Chapter 12 theory of motivation (f1 acca)

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Chapter 12 – Theories of Motivation:

Practice Exam Questions and Answers with

Explanations

August 11, 2025

1 Questions

1 In Maslow’s hierarchy of needs, what is the middle need?

A Physiological

B Social

C Self-fulfilment

D Safety

E Ego/self-esteem

2 Which TWO of the following terms is Herzberg associated with? (Select two)

A Hygiene factors

B Motivational factors

C Valence strength

D Expectation estimates

E Hierarchical order

3 Maslow suggested that needs can be met:

A Only outside work

B Only at work

C Both within and outside work

D All of the time

4 Which of the following is an intrinsic reward?

A Praise

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B Self-fulfilment

C A bonus

D Recognition

5 Which of job enlargement, job enrichment, and job rotation are vertical changes in job design?

A None are

B Job enlargement only

C All are

D Job enrichment only

E Job rotation only

6 According to Maslow, once a need is satisfied, it no longer motivates

A True

B False

7 Herzberg’s hygiene factors, if absent, can lead to:

A Increased motivation

B Job dissatisfaction

C Higher productivity

D Employee retention

8 Vroom’s expectancy theory focuses on:

A Hierarchical needs

B Effort, performance, and reward relationships

C Social and esteem needs

D Intrinsic rewards only

9 Job enrichment involves:

A Adding more tasks at the same level

B Increasing responsibility and autonomy

C Rotating employees between jobs

D Reducing workload

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10 Which of the following is a hygiene factor according to Herzberg?

A Achievement

B Recognition

C Company policy

D Responsibility

11 Maslow’s hierarchy of needs includes physiological needs as the highest level

A True

B False

12 Which theorist proposed that motivation is driven by expectancy, instru-mentality, and valence?

A Maslow

B Herzberg

C Vroom

D McGregor

13 Job rotation is primarily used to:

A Increase task variety and flexibility

B Reduce employee responsibility

C Focus on vertical job expansion

D Eliminate intrinsic rewards

14 Intrinsic rewards are derived from:

A External recognition

B The job itself

C Monetary bonuses

D Company policies

15 Herzberg’s motivators are primarily associated with:

A Preventing dissatisfaction

B Creating job satisfaction

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D Reducing workload

16 Maslow’s self-actualization need is met only after all other needs are satis-fied

A True

B False

17 Job enlargement involves increasing the number of tasks without changing responsibility levels

A True

B False

18 Vroom’s expectancy theory suggests that motivation depends on the belief that effort leads to performance

A True

B False

19 Herzberg’s two-factor theory suggests that salary is always a motivator

A True

B False

20 McGregor’s Theory X assumes employees are inherently motivated and self-directed

A True

B False

21 Which of the following is an example of an extrinsic reward?

A Sense of achievement

B Promotion

C Personal growth

D Job satisfaction

22 Maslow’s hierarchy is a rigid framework where needs must be met in strict order

A True

B False

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23 Job enrichment is designed to enhance intrinsic motivation.

A True

B False

24 Vroom’s theory emphasizes that motivation is influenced by the perceived value of rewards

A True

B False

25 Herzberg suggested that addressing hygiene factors eliminates the need for motivators

A True

B False

26 Job rotation can help employees develop new skills

A True

B False

27 McGregor’s Theory Y assumes employees are lazy and need close supervi-sion

A True

B False

28 Which of the following is a motivator according to Herzberg?

A Salary

B Work conditions

C Achievement

D Company policy

29 Maslow’s social needs include the desire for belonging and relationships

A True

B False

30 Expectancy theory suggests that motivation is unaffected by the likelihood

of achieving a reward

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A True

B False

2 Answers and Explanations

1 Answer: B (Social)

Explanation: Maslow’s hierarchy of needs consists of five levels, from

low-est to highlow-est: physiological, safety, social (belongingness), ego/self-low-esteem, and self-fulfilment (self-actualization) Social needs, the third level, are the middle need

2 Answer: A, B (Hygiene factors, Motivational factors)

Explanation: Herzberg’s two-factor theory identifies hygiene factors (e.g.,

salary, company policy) that prevent dissatisfaction and motivational fac-tors (e.g., achievement, recognition) that drive satisfaction Valence strength and expectation estimates relate to Vroom’s expectancy theory, and hier-archical order to Maslow

3 Answer: C (Both within and outside work)

Explanation: Maslow’s theory suggests that needs (e.g., physiological,

so-cial, self-actualization) can be met both within the workplace (e.g., through salary, teamwork) and outside it (e.g., through personal relationships, hob-bies)

