WITH 25 Q&A • Question 1 0 out of 2 points Feelings of inequity occur when employees receive others, but not when they receive others. Selected Answer: Response Feedback: less than, more than The comparison of our own outcome/input ratio with the ratio of someone else results in perceptions of equity, under-reward inequity, or over-reward inequity. In the equity condition, people believe that their outcome/input ratio is similar to the ratio of the comparison other. In the under-reward inequity situation, people believe their outcome/input ratio is lower than the comparison other's ratio. In the over-reward inequity condition, people believe their ratio of outcomes/inputs is higher than the comparison other's ratio. • Question 2 2 out of 2 points The desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontations is referred to as the need for Selected Answer: Response Feedback: affiliation. Need for affiliation (nAff) refers to a desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontation. • Question 3 2 out of 2 points The is the value of the inputs you provide divided by the value of the outcomes you receive in the exchange relationship. Selected Answer: Response Feedback: input/outcome ratio The input-outcome ratio is the value of the outcomes you receive divided by the value of the inputs you provide in the exchange relationship. • Question 4 2 out of 2 points According to the four-drive theory, which of the following drives is the foundation of competition and the basis of our need for esteem? Selected Answer: Response Feedback: d r i v e t o a c q u i r e Drive to acquir e is the drive to seek, take, control , and retain object s and perso nal experi ences. The drive to acquir e extend s beyon d basic food and water; it includ es enhan cing one's self-concept through relative statusand recognition in society. Thus, it is the foundation of competition and the basis of our need for esteem. • Question 5 2 out of 2 points When people are assigned to jobs for which they are qualified and they receive coaching to improve their self-confidence, employee motivation improves by Selected Answer: Response Feedback: increasing E-to-P expectancies. E-to-P expectancies are influenced by the individual's belief that he or she can successfully complete the task. Some companies increase this cando attitude by assuring employees that they have the necessary competencies, clear role perceptions, and necessary resources such as counseling and coaching to reach the desired levels of performance. • Question 6 2 out of 2 points In expectancy theory, the expectancy is the perceived probability that a specific behavior or performance level will lead to a particular outcome. Selected Answer: Response Feedback: P-to-O P-to-O expectancy is the perceived probability that a specific behavior or performance level will lead to a particular outcome. • Question 7 2 out of 2 points According to expectancy theory, giving more valued rewards to employees with higher job performance mainly increases motivation by Selected Answer: Response Feedback: strengthening the P-to-O expectancies of employees. The most obvious ways to improve P-to-O expectancies are to measure employee performance accurately and distribute more valued rewards to those with higher job performance. • Question 8 2 out of 2 points Which of the following does the expectancy theory explain about employees? Selected Answer: Response Feedback: They base their work effort on the performance level they expect. Expectancy theory states that work effort is directed toward behaviors that people believe will lead to desired outcomes. In other words, employees are motivated to achieve the goals with the highest expected payoff. • Question 9 Scenario A 2 out of 2 points ABC Corporation recently held a "Vision Day" event in which all of its employees