Psychology Chapter 11 Quiz

Chapter 11 Multiple Choice Questions

• Motivation is not a permanent personal trait. It varies from situation to situation and requires a direction.

• Motivation's energy element measures intensity or drive.

• Motivation's direction can benefit both individuals and organizations, not just one or the other.

• About half of managers surveyed feel they motivate employees well.

• Maslow's hierarchy of needs is based on the idea that needs are satisfied sequentially.

• Maslow's hierarchy places food on the same level as sex and companionship, not self-esteem.

• Establishing personal status is a priority for a person stranded.

• A low crime-rate neighborhood satisfies an individual's safety needs, not just psychological, esteem, or physiological ones.

• Once a need is substantially met, the next dominant need is the driver for individuals or other factors such as family, personal or organizational.

• Higher-order needs are satisfied internally, not externally.

• Herzberg's motivation-hygiene theory focuses heavily on job satisfaction, not employee compensation scales, or work conditions, but design.

• Employee pay scales are not the main aspect of motivation studied by Herzberg.

• McGregor's theories consider positive and negative assumptions about humans, and focus on their basic needs.

• The Job Characteristics Model (JCM) highlights that skill variety, task identity, and task significance are needed in meaningful work.

• Autonomy allows workers a sense of personal responsibility.

• Herzbergs's theory emphasizes motivators (related to job satisfaction) and hygiene factors, (those related to prevent dissatisfaction). Motivation/hygiene.

• Equity theory compares individual inputs and outputs to others' ratios in the workplace to identify imbalance or satisfaction/dissatisfaction.

• The referent in equity theory consists of other people, systems, or the individual themselves.