Motivation and Empowerment
CHAPTER 8—MOTIVATION AND EMPOWERMENT
TRUE/FALSE
1. Motivation refers to the forces that arouse enthusiasm and persistence to pursue a certain course of action.
ANS: T PTS: 1 REF: p. 226
2. When workers are not motivated to achieve organizational goals, the fault is often with the leader.
ANS: T PTS: 1 REF: p. 226
3. Hygiene factors fulfill high-level needs and include achievement, recognition, responsibility, and opportunity for growth.
ANS: F PTS: 1 REF: p. 231
4. People with a high need for achievement tend to enjoy work that is entrepreneurial and innovative.
ANS: T PTS: 1 REF: p. 233
5. Extinction is the administration of a pleasant and rewarding consequence following a behavior.
ANS: F PTS: 1 REF: p. 235
6. Expectancy Theory suggests that motivation depends on individuals' mental expectations about their ability to perform tasks and receive rewards.
ANS: T PTS: 1 REF: p. 235
7. Incentive programs are unsuccessful because people are not motivated by money and lower needs.
ANS: F PTS: 1 REF: p. 241
8. Equity theory proposes that people are motivated to seek social equity in the rewards they expect for performance.
ANS: T PTS: 1 REF: p. 237
9. Critics of carrot-and-stick methods argue that intrinsic rewards diminish extrinsic rewards.
ANS: F PTS: 1 REF: p. 239
10. Critics of carrot-and-stick methods argue that carrot-and-stick approaches destroy people's motivation to work as a group.
ANS: T PTS: 1 REF: p. 241
11. Empowerment is power sharing, the delegation of power or authority to subordinates in the organization.
ANS: T PTS: 1 REF: p. 243
12. Job enrichment is a program that links at least a portion of employees pay on the number of skills he or she possesses.
ANS: F PTS: 1 REF: p. 251
13. Five elements must be in place before employees can be empowered to perform their jobs: information, knowledge, discretion, meaning, and rewards.
ANS: T PTS: 1 REF: p. 243
TRUE/FALSE
1. Motivation refers to the forces that arouse enthusiasm and persistence to pursue a certain course of action.
ANS: T PTS: 1 REF: p. 226
2. When workers are not motivated to achieve organizational goals, the fault is often with the leader.
ANS: T PTS: 1 REF: p. 226
3. Hygiene factors fulfill high-level needs and include achievement, recognition, responsibility, and opportunity for growth.
ANS: F PTS: 1 REF: p. 231
4. People with a high need for achievement tend to enjoy work that is entrepreneurial and innovative.
ANS: T PTS: 1 REF: p. 233
5. Extinction is the administration of a pleasant and rewarding consequence following a behavior.
ANS: F PTS: 1 REF: p. 235
6. Expectancy Theory suggests that motivation depends on individuals' mental expectations about their ability to perform tasks and receive rewards.
ANS: T PTS: 1 REF: p. 235
7. Incentive programs are unsuccessful because people are not motivated by money and lower needs.
ANS: F PTS: 1 REF: p. 241
8. Equity theory proposes that people are motivated to seek social equity in the rewards they expect for performance.
ANS: T PTS: 1 REF: p. 237
9. Critics of carrot-and-stick methods argue that intrinsic rewards diminish extrinsic rewards.
ANS: F PTS: 1 REF: p. 239
10. Critics of carrot-and-stick methods argue that carrot-and-stick approaches destroy people's motivation to work as a group.
ANS: T PTS: 1 REF: p. 241
11. Empowerment is power sharing, the delegation of power or authority to subordinates in the organization.
ANS: T PTS: 1 REF: p. 243
12. Job enrichment is a program that links at least a portion of employees pay on the number of skills he or she possesses.
ANS: F PTS: 1 REF: p. 251
13. Five elements must be in place before employees can be empowered to perform their jobs: information, knowledge, discretion, meaning, and rewards.
ANS: T PTS: 1 REF: p. 243