Motivation and Behavioral Theories in Organizational Management Quiz

Self-actualization represents the pinnacle of human needs, encompassing the fulfillment of personal potential and self-improvement.

Douglas McGregor introduced Theory X and Theory Y, contrasting authoritarian and participative management styles, respectively.

McClelland's Theory of Needs posits that individuals are primarily motivated by the desire for achievement, affiliation, and power, and the strength of these needs varies among individuals.

Herzberg's Two-Factor Theory identifies recognition and advancement as motivators, representing intrinsic factors that contribute to job satisfaction and motivation.

In Alderfer's ERG Theory, Existence, Relatedness, and Growth needs are viewed as independent and can be pursued concurrently, rather than being hierarchical in nature.

Self-Determination Theory focuses on intrinsic motivators such as autonomy, mastery, and purpose to enhance employee engagement and performance.

Victor Vroom introduced Expectancy Theory, which posits that individuals are motivated based on their belief that their efforts will lead to desired outcomes.

Expectancy Theory asserts that individuals' motivation is influenced by their expectations regarding the outcomes of their actions and the value they place on those outcomes.

Achievability is not a specific component of Locke's Goal Setting Theory, which primarily emphasizes clarity, challenge, commitment, and feedback in goal setting.

In Herzberg's Two-Factor Theory, salary is categorized as a hygiene factor, representing the basic conditions of work that, if lacking, can lead to dissatisfaction but do not necessarily motivate.

Alderfer's ERG Theory identifies three fundamental needs—Existence, Relatedness, and Growth—that individuals seek to satisfy, and these needs can operate simultaneously.

B.F. Skinner introduced the Theory of Reinforcement, which highlights the role of rewards and punishments in shaping behavior within organizational settings.

Expectancy Theory asserts that motivation is influenced by individuals' beliefs regarding the likelihood of achieving desired outcomes and the perceived value of those outcomes.

Vroom's Expectancy Theory proposes that motivation is determined by the expectancy (belief in achieving a desired outcome), instrumentality (belief that performance will lead to the desired outcome), and valence (value placed on the outcome) factors.

Robert Rosenthal introduced the Pygmalion Effect, which suggests that higher expectations lead to an increase in performance due to a self-fulfilling prophecy effect.