Motivation Theories Quiz

Multiple Choice Questions

• Question 1: Key elements of motivation are energy, direction, and persistence.
• Question 2: Maslow's Hierarchy of Needs Theory's Safety needs level includes security and protection.
• Question 3: McGregor's Theory X assumes employees dislike work.
• Question 4: Equity Theory compares input-outcome ratios with relevant others.
• Question 5: Expectancy Theory states that individual behavior is influenced by the probability of effort leading to performance.

Fill in the Blanks

• Question 1: Maslow's Hierarchy of Needs Theory includes esteem needs such as self-respect and achievement.
• Question 2: McGregor's Theory Y assumes employees are creative, enjoy work, seek responsibility, and can exercise self-direction.
• Question 3: Equity Theory suggests that when employees perceive inequity, they might distort either their own or others' inputs or outcomes.
• Question 4: Expectancy Theory includes three variables: expectancy, instrumentality, and valence.
• Question 5: The strength of a person's motivation to perform in Expectancy Theory depends on the probability perceived by the individual that exerting a given amount of effort will lead to performance.

True/False Questions

• Statement 1: Theory X assumes that employees are inherently lazy and dislike work. Answer: True.
• Statement 2: Equity Theory is based on the comparison of input-outcomes ratio within the same organization only. Answer: False
• Statement 3: According to Expectancy Theory, the attractiveness of an outcome is not a factor influencing an individual's motivation. Answer: False
• Statement 4: Distributive justice is concerned with the perceived fairness of the process used to determine the distribution of rewards. Answer: False
• Statement 5: Maslow's Hierarchy of Needs Theory suggests that individuals must satisfy physiological needs before moving on to higher-level needs. Answer: True

Motivation

• Question 1: Motivation is the process by which a person's efforts are energized, directed, and sustained toward attaining a goal; Key elements are energy, direction, and persistence.

• Question 2: Motivation varies between individuals and situations.

• Question 3: Maslow's Hierarchy of Needs Theory proposes five needs: physiological, safety, social, esteem, and self-actualization. Lower-order needs must be met before higher-order needs become dominant.

• Question 4: Understanding an individual's position in Maslow's hierarchy is crucial for motivating effectively.

• Question 5: McGregor's Theory X assumes negative views while Theory Y assumes positive views about employee attitudes toward work and responsibility. Theory Y assumes employees are creative, enjoy work, and seek responsibility.

• Question 6: Jen-Hsun Huang, founder of NVIDIA, exemplifies both Theory X and Y management approaches.

• Question 7: Equity Theory compares an employee's input-outcome ratio to others, leading to increased or decreased effort, absenteeism, or resignation.

• Question 8: Procedural justice differs from distributive justice. Procedural justice focuses on the fairness of the process, and distributive justice focuses on perceived reward fairness.

• Question 9: Expectancy Theory states that individuals act based on the expectation that their efforts lead to performance, performance leads to rewards, and rewards are attractive to them. This process is influenced by the relationships between expectancy, instrumentality, and valence (effort-performance linkage, performance-reward linkage, and attractiveness of reward)

• Question 10: How does an individual's perception of outcomes influence Expectancy Theory? Perceived outcomes and their attractiveness influence motivation, regardless of their actual value.

• Question 11: Why is it important for managers to understand an employee's goals? Motivation depends on linking effort to performance, performance to rewards, and rewards to individual goal satisfaction.

• Question 12: What distinguishes contemporary motivation theories from earlier ones? Contemporary theories focus on more dynamic, person-centered aspects incorporating self-determination, autonomy, and psychological needs.

• Question 13: How does Self-Determination Theory differ from Maslow's Hierarchy of Needs Theory? Self-Determination emphasizes intrinsic factors, while Maslow demonstrates a hierarchy of needs.

• Question 14: How do contemporary motivation theories address limitations of earlier ones? Contemporary theories address limitations by considering individual differences, intrinsic motivation, and psychological needs, addressing oversimplification and lack of empirical support.

• Question 15: Explain the concept of autonomy in contemporary motivation theories? Autonomy refers to having control and choice in one's actions, aligning with self-determination and intrinsic motivation.

• Question 16: How does Goal-Setting Theory contribute to improving workplace motivation? Goal-Setting Theory emphasizes specific, challenging goals and feedback, thus enhancing performance and commitment.

• Question 17: Compare and contrast the roles of extrinsic and intrinsic motivation in modern theories. Extrinsic motivation comes from external rewards while intrinsic motivation is internally driven. Modern theories emphasize the importance of intrinsic motivation for sustaining engagement.

• Question 18: How do modern motivation theories acknowledge the role of emotions? Contemporary theories acknowledge the influence of emotions on behaviour and decision-making.

• Question 19/20: Discussion of relevance of contemporary motivation theories in diverse workplaces: Contemporary theories offer insights into individual differences, autonomy, and intrinsic motivation—adaptable to today's dynamic workplaces. These theories help understanding of motivation in various contexts.