Theories of Motivation and Organizational Behavior Quiz

Questions and Answers

Match the following theories of motivation with their key concepts:

Hertzberg's Two-Factor Theory = Hygiene factors and motivators Equity Theory = Fairness and equality in relationships Organizational Justice Theory = Fair treatment and outcomes in the workplace Expectancy Theory = Relationship between effort, performance, and outcomes

Match the following factors with the correct theory:

Salary, job security, supervisory practices = Hertzberg's Two-Factor Theory Rewards proportional to efforts = Equity Theory Fairness in treatment and outcomes = Organizational Justice Theory Effort, performance, outcomes relationship = Expectancy Theory

Match the following concepts with the corresponding theory:

Hygiene factors and motivators = Hertzberg's Two-Factor Theory Equality in relationships = Equity Theory Fair treatment in the workplace = Organizational Justice Theory Effort-performance-outcomes link = Expectancy Theory

Match the following elements with their respective theories:

Challenging work, recognition, responsibility = Hertzberg's Two-Factor Theory Proportionality of rewards with efforts = Equity Theory Justice in treatment and outcomes = Organizational Justice Theory Effort leading to performance leading to outcomes = Expectancy Theory Signup and view all the answers

Match the following theories with their focus areas:

Hygiene factors vs. motivators = Hertzberg's Two-Factor Theory Fairness and equality in relationships = Equity Theory Fair treatment and outcomes at work = Organizational Justice Theory Effort-performance-outcomes relationship = Expectancy Theory Signup and view all the answers

Match the following principles with the correct theory:

Salary, job security as hygiene factors = Hertzberg's Two-Factor Theory Rewards matching efforts for equity = Equity Theory Justice in workplace treatment and outcomes = Organizational Justice Theory Effort linking to performance linking to outcomes = Expectancy Theory Signup and view all the answers

Match the following theories with their main focus:

Hertzberg Two-Factor Theory = Factors that influence job satisfaction and dissatisfaction Equity Theory = Perception of fairness in reward distribution Organizational Justice Theory = Perceived fairness in three key areas within organizations Expectancy Theory = Motivation components including expectancy, instrumentality, and valence Signup and view all the answers

Match the following theories with their emphasis on behavior and outcomes:

Hertzberg Two-Factor Theory = Outcomes leading to job satisfaction or dissatisfaction Equity Theory = Effects of inequity on motivation and satisfaction Expectancy Theory = Relationship between effort, performance, and rewards Reinforcement Theory = Impact of rewards and punishments on behavior Signup and view all the answers

Match the following theories with their approach to leadership styles:

Equity Theory = Tailoring leadership based on perceptions of fairness Organizational Justice Theory = Considering fairness in procedural outcomes Expectancy Theory = Adapting leadership to individual goals and situations Reinforcement Theory = Utilizing rewards for desired behavior Signup and view all the answers

Match the following theories with their influence on employee attitudes:

Hertzberg Two-Factor Theory = Impacts on job satisfaction and turnover intentions Organizational Justice Theory = Effects on organizational citizenship behavior Expectancy Theory = Link to employee motivation and valence of rewards Reinforcement Theory = Impact on employee morale and productivity Signup and view all the answers

Match the following theories with their reinforcement concepts:

Equity Theory = Effects of overreward or underreward on behavior Organizational Justice Theory = Influence on perceived fairness of procedures Expectancy Theory = Association between performance and desired outcomes Reinforcement Theory = Positive and negative reinforcement for behavior Signup and view all the answers

Match the following theories with their application in creating motivating environments:

Hertzberg Two-Factor Theory = Identifying factors to improve motivation levels Organizational Justice Theory = Implementing fair processes for motivation enhancement Expectancy Theory = Considering worker expectations for motivational settings Reinforcement Theory = Applying strategies to boost morale and productivity Signup and view all the answers

Study Notes

Understanding Theories of Motivation and Organizational Behavior

Understanding theories of motivation and organizational behavior is crucial for businesses aiming to create a work environment conducive to producing highly motivated employees. Over time, numerous theories have emerged to explain the complex nature of motivation and how it relates to organizational success. In this article, we will delve deeper into some of the most influential theories in the field, specifically Hertzberg's Two-Factor Theory, Equity Theory, Organizational Justice Theory, Expectancy Theory, and Reinforcement Theory.

Hertzberg's Two-Factor Theory

Hertzberg's Two-Factor Theory of Motivation posits that there are two separate factors that influence employee motivation: hygiene factors and motivators. Hygiene factors refer to aspects of the work environment that can lead to dissatisfaction when they are absent or poor, such as salary, job security, supervisory practices, and benefits. On the other hand, motivators are elements that contribute to increased satisfaction and commitment to the organization, including challenging work, recognition, and responsibility.

Equity Theory

Equity theory suggests that people want fairness and equality in their relationships with others. When employees feel that the rewards they receive are proportional to their efforts and contributions compared to their colleagues, they experience equity. However, if they perceive inequity (overreward or underreward), it may lead to dissatisfaction or loss of motivation.

Organizational Justice Theory

Organizational justice theory focuses on the perceived fairness of three key areas within organizations: distributive justice (whether individuals believe outcomes are fairly distributed among them), procedural justice (the belief that procedures for determining outcomes are fair), and interactional justice (how fairly individuals are treated during these processes). Research indicates that organizational justice has been found to have significant effects on employee attitudes and behaviors, such as job satisfaction, turnover intentions, and organizational citizenship behavior.

Expectancy Theory

Expectancy theory argues that employees are motivated by three main components: expectancy, instrumentality, and valence. Expectancy refers to an individual's belief that effort will result in performance, while instrumentality concerns whether performance leads to desired outcomes or rewards. Valence represents the attractiveness of those rewards or outcomes. Victor Vroom expanded this theory by suggesting that leadership styles should be tailored based on individual goals and situations, emphasizing the importance of considering workers' expectations to create motivating environments.

Reinforcement Theory

Reinforcement theory states that rewards and punishments affect behavior, and the frequency and consistency of these reinforcers greatly impact the outcome. Positive reinforcement, such as praise or promotions, increases the likelihood of repetition of the desired behavior, while negative reinforcement, like removing an undesirable consequence, also encourages continued action.

These theories provide valuable insights into how various factors influence motivation in the workplace. By understanding these concepts, managers can apply strategies aimed at improving employee morale and productivity, ultimately contributing to overall organizational success. Each of these approaches offers unique perspectives on what drives human behavior in organizational settings and highlights the need for personalized management techniques that cater to diverse employee needs and preferences.