to consequences they like, and people avoid doing things that have had undesirable consequences?
39. A. Skinner’s reinforcement theory
40. Vroom’s expectancy–valence theory
41. Herzberg’s two-factor theory
42. McClelland’s achievement-power-affiliation theory

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Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: According to Skinner’s reinforcement theory, people keep doing things that have led to consequences they like, and people avoid doing things that have had undesirable consequences. For example, praise feels good to receive, so people tend to do things that, in their experience, result in praise.

39. Which of the following is true about Vroom’s expectancy–valence theory?
40. A. It is based on employees’ perceptions of rewards and whether they are able to achieve them.
41. According to this theory, dissatisfaction results from the absence of hygiene factors and satisfaction results from the presence of motivating factors.
42. It focuses on three needs, namely power, achievement, and affiliation.
43. It argues that needs are organized into a hierarchy and the most basic needs are at the bottom of the hierarchy.

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Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Vroom’s expectancy–valence theory says that the strength of motivation equals the perceived value of the outcome of a particular behavior times the perceived probability that the behavior will result in the outcome. This theory is based on employees’ perceptions of rewards and whether they are able to achieve them.

40. Which assumption did Vroom make when he set out to explain what determines the intensity of motivation?
41. Money is the only motivator for all employees.
42. B. People act as they do to satisfy their needs.
43. The Pygmalion effect applies to all situations.
44. Dissatisfaction arises from the lack of hygiene factors.

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Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Assuming that people act as they do to satisfy their needs, Victor Vroom set out to explain what determines the intensity of motivation. Vroom’s expectancy–valence theory says that the strength of motivation equals the perceived value of the outcome of a particular behavior times the perceived probability that the behavior will result in the outcome.

41. According to Vroom’s expectancy–valence theory, valence is
42. an unpleasant consequence of an undesirable behavior.
43. the perceived probability that a promised reward will actually be received.
44. C. the value a person places on the outcome of a particular behavior.
45. the cause for all types of dissatisfaction.

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Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Valence is the value a person places on the outcome of a particular behavior. For example, a person may highly value the prestige and the bonus that result from submitting a winning suggestion in a contest for improving quality.

42. According to Vroom’s expectancy–valence theory, expectancy is
43. a measure of the impact of the Pygmalion effect.
44. the deciding factor used in the piecework system.
45. the value a person places on the outcome of a particular behavior.
46. D. the perceived likelihood that a behavior will lead to an outcome.

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Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Expectancy is the perceived likelihood that a behavior will lead to an outcome. Assuming that people act as they do to satisfy their needs, Victor Vroom set out to explain what determines the intensity of motivation.

43. According to Vroom’s expectancy–valence theory, instrumentality is
44. a measure of the impact of the Pygmalion effect.
45. a measure of the usefulness of an employee.
46. C. the perceived probability that a promised reward will actually be received.
47. the perceived likelihood that a behavior will lead to an outcome.

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Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Instrumentality is the perceived probability that a promised reward will actually be received. In order for an employee to submit a winning suggestion, he or she should be fairly certain that the behavior will be rewarded as promised.

44. Greta, the manager of a company, has implemented a payments-for-suggestions plan whereby employees get paid for providing valid suggestions that can help the company. She found that not many employees came forward with suggestions. Upon further investigation, she found out that employees did not think that they would actually be paid for making suggestions. So, she made the payments-for-suggestions plan part of their work contract, which guaranteed that they would be paid. According to Vroom’s expectancy–valence theory, Greta has increased the ________ of her plan to motivate her employees.
45. A. instrumentality
46. expectancy
47. valence
48. reinforcement

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Difficulty: 3 Hard

Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Instrumentality is the perceived probability that a promised reward will actually be received. In order for an employee to submit a winning suggestion, he or she should be fairly certain that the behavior will be rewarded as promised. By making it certain that the employees will be rewarded, Greta has increased the instrumentality of her plan.

45. ________ theory says that the strength of motivation equals the perceived value of the outcome of a particular behavior times the perceived probability that the behavior will result in the outcome.
46. A. Vroom’s expectancy–valence
47. Herzberg’s two-factor
48. McClelland’s achievement-power-affiliation
49. Alderfer’s ERG

AACSB: Reflective Thinking

Accessibility: Keyboard Navigation

Blooms: Apply

Difficulty: 3 Hard

Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Vroom’s expectancy–valence theory says that the strength of motivation equals the perceived value of the outcome of a particular behavior times the perceived probability that the behavior will result in the outcome. In other words, people are most motivated to seek results they value highly and think they can achieve.

46. Reinforcement theory implies that supervisors can
47. A. encourage or discourage a particular kind of behavior by the way they respond to the behavior.
48. only use money as a motivating factor.
49. use the piecework system to punish workers effectively.
50. rely on the Pygmalion effect to accurately determine an employee’s motivation levels.

AACSB: Analytic

Accessibility: Keyboard Navigation

Blooms: Understand

Difficulty: 2 Medium

Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Reinforcement theory implies that supervisors can encourage or discourage a particular kind of behavior by the way they respond to the behavior. They can administer reinforcement, which can involve either giving a desired consequence or ending a negative consequence in response to behavior the supervisor wants.

47. Reinforcement differs from punishment in that it is
48. A. more effective in the long term.
49. less effective in the short term.
50. less effective in the long term.
51. more effective in the short term.

AACSB: Analytic

Accessibility: Keyboard Navigation

Blooms: Understand

Difficulty: 2 Medium

Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: For long-term results, reinforcement is more effective than punishment. Psychologists have found that repeated punishment (or failure) can lead to an unhappy consequence called “learned helplessness.”

48. Both Vroom’s and Skinner’s process theories both state that supervisors motivate most effectively when they
49. only provide extrinsic rewards.
50. eliminate the Pygmalion effect.
51. C. place less emphasis on punishing infractions.
52. use more punishment than reinforcement.

AACSB: Analytic

Accessibility: Keyboard Navigation

Blooms: Understand

Difficulty: 2 Medium

Learning Objective: 11-03: Describe process theories of motivation.

Topic: How Does Motivation Work?

Feedback: Together, Vroom’s and Skinner’s process theories support the idea that supervisors motivate most effectively when they place less emphasis on punishing infractions and more on giving employees a desirable goal and the resources that enable them to achieve that goal.