UNIVERSITY OF SANTO TOMAS

AMV – COLLEGE OF ACCOUNTANCY

HUMAN BEHAVIOR IN ORGANIZATION

NAME______________________________

INDIVIDUAL VALUES, PERCEPTIONS AND REACTIONS

MOTIVATING BEHAVIOR
MOTIVATING BEHAVIOR WITH WORK AND REWARDS

1. A manager would need to figure out what rewards each employee wants and how valuable those
rewards are to each person, measure the various expectancies, and finally adjust the relationships to
create motivation.
True

2. Rewards do not always increase ethical behavior because the presence of the reward can
undermine the extrinsic value of the ethical behavior.
False

3. The role of participation and empowerment in motivation can be expressed in terms of both the
need-based perspectives and the expectancy theory.
True

4. Research evidence suggests that differences in job satisfaction are due in part to differences in
employees' attitudes and personality.
False

5. High interactional fairness can lead to feelings of resentment toward either the supervisor or the
organization.
False

6. Person's belief in your capabilities to accomplish a specific task is called task-specific self-efficacy.
True

7. Prolonged exposure to a stressor without resolution may bring on phase two of the General
Adaptation Syndrome which is resistance.
False

8. According to Frederick Taylor, assumed that economic gain was the primary thing that motivated
everyone.
True

9. The balance scorecard translates the organization's vision and mission into specific, measurable key
performance indicators (KPIs) related to financial, customer, internal and learning/growth processes.
True

10. The basic premise of equity theory is that motivation depends on how much we want something
and how likely we think we are to get it.
False
11. Attitudes can also change when the object of the attitude becomes less important or less relevant
to the person.
True

12. The surface value of a reward to an employee is its objective meaning of worth.
True

13. In lessening concerns on inequity, individuals must adjust their inputs or outcomes.
True

14. Our attitudes and values about work also influence our job satisfaction.
True

15. Expatriates should be paid differently from their domestic equivalent workers when there are
cost-of-living differences in their host areas.
True

16. The most effective schedule for sustaining a behavior is variable reinforcement.
True

17. Goal-setting theory assumes that individual behavior results from conscious goals and intentions.
True

18. In consideration to the relationship of motivation, motivation is the easiest to handle than
enhancing the ability of employees which would entail numerous trainings to improve work
effectiveness.
False

19. Extended work schedules require employees to work extended periods of time followed by long
periods of paid time off.
True

20. A person who screens out information because he or she is uncomfortable with the information or
the information contradicts his or her belief is affected by stereotyping.
False

21. Participation and empowerment are extensions of work design because each fundamentally alters
how employees in an organization perform their jobs.
False

22. It is important to remember that people's constellations of instrumental and terminal values differ.
True

23. Stress will occur when there is a basic inconsistency or incompatibility between a person's work
and life dimensions.
True

24. A policy of pay secrecy can be expected to improve workers' motivation.

False
25. An employee following a compressed work week schedule works a full forty-hour week in fewer
than the traditional five days.
True

26. Which of the following statements about performance measurement with a developmental
orientation is true?
A. A developmental orientation entails a focus on past performance.
B. Performance appraisals with a developmental orientation provide information for future
performance improvement.
C. A developmental orientation helps managers punish undesirable behaviors and demote
low-performing employees.
D. Developmental performance appraisals are used to determine wages and pay raises.
E. Developmental performance measurement focuses on an employee's growth since the last
appraisal.

27. Job dissatisfaction is related to higher absenteeism and turnover, as well as to other withdrawal
behaviors except
A. lateness.
B. drug abuse.
C. grievances.
D. Retirement decisions. 
E. None of the above.

28. Instrumentality refers to a person's perception of the probability that

A. motivation will lead to effort.
B. performance will lead to effort.
C. effort will lead to performance. 
D. performance will lead to certain outcomes.
E. certain outcomes will lead to performance.

