Organizational Behavior Quiz
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Questions and Answers

What does Social-learning Theory emphasize as a factor in learning?

  • Only direct experience with outcomes
  • Total disregard for consequences
  • Both observation and direct experience (correct)
  • Only the perception of equity among peers

According to Equity Theory, what action might an employee take if they perceive inequity?

  • Request a salary decrease
  • Ignore the comparison entirely
  • Increase their workload without change
  • Change perceptions of others (correct)

How is organizational justice defined?

  • The distribution of work among employees
  • The theoretical framework of motivation
  • The total belief in equal outcomes among workers
  • An overall perception of fairness in the workplace (correct)

What are the components of organizational justice?

<p>Distributive, procedural, informational, and interpersonal justice (A)</p> Signup and view all the answers

Which of the following is NOT one of the six choices an employee can make when perceiving inequity according to Equity Theory?

<p>Change industry completely (D)</p> Signup and view all the answers

What characterizes Management by Objectives (MBO)?

<p>Specific goals are set participatively with a set time period. (B)</p> Signup and view all the answers

What potential issue arises when money is linked to goal attainment?

<p>A willingness to compromise ethical standards. (A)</p> Signup and view all the answers

Which theory asserts that an individual’s belief in their capabilities affects their motivation?

<p>Self-Efficacy Theory (B)</p> Signup and view all the answers

Which method is NOT one of the four ways to increase self-efficacy?

<p>Passive observation (B)</p> Signup and view all the answers

What is a primary focus of Equity Theory?

<p>Fairness in resource distribution and recognition of contributions. (B)</p> Signup and view all the answers

How do goal-setting theory and self-efficacy theory relate to one another?

<p>They complement each other to enhance motivation and performance. (C)</p> Signup and view all the answers

What can be a consequence of improper goal-setting?

<p>Potential neglect of ethical practices. (B)</p> Signup and view all the answers

Which of the following strategies involves gaining experience by actually performing a task?

<p>Enactive mastery (B)</p> Signup and view all the answers

Which type of goals is most effective in increasing performance according to motivational theories?

<p>Difficult goals that are accepted (A)</p> Signup and view all the answers

What does feedback do to performance according to contemporary theories of motivation?

<p>It enhances performance compared to non-feedback. (C)</p> Signup and view all the answers

What does Cognitive Evaluation Theory suggest about extrinsic rewards?

<p>They may reduce intrinsic interest in a task. (D)</p> Signup and view all the answers

What is self-concordance primarily related to?

<p>The consistency of reasons for pursuing goals with individual's core values. (B)</p> Signup and view all the answers

Which characteristic of goals seems to affect performance more strongly?

<p>Simple rather than complex tasks (B)</p> Signup and view all the answers

In collectivistic cultures, what type of goals may be more motivating?

<p>Achievable moderate goals (B)</p> Signup and view all the answers

Which example best illustrates a situation where intrinsic motivation might suffer?

<p>A coder enjoys solving problems but receives a pay bonus. (C)</p> Signup and view all the answers

What is a definition of promotion focus in self-regulation strategies?

<p>Striving for goals through advancement and accomplishment (B)</p> Signup and view all the answers

According to Goal-Setting Theory, which factor is essential for increased performance?

<p>Specific and difficult goals with feedback. (C)</p> Signup and view all the answers

In the context of motivation, what role does feedback play?

<p>It enhances the effectiveness of goal pursuit. (B)</p> Signup and view all the answers

What assumption does goal-setting theory make about an individual?

<p>They are committed to the goal and determined not to abandon it. (D)</p> Signup and view all the answers

What is prevention focus in the context of self-regulation?

<p>Striving by fulfilling duties and obligations (A)</p> Signup and view all the answers

What might encourage an individual to perform an undesired task out of personal value alignment?

<p>Identifying with the value of personal responsibility. (C)</p> Signup and view all the answers

Which scenario best represents a potential challenge in motivating employees?

