1. Which theory suggests that motivation is based on the desire to fulfill basic needs?
A. Herzberg’s Two-Factor Theory
B. Maslow’s Hierarchy of Needs
C. Vroom’s Expectancy Theory
D. McGregor’s Theory X and Theory Y
Answer: B. Maslow’s Hierarchy of Needs
Explanation: Maslow’s theory suggests that individuals are motivated by a hierarchy of needs, beginning with basic physiological needs and progressing to self-actualization.
2. Which theory focuses on intrinsic and extrinsic motivation factors in the workplace?
A. Herzberg’s Two-Factor Theory
B. McClelland’s Theory of Needs
C. Vroom’s Expectancy Theory
D. Equity Theory
Answer: A. Herzberg’s Two-Factor Theory
Explanation: Herzberg’s theory posits that job satisfaction and dissatisfaction arise from two factors: motivators (intrinsic) and hygiene factors (extrinsic).
3. According to Vroom’s Expectancy Theory, motivation is influenced by all of the following EXCEPT:
A. Expectancy
B. Instrumentality
C. Reinforcement
D. Valence
Answer: C. Reinforcement
Explanation: Vroom’s Expectancy Theory states that motivation is driven by expectancy (belief effort will lead to performance), instrumentality (performance will lead to outcomes), and valence (value of the outcomes).
4. McGregor’s Theory X assumes that:
A. Employees are inherently lazy
B. Employees are self-motivated
C. Employees are capable of self-direction
D. Employees seek responsibility
Answer: A. Employees are inherently lazy
Explanation: Theory X assumes that workers are lazy and require external control and direction to perform their tasks.
5. According to Herzberg’s Theory, which of the following is considered a hygiene factor?
A. Achievement
B. Recognition
C. Salary
D. Responsibility
Answer: C. Salary
Explanation: In Herzberg’s Two-Factor Theory, hygiene factors such as salary and working conditions do not lead to satisfaction but can cause dissatisfaction if not addressed.
6. Which of the following best describes Vroom’s Expectancy Theory?
A. Motivation results from the fulfillment of basic needs
B. Motivation depends on the perceived likelihood of success
C. Motivation stems from positive reinforcement and punishment
D. Motivation is based on fulfilling social needs
Answer: B. Motivation depends on the perceived likelihood of success
Explanation: Vroom’s Expectancy Theory emphasizes that motivation is determined by the expectation that effort will lead to desired outcomes.
7. In McClelland’s Theory of Needs, which need is related to the desire for recognition and achievement?
A. Need for Affiliation
B. Need for Power
C. Need for Achievement
D. Need for Security
Answer: C. Need for Achievement
Explanation: McClelland’s theory suggests that individuals are motivated by three needs: achievement, power, and affiliation. The need for achievement involves setting and attaining challenging goals.
8. Which of the following is a key concept of the Self-Determination Theory (SDT)?
A. People are motivated by a desire to avoid punishment
B. Motivation is driven by fulfilling intrinsic psychological needs
C. Motivation comes solely from external rewards
D. People are motivated by a need for power and control
Answer: B. Motivation is driven by fulfilling intrinsic psychological needs
Explanation: Self-Determination Theory suggests that intrinsic motivation arises from fulfilling basic psychological needs for autonomy, competence, and relatedness.
9. Which of the following best describes the concept of “reinforcement” in motivation theory?
A. Rewarding behavior to increase the likelihood of repetition
B. Providing employees with increased responsibilities
C. Reducing negative factors that cause dissatisfaction
D. Encouraging workers to form social relationships at work
Answer: A. Rewarding behavior to increase the likelihood of repetition
Explanation: Reinforcement in motivation theory, as per operant conditioning, involves rewarding desired behaviors to encourage their repetition.
10. According to McClelland’s Theory, which of the following would most likely motivate someone with a high need for power?
A. Gaining recognition for individual achievements
B. Taking control over group decisions
C. Receiving positive feedback from colleagues
D. Avoiding conflict with team members
Answer: B. Taking control over group decisions
Explanation: People with a high need for power are motivated by influencing others and taking control over group decisions.
