Podcast
Questions and Answers
According to the traditional approach to motivation, what does the human relations approach suggest?
According to the traditional approach to motivation, what does the human relations approach suggest?
- Money is the primary motivator for employees.
- People naturally want to contribute to the organization.
- Including employees in decision making leads to positive attitudes and motivation. (correct)
- Employees are motivated by recognition and praise.
Which approach to motivation assumes that employees are motivated by money?
Which approach to motivation assumes that employees are motivated by money?
- Human Relations
- Equity Theory
- Scientific Management (correct)
- Human Resource
What is task-specific self-efficacy related to in the context of motivation?
What is task-specific self-efficacy related to in the context of motivation?
- Beliefs about how much money an employee can earn
- Beliefs about the fairness of rewards in the workplace
- Beliefs about the relationship between effort and performance
- Beliefs about an employee's capability to accomplish a specific task (correct)
Intrinsic rewards are associated with:
Intrinsic rewards are associated with:
Which dimension of self-efficacy involves beliefs about how confident a person is in accomplishing a specific task?
Which dimension of self-efficacy involves beliefs about how confident a person is in accomplishing a specific task?
What does the human resource approach to motivation assume?
What does the human resource approach to motivation assume?
Which motivation theory focuses on the idea that individuals are motivated by a belief in their own ability to complete a task successfully?
Which motivation theory focuses on the idea that individuals are motivated by a belief in their own ability to complete a task successfully?
In the context of motivation, what does McClelland's Needs Theory primarily focus on?
In the context of motivation, what does McClelland's Needs Theory primarily focus on?
An employee who feels underpaid compared to coworkers is likely experiencing a situation that relates to which motivation theory?
An employee who feels underpaid compared to coworkers is likely experiencing a situation that relates to which motivation theory?
Which motivational concept addresses how employees perceive the fairness of what they receive for their contributions compared to others?
Which motivational concept addresses how employees perceive the fairness of what they receive for their contributions compared to others?
What is a key aspect of the Porter-Lawler Model of motivation that differentiates it from other theories?
What is a key aspect of the Porter-Lawler Model of motivation that differentiates it from other theories?
Which motivational concept suggests that individuals will be motivated if they believe their efforts will lead to performance improvement, followed by desirable rewards?
Which motivational concept suggests that individuals will be motivated if they believe their efforts will lead to performance improvement, followed by desirable rewards?
According to the Porter-Lawler model, what determines satisfaction?
According to the Porter-Lawler model, what determines satisfaction?
How does the Porter-Lawler model differ from conventional theory regarding satisfaction and performance?
How does the Porter-Lawler model differ from conventional theory regarding satisfaction and performance?
What is the role of intrinsic rewards in the Porter-Lawler model?
What is the role of intrinsic rewards in the Porter-Lawler model?
In the Porter-Lawler model, what is stated about the relationship between performance and satisfaction?
In the Porter-Lawler model, what is stated about the relationship between performance and satisfaction?
Which factor plays a crucial role in determining satisfaction according to the Porter-Lawler model?
Which factor plays a crucial role in determining satisfaction according to the Porter-Lawler model?
How does the Porter-Lawler model challenge traditional assumptions about satisfaction and performance?
How does the Porter-Lawler model challenge traditional assumptions about satisfaction and performance?
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