1
The processes that account for an individual’s ___, _____, and _____ of effort toward attaining organizational goals.
2
Motivation is probably NOT a
3
which of the following statements best describes the relationship between motivation and performance?
4
What does the formula M = f(Individual × Situation) represent in the context of motivation and performance?
5
According to Self-Determination Theory, which of the following best describes how motivation is influenced?
6
Which of the following statements aligns with Self-Determination Theory?
7
According to Cognitive Evaluation Theory, what is a likely outcome when people are given extrinsic rewards (like money) for tasks they previously enjoyed?
8
According to Cognitive Evaluation Theory (CET), which of the following best explains why organizations should be cautious about relying solely on extrinsic rewards to motivate employees?
9
According to Daniel Pink’s research on motivation, when do monetary incentives tend to be most effective?
10
What does Daniel Pink suggest is a more effective long-term motivator for complex, cognitive work once basic financial needs are met?
11
According to Self-Concordance Theory, what is likely to happen when people pursue work goals that align with their intrinsic interests and core values?
12
What does Self-Efficacy Theory suggest about an individual's belief in their ability to perform a task?
13
Which of the following best describes enactive mastery in Bandura’s Self-Efficacy Theory?
14
What does vicarious modeling refer to in the context of building self-efficacy?
15
In Bandura’s Self-Efficacy Theory, which of the following best represents verbal persuasion?
16
According to Bandura, what role does arousal play in self-efficacy?
17
According to Self-Efficacy Theory, how can managers effectively use verbal persuasion to enhance employee performance?
18
Which of the following is a strength of implementing job rotation in the workplace?
19
According to Dr. Amy Wrzesniewski’s research on job crafting, how does allowing employees to influence their work scope impact their work experience?
Feedback
Intensity, direction, persistence
Motivation can influence performance, but ability level must also be considered.
Motivation is the outcome of the interaction between individual characteristics and the situation.
Intrinsic motivation is enhanced when individuals feel they have control over their actions.
People are more motivated when they feel their actions are self-chosen rather than controlled.
Their intrinsic interest in the task may decrease because it starts to feel like an obligation.
Intrinsic motivation, such as interest in the work, may lead to more sustainable goal pursuit and higher quality of work.
When tasks involve mechanical or routine skills.
Intrinsic motivators like autonomy, mastery, and a sense of purpose
They will experience higher job satisfaction, better person-organization fit, and better performance.
It helps improve performance when combined with effective goal-setting.
Building confidence through direct, successful experience with a task
Gaining confidence by seeing someone similar to you succeed at the task
Being encouraged by others who express belief in your abilities
It leads to an energized state that motivates task completion
By expressing belief in an employee’s potential, as demonstrated through the Pygmalion Effect
It reduces boredom and increases employee motivation by varying tasks.
It increases engagement and job satisfaction by helping employees find meaning and ownership in their work.
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