11. Which of the following factors does not influence an individual’s motivation according to the Equity Theory?
A. Perceived fairness of outcomes
B. The balance between inputs and outcomes
C. Job satisfaction
D. Cultural background
Answer: D. Cultural background
Explanation: Equity Theory suggests that motivation is driven by the perceived fairness of the input-to-output ratio in comparison to others. Cultural background is not directly related to this theory.
12. Which of the following is a key element of Goal Setting Theory?
A. Goals should be set by management without employee input
B. Setting specific and challenging goals leads to better performance
C. Goals should be ambiguous and general to motivate employees
D. Employee motivation is not affected by goal setting
Answer: B. Setting specific and challenging goals leads to better performance
Explanation: According to Goal Setting Theory, specific and challenging goals, along with feedback, enhance motivation and performance.
13. According to Maslow’s Hierarchy of Needs, which need must be met first?
A. Self-Actualization
B. Esteem Needs
C. Physiological Needs
D. Safety Needs
Answer: C. Physiological Needs
Explanation: Maslow’s theory suggests that physiological needs, such as food, water, and shelter, must be fulfilled first before higher-level needs like safety, esteem, and self-actualization.
14. Which theory emphasizes the role of personal goal achievement in motivating behavior?
A. Vroom’s Expectancy Theory
B. Maslow’s Hierarchy of Needs
C. Locke’s Goal Setting Theory
D. Herzberg’s Two-Factor Theory
Answer: C. Locke’s Goal Setting Theory
Explanation: Locke’s Goal Setting Theory asserts that specific, challenging goals, along with feedback, lead to higher performance by motivating individuals to achieve personal goals.
15. According to the Reinforcement Theory, which type of reinforcement is most effective in maintaining motivation?
A. Negative reinforcement
B. Positive reinforcement
C. Punishment
D. Extinction
Answer: B. Positive reinforcement
Explanation: Positive reinforcement, where desirable behavior is followed by a rewarding outcome, is the most effective method to maintain motivation.
16. What does the term “self-efficacy” refer to in the context of workplace motivation?
A. The ability to achieve work-related goals
B. The desire to please colleagues and superiors
C. The extent to which an individual believes they can achieve success
D. The amount of work an individual does
Answer: C. The extent to which an individual believes they can achieve success
Explanation: Self-efficacy refers to an individual’s belief in their own capabilities to accomplish tasks, which significantly affects their motivation.
17. Which of the following is a criticism of Maslow’s Hierarchy of Needs in the workplace?
A. It only applies to physical needs
B. It assumes that all people follow the same hierarchical order
C. It ignores emotional needs
D. It overemphasizes self-actualization in job satisfaction
Answer: B. It assumes that all people follow the same hierarchical order
Explanation: A criticism of Maslow’s theory is that it assumes a universal hierarchy, while in reality, people may prioritize needs differently based on their personal experiences and values.
18. According to Herzberg, which of the following factors can lead to job dissatisfaction?
A. Recognition
B. Achievement
C. Poor working conditions
D. Responsibility
Answer: C. Poor working conditions
Explanation: Herzberg identified that hygiene factors, such as poor working conditions, can lead to job dissatisfaction but do not motivate employees.
19. What does Vroom’s Expectancy Theory suggest about motivation?
A. Motivation is a result of unconscious drives
B. Motivation is a direct function of rewards and punishment
C. Motivation depends on the expectation of achieving desired outcomes
D. Motivation is influenced by the emotional state of the worker
Answer: C. Motivation depends on the expectation of achieving desired outcomes
Explanation: Vroom’s Expectancy Theory posits that motivation is driven by the belief that effort will lead to performance, and performance will lead to desired outcomes.
20. Which of the following is NOT a characteristic of a motivated employee according to Vroom’s Expectancy Theory?
A. Valence
B. Instrumentality
C. Expectancy
D. Job satisfaction
Answer: D. Job satisfaction
Explanation: Vroom’s Expectancy Theory does not directly focus on job satisfaction; it is concerned with the relationship between effort, performance, and outcomes.
