1. Expectations of new workforce entrants has:

A. made employee motivation less relevant as an influence on job performance.
B. made it less difficult to motivate employees using financial rewards.
C. made it more difficult to identify what motivates employees.
D. made it impossible to use any form of goal setting.
E. had no effect on employee motivation.

2. Which of these motivation theories arranges employee needs in a hierarchy of importance?

A. ERG Theory
B. Four-drive Theory
C. Expectancy Theory
D. McClelland's Learned Needs Theory
E. ERG Theory and McClelland's Learned Needs Theory

3. According to Expectancy Theory, giving more valued rewards to employees with higher job performance mainly increases motivation by:

A. strengthening the E-to-P expectancy.
B. increasing the valence of a $1,000 bonus.
C. weakening the E-to-P expectancy.
D. strengthening both the E-to-P and P-to-O expectancies.
E. strengthening the P-to-O expectancy.

4. Which drive in the Four-drive Theory is reactive rather than proactive?

A. Drive to acquire
B. Drive to learn
C. Drive to defend
D. Drive to bond
E. Drive for power

5. Goal setting is most effective when:

A. the supervisor sets the goals before discussing them with the employee.
B. the goals stretch the employee's abilities and motivation.
C. the goal statements are general rather than specific.
D. all of the above.
E. both 'A' and 'B'.