MN155 EXAM QUESTIONS AND ANSWERS WITH
COMPLETE SOLUTIONS
intrinsic motivation a desire to perform a behavior effectively for its own sake extrinsic motivation a desire to perform a behavior due to promised rewards or threats of punishment Vroom's Expectancy Theory This theory states that people will behave based on what they expect as a result of their behavior. In other words, people will work in relation to the expected reward.Stanford Prison Experiment (Zimbardo) revealed the extent to which group membership and social context can drastically alter an individual's behavior. Those who were assigned to be "guards" and those assigned to be "prisoners" began to act according to their roles, and behaviors became so extreme that the planned two-week experiment had to be ended after only six days.matrix structure An organizational structure that simultaneously groups people and resources by function and by product.Herzberg's Two-Factor Theory proposed that work satisfaction and dissatisfaction arise from two different factors - work satisfaction from so-called motivating factors and work dissatisfaction from so- called hygiene factors 1 / 2
Aggressiveness he propensity to engage in a sustained, diverse, or unique series of actions to challenge rivals and enhance their relative competitive position, Characteristics of Organisational Culture innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, aggressiveness, stability Goal Setting Theory a theory that says that specific and difficult goals, with feedback, lead to higher performance self-determination theory a theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation external motivation When personal drive comes from the desire to receive something, such as a reward or recognition for achieving results.internal motivation motivation that comes from the job itself rather than from outside rewards task significance the degree to which a job has a substantial impact on the lives or work of other people rewards-personal goals the attractiveness of organizational outcome (reward) to the individual Empowerment
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