29. Life traumas include all of the following except

A. marital problems 
B. aggression
C. family difficulties
D. health problems unrelated to stress
E. death of a child

30. It is a reinforcement schedule that desired behavior is reinforced after unpredictable amount of
time has elapsed.
A. fixed-ratio
B. variable-ratio 
C. variable-interval
D. fixed-interval
E. continuous

31. The organization's compensation structure should be

A. based on interview data
B. based on job experiences
C. established outside of legal constraints
D. open to the public 
E. equitable
32. Which of the following is not a relaxation technique for coping with work stress?
A. Making a "to do" list
B. Sitting quietly with eyes closed
C. Taking a rest break
D. Taking a vacation
E. Taking a nap

33. In which stage of the general adaptation syndrome do people wonder how to cope with stressors?
A. Resistance
B. Physiological
C. Realization
D. Emotion 
E. Alar

34. The research of Edwin Locke assumes that behavior is a result of.
A. the requirements established by the organization. 
B. conscious goals and intentions.
C. the organizational culture.
D. the internal organizational forces to increase profits.
E. None of these are correct

35. In the expectancy model of motivation, which term refers to the perceived value of a given reward
or outcome?
A. Expectancy
B. Perception 
C. Valence
D. Strength
E. Generality

36. Which of the following methods can be used to enhance individual performance at work?
A. Job Design
B. Employee Participation
C. Goal Setting
D. Performance management 
E. All of the above

37. Learning because of experience causes

A. permanent change in behavior
B. temporary change in behavior
C. negative change in behavior
D. positive change in behavior
E. no change in behavior

38. Engagement is enhanced when employees (except).

A. have clear goals and roles 
B. have a state of physical readiness.
C. have the resources needed to do a good job.
D. have positive relationships with coworkers.
E. have opportunities to learn and grow
39. Porter and Lawler's extension of the expectancy model argues that
A. only extrinsic rewards are important.
B. reward equity replaces valence.
C. rewards are less important than originally thought. 
D. high levels of performance may lead to satisfaction
E. None of the above

40. Goal specificity has been shown to be consistently related to.

A. job satisfaction
B. company image 
C. performance
D. social responsibility.
E. ethical behavior

41. In which stage of the general adaptation syndrome do people wonder how to cope with stressors?
A. Resistance
B. Physiological
C. Realization
D. Emotion 
E. Alarm

42. Wally is unable to move ahead into higher position at work. According to ERG Theory which of the
following sets of needs will become more important to Wally?
A. Existence
B. Growth 
C. Relatedness
D. Esteem needs
E. Belongingness

43. The degree to which the job allows the individual substantial freedom, independence, and
discretion to schedule the work and determine the procedures for carrying it out.
A. Skill variety.
B. Task identity.
C. Task significance. 
D. Autonomy
E. Feedback

44. Task demands that are too low can cause a person to
A. develop healthy coping techniques. 
B. become bored
C. be healthy and pleased with life
D. feel invigorated
E. become anxious about time pressures

45. Occurs when an employee feels obliged to stay with an organization for moral or ethical reasons.
A. Affective commitment.
B. Organizational commitment.
C. Continuance commitment. 
D. Normative commitment.
E. None of the above
46. When a construction worker decides to work additional hours on a typical workday so that he can
have a three-day weekend, he is likely taking advantage of a __________ program.
A. shortened workweek.
B. telecommuting.
C. flextime. 
D. compressed work week.
E. job sharing

47. People with a strong need for affiliation most often work in jobs with
A. high technical skill demands. 
B. a lot of interpersonal contact
C. a high degree of immediate feedback
D. many opportunities to control one's environment
E. None of the above

48. The factor where motivated behavior starts with is:

A. environment
B. job description
C. money 
D. needs
E. wants

49. According to goal-setting theory, actual performance is determined by the interaction of.
A. availability of resources, employee attitudes, and goal clarity.
B. goal-directed effort, employee motivation, and goal specificity. 
C. organizational support, goal-directed effort, and individual abilities.
D. goal difficulty, employee attitudes, and organizational support.
E. goal importance, goal attachment, and goal specificity.

50. Smoking and alcohol abuse are ____ consequences of too much stress at work.
A. psychological
B. medical 
C. behavioral
D. physiological
E. cognitive