M Management 3rd Edition by Bateman – Test Bank

11 Key
1.
(p. 256)
Providing work-related goals is an extremely effective way to stimulate motivation.
TRUE
Providing work-related goals is an extremely effective way to stimulate motivation. In fact, it is
perhaps the most important, valid, and useful approach to motivating performance.

2.
(p. 256)
Goal-setting theory states that people have conscious goals that energize them and direct their
thoughts and behaviors toward a particular end.
TRUE
Goal-setting theory states that people have conscious goals that energize them and direct their
thoughts and behaviors toward a particular end.

3.
(p. 257)
People are more interested in pursuing goals that conflict with their personal values.
FALSE
Goals should be acceptable to employees. This means, among other things that they should not
conflict with people’s personal values and that people should have reasons to pursue the goals.

4.
(p. 258)
Ideal goals do not merely exhort employees in general terms to improve performance and start doing
their best.
TRUE
Ideal goals do not merely exhort employees in general terms to improve performance and start doing
their best. Instead goals should be specific and quantifiable.

5.
(p. 257)
People tend to accept and pursue goals more willingly if their boss sets goals for them rather than
when they are involved in setting the goals.
FALSE
Allowing people to participate in setting their work goals—as opposed to having the boss set goals for
them—tends to generate goals that people accept and pursue willingly.

6.
(p. 258)
Stretch goals can shift people away from mediocrity.
TRUE
Stretch goals can shift people away from mediocrity and toward major achievement.

7.
(p. 259)
Individualized performance goals create cooperation and reduce competition.
FALSE
Individual performance goals can be dysfunctional if people work in a group and cooperation among
team members is essential to team performance. Individualized goals can create competition and
reduce cooperation. If cooperation is important, performance goals should be established for the team.

8.
(p. 260)
It is important to establish a single productivity goal if there are many important dimensions of
performance.
FALSE
It is important not to establish a single productivity goal if there are other important dimensions of
performance. For instance, if the acquisition of knowledge and skills is important, you can also set a
specific and challenging learning goal.
AAC

9.
(p. 260)
Organizational behavior modification focuses on influencing behavior.
TRUE
Organizational behavior modification attempts to influence people’s behavior and improve
performance by systematically managing work conditions and the consequences of people’s actions.

10.
(p. 261)
Positive reinforcement involves applying a consequence that increases the likelihood that the person
will repeat the behavior that led to it.
TRUE
Positive reinforcement—applying a consequence that increases the likelihood that the person will
repeat the behavior that led to it. Examples of positive reinforcers include compliments, letters of
commendation, favorable performance evaluations, and pay raises.