<p>An employee is given a raise for attending all meetings. (B)</p> Signup and view all the answers

Why might mixed evidence exist regarding whether individuals try harder when setting their own goals?

<p>The influence of cultural factors on goal effectiveness. (A)</p> Signup and view all the answers

What is the primary focus of Goal-Setting Theory?

<p>Developing specific goals that challenge individuals. (B)</p> Signup and view all the answers

What does the term 'intensity' refer to in the context of motivation?

<p>The amount of effort a person puts in (A)</p> Signup and view all the answers

What is a key aspect of persistence in the motivation process?

<p>It evaluates how long an individual can sustain effort (B)</p> Signup and view all the answers

Self-Determination Theory primarily addresses which aspects of motivation?

<p>The effects of intrinsic and extrinsic motivation (C)</p> Signup and view all the answers

Which contemporary theory of motivation emphasizes goal achievement?

<p>Goal-Setting Theory (D)</p> Signup and view all the answers

Which of the following statements is NOT true regarding motivation levels?

<p>Motivation levels remain constant over time (C)</p> Signup and view all the answers

In motivational terms, what does 'effort' being channeled in a direction refer to?

<p>The effectiveness of the effort in achieving benefits (D)</p> Signup and view all the answers

What best characterizes contemporary theories of motivation?

<p>They incorporate recent findings in motivation research (A)</p> Signup and view all the answers

What might a student who struggles to read a textbook for 20 minutes show in terms of motivation?

<p>High intensity and low persistence (D)</p> Signup and view all the answers

What primarily determines the strength of a tendency to act in a certain way according to Expectancy Theory?

<p>The attractiveness of the outcome to the individual (A)</p> Signup and view all the answers

Which relationship is NOT a focus of Expectancy Theory?

<p>Intrinsic motivation–performance relationship (A)</p> Signup and view all the answers

According to Expectancy Theory, how does one’s expectation of the outcome influence their motivation?

<p>It strengthens the likelihood of acting if high (A)</p> Signup and view all the answers

What theory suggests that individuals compare their job inputs and outcomes with those of others?

<p>Equity Theory (B)</p> Signup and view all the answers

Which of the following statements best describes the focus of Goal-Setting Theory?

<p>Emphasizes the necessity of feedback on performance (D)</p> Signup and view all the answers

In Expectancy Theory, which aspect is seen as essential alongside the expectation of an outcome?

<p>The attractiveness of the outcome to the individual (C)</p> Signup and view all the answers

Which theory is concerned with the effects of intrinsic versus extrinsic motivation?

<p>Self-Determination Theory (B)</p> Signup and view all the answers

Which aspect is part of organizational justice?

<p>Interpersonal justice (C)</p> Signup and view all the answers

Flashcards

Motivation

The processes that explain why, how much, and for how long a person tries to achieve a goal.

Intensity of Motivation

How hard a person tries to achieve a goal.

Direction of Motivation

The specific objective a person is aiming for.

Persistence of Motivation

How long a person can maintain effort towards a goal.

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Self-Determination Theory

The theory that focuses on the effects of intrinsic and extrinsic motivators on behavior.

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Intrinsic Motivation

Motivation that comes from a sense of accomplishment, enjoyment, or personal satisfaction.

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Extrinsic Motivation

Motivation stemming from external rewards or punishments.

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Goal-Setting Theory

A theory suggesting that setting clear and challenging goals improves performance.

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Cognitive Evaluation Theory

A theory that focuses on how people's perceptions of autonomy can influence their motivation.

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Cognitive Evaluation Theory: Extrinsic Rewards

A theory suggesting that external rewards can decrease intrinsic interest in an activity.

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Self-Concordance

The degree to which a person's goals align with their values and interests.

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Difficult Goal

A goal that is difficult to achieve but specific and well-defined.

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Goal-Setting Theory: Feedback

Feedback that provides information about progress towards a goal, helping individuals adjust their efforts.

