Test bank for managing human behavior in public and nonprofit organizations 5th edition robert b den

Test Bank for Managing Human Behavior in Public and Nonprofit Organizations, 5th Edition, Ro

Test Bank for Managing Human Behavior in Public and Nonprofit Organizations, 5th Edition, Robert B. Denhardt, Janet V. Denhardt, Maria P. Aristigueta, Kelly C. Rawlings, To download the complete and accurate content document, go to: https://testbankbell.com/download/test-bank-for-managing-human-behavior-in-publicand-nonprofit-organizations-5th-edition-robert-b-denhardt-janet-v-denhardt-maria-p-ar istigueta-kelly-c-rawlings/

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Instructor Resource Denhardt et al., Managing Human Behavior in Public and Nonprofit Organizations, 5th Edition SAGE Publishing, 2020

Chapter 6: Motivation and Engagement Test Bank Multiple Choice 1. Projection is a mental process in which we ______. a. attribute or assign our own feelings, motives, or qualities to other people b. chart the feelings, motives, or qualities of other people c. ignore the feelings, motives, or qualities of other people d. influence the feelings, motives or qualities of other people Ans: A Difficulty Level: Easy 2. All of the following are assumptions of Theory X EXCEPT for ______. a. people are resistant to change b. workers lack ambition c. workers are basically gullible and not bright d. workers are creative Ans: D Difficulty Level: Medium 3. Theory X is based on ______ assumptions about worker motivations. a. conventional b. non-conventional c. modernistic d. reformatory Ans: A Difficulty Level: Easy 4. Theory Y assumptions require ______ to accept responsibility for arranging organizational conditions and methods of operation so that people can achieve their own goals best by directing their own efforts toward organizational objectives. a. management b. manager c. staff d. worker Ans: A Difficulty Level: Medium 5. “Self-actualization” is the ______ category in the Maslow’s hierarchy of needs. a. lowest b. second c. third

d. highest Ans: D Difficulty Level: Easy 6. McGregor’s suggested strategies that can be considered consistent with Theory Y assumptions are ______. a. delegation, job enlargement, and participative management b. delegation, job creation, and leadership c. job creation, leadership, and change management d. job enlargement, change management, and delegation Ans: A Difficulty Level: Easy 7. Which of the following is a category in the Maslow’s hierarchy of needs? a. physiological needs b. psychological needs c. psychosomatic needs d. psychophysical needs Ans: A Difficulty Level: Medium 8. Aldefer suggested that Maslow’s hierarchy may be collapsed from five levels to which three types of needs? a. existence, relatedness, and dynamism b. existence, relatedness, and growth c. dynamism, relatedness, and growth d. existence, creation, and dynamism Ans: B Difficulty Level: Easy 9. The two-factor motivation–hygiene theory was proposed by ______. a. Maslow b. Herzberg c. Aldefer d. Juran Ans: B Difficulty Level: Easy 10. McClelland found that those with high achievement needs perform better when they are working on ______ tasks, want feedback on how well they are doing, and take personal responsibility for their ______. a. moderately difficult; performance b. extremely difficult; motivation c. easy; motivation d. easy; performance Ans: A

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Difficulty Level: Medium 11. According to Vroom, which of the following concepts are important to understanding human motivation? a. balance, expectations, and drive b. valence, expectancy, and force c. tolerance, opportunity, and growth d. temptation, control, and pressure Ans: B Difficulty Level: Medium 12. Porter and Lawler refined Vroom’s model to suggest that, although employee effort is determined by both the value placed on certain outcomes and the degree to which people believe that their efforts will lead to these rewards, effort does not always lead to task accomplishment. They suggested that ______ need to be considered. a. employee opportunity and employee growth b. organizational ability and structural role c. employee ability and role clarity d. employee ability and organizational clarity Ans: C Difficulty Level: Medium 13. Theory Y is based on the recognition that people need opportunities at work to satisfy not only lower-level needs for wages and decent working conditions, but also ______. a. higher-level social and ego needs b. recognition of a job well done c. a reward system that goes beyond such means d. higher-level needs for self-actualization Ans: A Difficulty Level: Medium 14. Much of the theoretical base of the field of organizational behavior assumes that behavior is ______. a. classifiable in categories b. manipulated if the causes are understood clearly c. purposeful or goal directed d. dependent on motivational levels Ans: C Difficulty Level: Easy 15. People with high self-efficacy tend to ______. a. set reasonable goals and exceed expectations b. set high personal goals and to perform well c. set achievable goals and share their accomplishments d. set high goals and consistently do not achieve them

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Ans: B Difficulty Level: Easy 16. Equity theories present a model of motivation based on the notion of ______. a. organizational structure b. social exchange c. political relationships and ambiguity d. equitable relief Ans: B Difficulty Level: Easy 17. The “equity norm” suggests that those who contribute more to an organization should receive ______. a. more rewards than their colleagues b. less rewards than their colleagues c. same rewards as their colleagues d. equitable relief Ans: A Difficulty Level: Medium 18. According to the equity theory, motivation is a consequence of ______. a. perceived equity b. perceived equitable relief c. perceived inequity d. none of these Ans: C Difficulty Level: Easy 19. Mowday suggested that equity theories can also be applied to ______ exchange relationships in organizations. a. social b. political c. economical d. cultural Ans: A Difficulty Level: Easy 20. Performance is a function of which of the following? a. motivation to perform, ability to perform, and opportunity to perform b. motivation to perform, energy to perform, and one’s state of mind c. ability to perform, opportunity to perform, and energy to perform d. one’s state of mind, motivation to perform, and ability to perform Ans: A Difficulty Level: Medium 21. Which of the following are general components of motivation?

