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Final

MHR 405 Study Guide - Final Guide: Wilma Flintstone, Peggy Hill, Reward System


Department
Human Resources
Course Code
MHR 405
Professor
Frank Miller
Study Guide
Final

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CMHR 405
Sample Final Exam
1. According to McClelland, achievement, affiliation, and power needs are:
A. instinctive.
B. genetic.
C. non-existent.
D. learned.
2. Alex demands loyalty from employees and gains satisfaction from controlling people. His actions don't seem
to benefit the organization; rather, he does this to advance his own career and for the enjoyment of influencing
others. Based on this information, it is most accurate to say that Alex has a:
A. high need for affiliation.
B. high need for socialized power.
C. high need for personalized power.
D. low need for personalized power.
3. According to expectancy theory, a skill-development training program would:
A. have no effect on employee motivation.
B. mainly increase the effort-to-performance expectancy.
C. mainly increase the performance-to-outcome expectancy.
D. mainly increase the valence of pay increases and other organizational outcomes.
4. Which of the following is an example of punishment?
A. The organization takes away some of your pay cheque to cover the cost of a machine that you
carelessly broke.
B. Your boss doesn't say anything after you have the highest sales of the month.
C. Your boss stops complaining about your late arrival at work after you arrive early for several weeks.
D. After signing a contract with an important client, the company announces its appreciation of your work.
5. Which drive in four-drive theory is reactive rather than proactive?
A. Drive to acquire
B. Drive to learn
C. Drive to defend
D. Drive to bond
6. Goal setting is most effective when:
A. the supervisor sets the goals before discussing them with the employee.
B. the goals stretch the employee's abilities and motivation.
C. the goal statements are general rather than specific.
D. the supervisor sets the goals before discussing them with the employee and the goals stretch the
employee's abilities and motivation.
CMHR 405 SAMPLE EXAM PAGE 1

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7. Employees who receive a fixed amount of pay each week and who feel underrewarded are likely to:
A. reduce their work effort.
B. increase their work effort.
C. change their perceptions, thinking that they work harder than they really do.
D. encourage the comparison other to reduce his or her work effort.
8. Goal setting is most effective when:
A. the supervisor sets the goals before discussing them with the employee.
B. the goals stretch the employee's abilities and motivation.
C. the goal statements are general rather than specific.
D. the supervisor sets the goals before discussing them with the employee and the goals stretch the
employee's abilities and motivation.
SCENARIO 1 America’s longest-running T.V. family, the Simpsons of Springfield, have just appeared on the
500th episode of their show. As you can imagine, the grind is getting to them. In addition, after talking to some
friends, Fred and Wilma Flintstone and Hank and Peggy Hill, they realize a T.V. career is not forever, so they
have decided to try out some new career possibilities. Unfortunately, these don’t seem to be working out the
way they had hoped.
9. In SCENARIO 1 Bart took a job as a stock clerk. His boss told him that if he does his job well, he could get
his picture and name posted in the store as the Employee of the Month. Bart's hunch is that if his friends see
his picture on the wall of the store, he'll get razzed about it mercilessly, so he does not perform very well. This
is most likely because of ___________
A. low effort-performance expectancy.
B. low performance-outcome instrumentality.
C. low outcome valence.
D. Bart’s poor self-esteem.
10. In SCENARIO 1 Lisa accepted a job with a large software development firm in part because the company
offered plenty of opportunity for promotion. Lisa's feeling bitter, though. She's noticed that the best workers
aren't getting promoted-it's the "networkers" who are and her performance has suffered. This is most likely
because of ___________
A. low effort-performance expectancy.
B. Lisa over-valuing extrinsic motivation.
C. low performance-outcome instrumentality.
D. low outcome valence.
11. In SCENARIO 1, Maggie is new to her company and is hoping to get the respect of her boss, Mr. Burns.
She knows that he compliments other people for a job well done, but all he ever seems to do is criticize her.
She feels like she doesn't even know what he is looking for. Her work performance has declined. This is most
likely because of ___________
A. the fact that she can’t smoke in her office, which she took up after outgrowing her pacifier.
B. low effort-performance expectancy.
C. low performance-outcome instrumentality.
D. low outcome valence.
CMHR 405 SAMPLE EXAM PAGE 2
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