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Goal Commitment

The dedication and commitment an individual has to achieving their goal.

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Individual Goal Focus

Focuses on individual achievement and personal progress.

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Promotion Goal Focus

Focuses on comparing oneself to others and striving for advancement.

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Difficult Goals and Performance

Specific, challenging goals, when accepted, lead to better performance compared to easy goals.

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Feedback and Performance

Providing feedback on progress towards a goal improves performance.

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Task Characteristics and Goal Effectiveness

Goals are more effective for simple, well-learned, independent tasks than for complex, novel, or interconnected tasks.

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Goals and National Culture

In some cultures, setting moderately challenging goals might be more effective than very difficult goals.

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Promotion Focus

Focus on achieving goals through advancement and accomplishment.

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Prevention Focus

Focus on fulfilling duties and obligations to achieve goals.

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Combined Focus

It's generally beneficial to have both a promotion and a prevention focus for better goal attainment.

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Social-learning Theory

The belief that we learn by observing others and through direct experience. It builds upon operant conditioning, suggesting that behavior is influenced by consequences, but considers the impact of perception and observation.

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Equity Theory

A theory stating that people compare their work inputs and outputs to others and react to perceived inequities.

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Organizational Justice

A theory that focuses on an individual's overall assessment of fairness in the workplace, encompassing different types of justice.

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Distributive Justice

A type of organizational justice focusing on the perception of fairness in the distribution of resources, rewards, and punishments.

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Procedural Justice

A type of organizational justice revolving around fairness in decision-making processes, like promotions or layoffs.

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Management by Objectives (MBO)

A program that involves setting specific, measurable, achievable, relevant, and time-bound (SMART) goals with a focus on participation and ongoing feedback on progress.

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Self-Efficacy

The belief that an individual is capable of performing a specific task.

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Enactive Mastery

Gaining relevant experience by practicing and successfully completing a task.

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Vicarious Modeling

Becoming more confident by watching someone else successfully perform the task.

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Verbal Persuasion

Increasing confidence through positive encouragement and feedback.

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Expectancy Theory

A model that suggests an individual's motivation is a product of their expectations about the likelihood of success, the value they place on the reward, and their perceived ability to attain the reward.

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Goal Setting and Ethics

Ethics play a complex role in goal-setting. When rewards are directly tied to goals, an individual might focus on achieving the reward, even if it means compromising their ethical boundaries.

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Effort-Performance Relationship

The belief that effort put in will lead to the desired performance level.

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Performance-Reward Relationship

The belief that achieving the desired performance will lead to specific rewards.

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Rewards-Personal Goals Relationship

The degree to which an individual values the offered rewards.

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Expectancy Theory: Key Principle

The theory assumes that individuals will act in ways that maximize their perceived outcomes (rewards) based on their individual values and expectations.

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Motivation Strategy: Effort-Performance

Increasing the perceived relationship between effort and performance can motivate people to work harder.

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Motivation Strategy: Performance-Reward

Ensuring that performance is rewarded as expected can motivate people to perform successfully.

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Motivation Strategy: Rewards-Personal Goals

Understanding and aligning offered rewards with individuals' personal goals can boost motivation.

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Study Notes

Course Information

  • Course name: BMGT340 - Organizational Behavior
  • Chapter: 7 Basic Motivation
  • Fall 2024-2025

Learning Objectives

  • Objective 7.1: Motivation
  • Objective 7.3: Contemporary theories of motivation
  • Objective 7.4: Other contemporary theories of motivation

Motivation

  • Motivation: The processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.
  • Intensity: describes how hard a person tries. Effort is channeled in a direction that yields benefits.
  • Persistence: measures how long a person can maintain effort.
  • Example: A student struggles with a textbook but can read a Harry Potter book in a day because of different situations that affect motivation.