4 Answer: B (Self-fulfilment)

Explanation: Intrinsic rewards come from within the job itself, such as

self-fulfilment or personal growth Praise, bonuses, and recognition are extrinsic, as they come from external sources

5 Answer: D (Job enrichment only)

Explanation: Job enrichment involves vertical changes, adding

responsi-bilities and autonomy to a role Job enlargement (adding more tasks at the same level) and job rotation (moving between tasks) are horizontal changes

6 Answer: A (True)

Explanation: Maslow’s theory states that once a need is satisfied, it ceases

to motivate, and the next level of need becomes the focus

7 Answer: B (Job dissatisfaction)

Explanation: Herzberg’s hygiene factors (e.g., salary, policies) must be

ad-equate to prevent dissatisfaction Their absence causes dissatisfaction, but their presence does not necessarily motivate

8 Answer: B (Effort, performance, and reward relationships)

Explanation: Vroom’s expectancy theory posits that motivation depends

on expectancy (effort leads to performance), instrumentality (performance leads to rewards), and valence (value of rewards)

9 Answer: B (Increasing responsibility and autonomy)

Explanation: Job enrichment enhances a job by adding responsibilities,

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autonomy, and opportunities for growth, unlike enlargement (more tasks)

or rotation (task switching)

10 Answer: C (Company policy)

Explanation: Herzberg’s hygiene factors include company policy, salary,

and work conditions, which prevent dissatisfaction Achievement and re-sponsibility are motivators

11 Answer: B (False)

Explanation: Physiological needs are the lowest level in Maslow’s

hierar-chy, while self-actualization is the highest

12 Answer: C (Vroom)

Explanation: Vroom’s expectancy theory introduces expectancy,

instru-mentality, and valence as drivers of motivation, unlike Maslow (needs), Herzberg (two-factor), or McGregor (Theory X/Y)

13 Answer: A (Increase task variety and flexibility)

Explanation: Job rotation involves moving employees between tasks to

increase variety, flexibility, and skill development, not reducing responsi-bility or focusing on vertical changes

14 Answer: B (The job itself)

Explanation: Intrinsic rewards are internal to the job, such as satisfaction,

achievement, or self-fulfilment, unlike extrinsic rewards like bonuses or recognition

15 Answer: B (Creating job satisfaction)

Explanation: Herzberg’s motivators (e.g., achievement, recognition) are

designed to create job satisfaction, while hygiene factors prevent dissatis-faction

Explanation: Maslow’s theory states that self-actualization (self-fulfilment)

is pursued only after lower-level needs (physiological, safety, social, es-teem) are met

Explanation: Job enlargement adds more tasks at the same level of

respon-sibility to increase variety, without increasing autonomy or complexity

Explanation: Vroom’s theory emphasizes that motivation depends on the

belief that effort will lead to performance, which in turn leads to valued rewards

Explanation: Herzberg’s theory classifies salary as a hygiene factor, which

prevents dissatisfaction but is not a strong motivator when present

Explanation: McGregor’s Theory X assumes employees are lazy and need

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close supervision, while Theory Y assumes they are motivated and self-directed

21 Answer: B (Promotion)

Explanation: Extrinsic rewards come from external sources, such as

pro-motions or bonuses Achievement, personal growth, and job satisfaction are intrinsic

Explanation: Maslow’s hierarchy is not rigid; needs can be partially met,

and individuals may pursue higher needs before fully satisfying lower ones

Explanation: Job enrichment increases intrinsic motivation by adding

mean-ingful tasks, responsibility, and autonomy to a role

Explanation: Vroom’s theory highlights valence, the perceived value of

rewards, as a key factor in motivating employees

Explanation: Herzberg’s theory states that addressing hygiene factors

pre-vents dissatisfaction but does not eliminate the need for motivators to achieve satisfaction

Explanation: Job rotation helps employees gain new skills by exposing

them to different tasks, enhancing flexibility and development

Explanation: McGregor’s Theory Y assumes employees are self-motivated

and responsible, while Theory X assumes they are lazy and need supervi-sion

28 Answer: C (Achievement)

Explanation: Herzberg’s motivators include achievement, recognition, and

responsibility, which drive satisfaction, unlike salary or company policy (hygiene factors)

Explanation: Maslow’s social needs involve the desire for belonging,

rela-tionships, and acceptance, both at work and outside

Explanation: Vroom’s expectancy theory emphasizes that motivation

de-pends on the belief that effort leads to performance and performance to rewards, not that it is unaffected by achieving rewards

Tiêu đề	Theory of Motivation (F1 ACCA)
Trường học	University of Example
Chuyên ngành	Management/Organizational Behavior
Thể loại	Practice Exam Questions and Answers
Năm xuất bản	2025
Thành phố	Example City

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