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UGBA 105 Exam 1, Questions and Answers Verified 100% Correct | Latest Update
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UGBA 105 Exam 1, Questions and Answers Verified 100% Correct | Latest Update
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UGBA 105 Exam 1, Questions and Answers Verified100% Correct | Latest Update
Alderfer's ERG theory- refinement of Maslow's hierarchy - ✔✔Existence, Relatedness,
Growth needs
Theory X - ✔✔Distrusting orientation toward people. Assume other people are lazy. Low
interest in working. Work when pushed - like football training camp.
Theory Y - ✔✔Accepting orientation toward people. Assume people want to achieve and be
responsible. high interest in working. Work when appropriately trained and recognized.
self-efficacy - ✔✔belief that one is capable of doing the task. high efficacy will become
engaged in the task and increase their performance. Can be a personality trait or can be created
through training, observing others succeed or through verbal persuasion.
Goal setting - ✔✔specific, difficult but acceptable, involve employees in setting goals,
feedback, necessary training and support
reinforcement theory - ✔✔behavior is a function of its consequences; behavior that is
rewarded will be repeated, while behavior that is punished will not be repeated.
self-determination theory - ✔✔people prefer to feel they have control over their actions
obligations vs previously enjoyed task - ✔✔obligations will undermine motivation
goal setters intrinsic vs extrinsic - ✔✔those who strive for goals for intrinsic reasons are
more likely to attain their goals and be satisfied than those who strive for goals for extrinsic
reasons.
, Special cases of punishment - ✔✔follow behavior immediately, focus on behavior and not
personality - avoid personal attack, allow due process, provide clear and specific info about the
correct way of doing things/ agree on change, provide clear rules and be consistent, take
progressive action.
why rewards fail - ✔✔counterproductive behavior rewarded, too long of delay between
reward and performance, reward not rewarding or become entitlements - people want more
rewards, reward not seemingly linked to behavior - employee of the month, reward not
attainable, reward not equal to input.
equity theory - ✔✔o/i= outcome divided by input equals equity. O/i = overpayment. o/I =
underpayment inequality.
organizational justice - ✔✔distributive justice - fairness of outcome, procedural justice -
fairness of process used to determine outcome, interactional justice- being treated with dignity
and respect
expectancy theory - ✔✔will i value the outcome? If i put in the effort will it fulfill
performance requirements? Will meeting performance requirements result in a reward?
job enrichmenent - ✔✔adds more responsibility to the same number of tasks
job enlargement - ✔✔adds more tasks at the same level of responsibility
why job enrichment fails - ✔✔managerial resistance, no commitment, individual differences,
organizational culture, employee expectations, and technology or bureaucratic constraints.
Job satisfaction on employee performance - ✔✔satisfied workers are more productive, have
fewer avoidable absences, and are less likelyto quit
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