M
C
Q
s
D
r
i
v
e
A
Expectancy
B
Relatedness
C
Existence
D
Growth
A
The approach cannot consistently predict motivation
B
The approach makes too many assumptions of behavior
C
The approach as little or no role for any cognitive activity
D
The approach is not applicable in today’s workplace
A
Personal psychology
B
Industrial psychology
C
Human engineering
D
Organizational psychology
A
Behaviorist approach
B
Instrumental approach
C
Nature approach
D
Environmental approach
A
Instinct theory
B
Maslow’s need theory
C
Field theory
D
Metaphor theory
A
Performance=(Motivation x Ability)+ Situational constraints
B
Performance=(Motivation x Ability)- Situational constraints
C
Performance=(Motivation x Situational constraints) + Ability
D
Performance=(Motivation/Situational constraints) + Ability
A
A person will respond to whatever satisfies the lowest level unfulfilled need
B
Workers in the same department are assumed to be the same needs level
C
The behavior of the individual is unconscious and automatic
D
The employer needs to know at what need level a worker is operating
A
A method of distilling job performance into measurable units
B
A precursor to the think- aloud protocol
C
A job analysis method that focuses on specific tasks
D
A technique used to quantity job analysis information
A
Amplitude
B
Satisfaction
C
Direction
D
Learning
A
Reliance on the status quo
B
Globalization
C
Changing technologies
D
Corporate restricting