21. The need for affiliation as described by McClelland refers to:
A. The desire to achieve personal goals
B. The desire to be liked and accepted by others
C. The desire to control and influence others
D. The need for recognition of work achievements
Answer: B. The desire to be liked and accepted by others
Explanation: McClelland’s theory defines the need for affiliation as the desire for social relationships and being accepted by others.
22. According to Maslow, which need is associated with feeling safe and secure in the workplace?
A. Self-Actualization
B. Safety Needs
C. Esteem Needs
D. Physiological Needs
Answer: B. Safety Needs
Explanation: Safety needs include job security, safe working conditions, and financial stability, which are necessary before higher-level needs like esteem can be pursued.
23. Which leadership style aligns with the goal-setting theory’s emphasis on setting specific and challenging goals?
A. Autocratic leadership
B. Laissez-faire leadership
C. Transformational leadership
D. Transactional leadership
Answer: C. Transformational leadership
Explanation: Transformational leadership aligns with goal-setting theory, as it focuses on inspiring employees to achieve ambitious goals and personal growth.
24. The process of making decisions based on an individual’s perceived fairness of rewards is a key concept in:
A. McClelland’s Theory of Needs
B. Equity Theory
C. Vroom’s Expectancy Theory
D. Herzberg’s Two-Factor Theory
Answer: B. Equity Theory
Explanation: Equity Theory suggests that employees are motivated based on the fairness of the reward system, comparing their inputs and outcomes to those of others.
25. Which of the following would be considered an extrinsic motivator in the workplace?
A. Personal growth
B. Recognition and praise
C. Sense of accomplishment
D. Enjoyment of work tasks
Answer: B. Recognition and praise
Explanation: Extrinsic motivators are external rewards, such as recognition and praise, that encourage behavior and performance.
26. Which of the following is a major focus of Self-Determination Theory (SDT)?
A. The impact of external rewards on intrinsic motivation
B. The need to satisfy basic physiological needs
C. The role of cognitive dissonance in motivation
D. The effect of competition on motivation
Answer: A. The impact of external rewards on intrinsic motivation
Explanation: SDT focuses on how external rewards can either enhance or diminish intrinsic motivation, depending on how they affect autonomy, competence, and relatedness.
27. Which of the following best describes the concept of “intrinsic motivation”?
A. Motivation based on external rewards
B. Motivation driven by personal satisfaction and enjoyment
C. Motivation that comes from a desire for recognition
D. Motivation influenced by a fear of punishment
Answer: B. Motivation driven by personal satisfaction and enjoyment
Explanation: Intrinsic motivation comes from within the individual, driven by personal satisfaction, interest, and enjoyment of the task itself.
28. In which of the following scenarios would intrinsic motivation likely be most effective?
A. When a job is highly routine and repetitive
B. When employees are focused on meeting deadlines
C. When employees have creative freedom and job satisfaction
D. When employees are focused on extrinsic rewards
Answer: C. When employees have creative freedom and job satisfaction
Explanation: Intrinsic motivation is most effective when employees find the work itself enjoyable and meaningful.
29. Which of the following is an example of an external reward that could lead to motivation in the workplace?
A. Enjoying the work tasks
B. Feeling competent at a job
C. Receiving a bonus for good performance
D. Building meaningful relationships with coworkers
Answer: C. Receiving a bonus for good performance
Explanation: A bonus is an extrinsic reward designed to motivate employees through external compensation for their efforts.
30. Which of the following is most likely to improve employee motivation according to Herzberg’s theory?
A. Offering higher wages
B. Improving job security
C. Providing opportunities for achievement and recognition
D. Increasing the number of work hours
Answer: C. Providing opportunities for achievement and recognition
Explanation: Herzberg’s theory emphasizes motivators like achievement and recognition, which lead to greater job satisfaction and motivation.