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a. individual differences, the nature of the job, and the organization itself b. the organization, the actual job one does, and personal values c. being proactive, a challenging job, and the culture of the organization d. none of these Ans: A Difficulty Level: Medium 22. Which of the following are perspectives of motivation? a. need theories, expectancy theories, goal-setting theories, and equity theories b. equity theories, need theories, equality theories, and goal-setting theories c. need theories, expectancy theories, manipulation theories, and goal-setting theories d. equity theories, equality theories, need theories, and expectancy theories Ans: A Difficulty Level: Medium 23. Trust in all major institutions, such as business, labor, and government has ______. a. decreased substantially over the last decades b. increased substantially over the last decades c. increased slightly over the last decades d. stayed the same over the last decades Ans: A Difficulty Level: Easy 24. Which of the following can you do as a manager to increase trust and engagement with employees? a. be attentive to relationships b. have a high degree of caring and compassion for employees c. be transparent in decision-making d. all of these Ans: D Difficulty Level: Medium 25. Motivation can be defined as the cause that ______. a. makes people achieve the impossible b. enables people to achieve beyond their normal means c. makes people do what they do d. disables people from making mistakes Ans: C True/False 1. Researchers have argued that an overall management that emphasizes a participative approach is positively related to employee motivation and performance.

Ans: T Difficulty Level: Medium

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2. Participation influences motivation because it reduces the amount of information that people have on the expected outcomes of performance.

Ans: F Difficulty Level: Medium 3. Job satisfaction and overall motivation for employees are only influenced by factors directly related to the work.

Ans: F Difficulty Level: Medium 4. Baby boomers grew up in the post-WWII era, with general prosperity. They represent the largest generational group in the workplace and tend to embrace change and personal growth and to question rules.

Ans: T Difficulty Level: Easy 5. Millennials (or generation Y) are considered to be the least-educated and leasttraveled generation.

Ans: F Difficulty Level: Easy 6. Public service motivation may be understood as an individual’s predisposition to respond to motives grounded primarily or uniquely in public institutions and organizations.

Ans: T Difficulty Level: Medium 7. Public service motivation and goal theories of motivation cannot be considered interrelated.

Ans: F Difficulty Level: Easy 8. Picoeconomics is a theory that emphasizes the idea that when people make decisions, they tend to overestimate the value of benefits that will occur in the future.

Ans: F Difficulty Level: Medium 9. Temporal motivation theory relates the expectancy of a person that a particular action will be rewarded, and the amount of the payout that will be received, with how long that person is willing to wait to receive the expected payout.

Ans: T Difficulty Level: Medium 10. Goal-setting and expectancy theories are compatible approaches to increasing motivation.

Ans: T

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Difficulty Level: Easy 11. Job satisfaction is the feeling one has about one’s coworkers.

Ans: T Difficulty Level: Easy 12. The satisfaction of lower-level needs, called hygiene or extrinsic factors, leads to motivation.

Ans: F Difficulty Level: Easy 13. There is no need to differentiate between job satisfaction and motivation.

Ans: F Difficulty Level: Easy Essay 1. Explain the temporal motivation theory and how it relates to the concepts in Maslow’s needs-hierarchy.

Ans: Answers will vary depending on the student’s comprehension of the material.

However, a student should be able to connect the basic level of the temporal motivation theory, which is that people have different needs, with Maslow’s hierarchy of needs.

Difficulty Level: Hard 2. Maslow’s needs-hierarchy is still relevant in the 21st century. Do you agree or disagree with this statement? Be sure to illustrate your discussion with relevant examples.

Ans: Answers will vary depending on the student’s comprehension of the material.

Difficulty Level: Hard 3. Compare Theory X and Theory Y and how they affect the modern workforce from generation X and generation Y. Ans: Answers will vary depending on the characteristics that are used to describe each of the generations and theories.

Difficulty Level: Hard 4. Discuss Marcum’s arguments on the flaws in motivational theories.

Ans: A strong answer will identify the arguments listed under the “Motivation or Manipulation?” section in the text.

Difficulty Level: Medium 5. What are the factors that are considered drivers of productivity and performance?

Ans: A strong answer will identify the following factors that are considered drivers: pride in one’s work or workplace, satisfaction with leadership, opportunity to perform well at work, satisfaction with recognition received, prospect for future personal growth, and positive work environment/teamwork.

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Test Bank for Managing Human Behavior in Public and Nonprofit Organizations, 5th Edition, Ro

Difficulty Level: Medium

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