Objective 7.3 Contemporary Theories of Motivation

  • Self-Determination Theory (SDT): A theory of motivation concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation. Individuals prefer to feel control over actions. Anything making a task feel obligatory rather than chosen undermines motivation.
    • Self-concordance: The degree to which people's reasons for pursuing goals are consistent with their interests and core values.
    • Example: A child playing with toys for enjoyment, or quitting smoking because you value living a longer life with your children.
    • Example: If a computer programmer values writing code because they like solving problems, a bonus for writing a certain number of lines daily may feel coercive, hurting their intrinsic motivation.

Goal-Setting Theory

  • A theory that specific and difficult goals, with feedback, lead to higher performance.
  • Difficulty and Feedback Dimensions: Evidence suggests specific goals increase performance. Difficult goals produce higher performance than easy goals. Feedback leads to higher performance.
  • Goal Commitment, Task, and National Culture Factors:
    • Goal Commitment: Goal-setting theory assumes an individual is committed to the goal and determined not to lower or abandon it.
    • Task Characteristics: Goals affect performance more strongly when tasks are simple, well-learned and independent, and on the achievable high end.
    • National Characteristics: Goals may have different effects in different cultures. In collectivist and high power-distance cultures, achievable moderate goals can be more motivating than difficult ones.
  • Individual and Promotion FOCI
  • Promotion Focus: A self-regulation strategy that involves striving for goals through advancement and accomplishment.
  • Prevention Focus: A self-regulation strategy that involves striving for goals by fulfilling duties and obligations.
  • Goal-Setting Implementation: This is how goals are implemented in an organization, e.g., overall organizational objectives, division-specific components
  • Goal-Setting and Ethics: The link between goal setting and ethics is complex. When money is tied to goal attainment, people may compromise ethical behaviour. However, by thinking about the implications of work or time use, individuals may act ethically.

Objective 7.4 Other Contemporary Theories of Motivation

  • Self-Efficacy Theory (also known as Social Cognitive Theory or Social Learning Theory): An individual's belief that they are capable of performing a task. Self-efficacy theory and goal-setting theory complement each other.
  • Increasing Self-Efficacy:
    • Enactive Mastery: Gaining relevant experience.
    • Vicarious Modeling: Becoming confident by observing others.
    • Verbal Persuasion: Confidence boosted by encouragement.
    • Arousal: Enthusiasm and energy leading to better performance.
  • Influencing Self-Efficacy in Others: Pygmalion effect: believing something can make it true (e.g., teachers believing students are smart impacting their performance).
  • Reinforcement Theory: Behaviour is a function of its consequences.
    • Operant Conditioning: People learn to behave in certain ways to get something they want or avoid something they don't want.

Equity Theory/Organizational Justice

  • Equity Theory: Individuals compare job inputs and outcomes with others, responding to eliminate inequities. Based on this theory, employees who see inequity choose from six options:
    • Change inputs.
    • Change outcomes.
    • Distort perceptions of self.
    • Distort perceptions of others.
    • Choose a different referent.
    • Leave the field.
  • Organizational Justice: The overall perception of fairness in the workplace, comprising distributive justice, procedural justice, informational justice, and interpersonal justice
    • Distributive Justice: Perceived fairness of amount and allocation of rewards.
    • Procedural Justice: Fairness of processes used to determine reward distribution.
    • Informational Justice: Truthful explanations for decisions.
    • Interpersonal Justice: Dignity and respect in treatment.

Expectancy Theory

  • A theory that the strength of a tendency to act depends on the expectation that the act will result in an outcome and the attractiveness of that outcome.
  • The theory focuses on three relationships:
    • Effort-performance relationship
    • Performance-reward relationship
    • Rewards-personal goals relationship

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BMGT340 Organizational Behavior - Chapter 7 - Basic Motivation PDF

Description

Test your understanding of Social-learning Theory and Equity Theory in the context of organizational behavior. This quiz covers the key components of organizational justice and the actions employees may take when perceiving inequity. Challenge your knowledge and deepen your insights into these essential topics!

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