CPM Motivation Theories & Employee Engagement 1 — Questions and Answers
Question 1: According to Maslow's Hierarchy of Needs, which level must be satisfied before an employee is motivated by esteem needs?
- Self-actualization
- Social/belonging needs (Correct answer)
- Safety needs
- Physiological needs
Correct answer: Social/belonging needs
Maslow's hierarchy requires social/belonging needs (the third level) to be met before esteem needs (the fourth level) can motivate behavior.
Question 2: Herzberg's Two-Factor Theory distinguishes between hygiene factors and motivators. Which of the following is classified as a motivator?
- Company policy
- Salary
- Achievement (Correct answer)
- Working conditions
Correct answer: Achievement
Achievement is a motivator in Herzberg's theory because it drives intrinsic satisfaction and growth, whereas salary and policy are hygiene factors that prevent dissatisfaction.
Question 3: A manager notices an employee's performance drops after a high-performing peer receives the same bonus. Which motivation theory best explains this behavior?
- Expectancy Theory
- Equity Theory (Correct answer)
- ERG Theory
- Two-Factor Theory
Correct answer: Equity Theory
Equity Theory explains that employees compare their input-to-output ratio with others, and perceived inequity leads to reduced motivation or effort.
Question 4: In Vroom's Expectancy Theory, 'instrumentality' refers to the belief that:
- Effort will lead to successful performance
- Performance will lead to a desired reward (Correct answer)
- The reward has personal value to the employee
- Feedback tools improve performance output
Correct answer: Performance will lead to a desired reward
Instrumentality is the perceived probability that successful performance will result in a specific outcome or reward.
Question 5: Which of the following management approaches is most consistent with McGregor's Theory Y assumptions?
- Close supervision of all tasks
- Strict enforcement of attendance policies
- Delegating authority and trusting employees to self-direct (Correct answer)
- Offering bonuses only for measurable output
Correct answer: Delegating authority and trusting employees to self-direct
Theory Y assumes employees are intrinsically motivated and capable of self-direction, so managers should delegate and empower rather than control.
Question 6: Alderfer's ERG Theory condenses Maslow's five needs into three categories. Which category corresponds most closely to Maslow's esteem and self-actualization levels?
- Existence
- Relatedness
- Growth (Correct answer)
- Sustenance
Correct answer: Growth
Alderfer's Growth category encompasses the need for personal development and achievement, corresponding to Maslow's esteem and self-actualization levels.
Question 7: An employee engagement survey reveals low scores on 'sense of purpose.' Which action would MOST directly address this driver of engagement?
- Increasing base compensation
- Clarifying how individual roles connect to organizational mission (Correct answer)
- Adding flexible work hours
- Implementing stricter performance reviews
Correct answer: Clarifying how individual roles connect to organizational mission
Connecting individual roles to the broader organizational mission directly addresses purpose, a key intrinsic driver of employee engagement.
CPM Motivation Theories & Employee Engagement 1
According to Maslow's Hierarchy of Needs, which level must be satisfied before an employee is motivated by esteem needs?