Organizational commitment is:
The degree of emotional detachment one has from their job company and coworkers
The degree to which one enjoys their work
A terminal value which is inherited and trait-based
The degree of emotional attachment held towards the company and coworkers
An instrumental value as a preferred end-state of existence
Possible reactions to perceived inequity include all except:
changing one%u2019s thinking about the other person
encouraging the other person to work harder
changing one%u2019s equity sensitivity
changing the person against whom the comparison is made (referent)
Decreasing one%u2019s own effort put into the job (input)
Joe received the employee of the month award for his exemplary citizenship behaviors. These would include all except the following:
Making meaningful suggestions on how to improve work processes for his department.
Taking sick leave only when necessary and truly sick
Being available to questions of coworkers in spite of his own heavy workload
Backing up his coworker when she experienced a personal emergency and had to leave her shift
Taking extra measures beyond expectations to find answers for customers
Maslow%u2019s hierarchy of needs encompasses all aspects of a person%u2019s needs motivating behavior except:
physiological
safety
self-actualization
equity
esteem
Clayton Alderfer%u2019s theory differs from Maslow%u2019s theory of motivation in that:
it does not rank needs in any particular order
it does not recognize that more than one need may operate at a given time
it fails to recognize the frustration experienced when trying to satisfy an unmet need
it does not recognize that multiple needs drive a person at any given point
it ranks needs in a hierarchy rather than grouping them into interrelated categories
David McClelland%u2019s theory presumes that:
people acquire needs throughout life as a result of their life experiences
needs are trait-based and dependent upon a person%u2019s personality
interrelations with others do not affect one%u2019s motivation
needs are conditioned through reinforcement
the strongest motivator is perceived equity
Acquired Needs Theory is based upon:
need for achievement power and self-actualization
need for affiliation power and achievement
need for affiliation achievement and hygienic workplace
need for power affiliation and relatedness
need for power control and influence
Equity theory is based upon:
expectancy hygiene factors valence
expectations power and controls
expectancy instrumentality and affiliation
expected effort performance and rewards
expectancy perceptions and valence
Reinforcement theory presumes all except:
that positive reinforcement will lead to positive outcomes
that positive behavior results in removal of consequences
that type of consequence relates to type of behavior addressed (positive to positive; negative to negative.
that type of consequence should be opposite of behavior addressed (positive to negative; negative to positive.
that outcome/consequence is adjusted upon behavior demonstrated
The stages of OB Mod include all except:
behavior identification
baseline behavior measurement
antecedents and outcomes analyzed
observe
evaluate and maintain