Employee Motivation

What is the key distinguishing factor between employee engagement and employee motivation?

• Employee engagement is the emotional commitment the employee has to the organization and its goals, while employee motivation is the level of energy, commitment, and creativity an organization’s workers bring to their jobs

• Employee engagement is the emotional commitment the employee has to the organization and its goals, while employee motivation is related to employee happiness or employee satisfaction

• Employee engagement is the level of energy, commitment, and creativity an organization’s workers bring to their jobs, while employee motivation is the emotional commitment the employee has to the organization and its goals

• Employee engagement is related to employee happiness or employee satisfaction, while employee motivation is the level of energy, commitment, and creativity an organization’s workers bring to their jobs

What are the two types of employee motivation?

• Intrinsic motivation and extrinsic motivation

• Internal motivation and external motivation

• Individual motivation and group motivation

• Personal motivation and organizational motivation

What is the purpose of employee training?

• To discourage employees from learning new skills

• To increase turnover rates in the organization

• To help with the career development of employees in the organization

• To decrease productivity in the organization

What is the main driver to improve employee motivation?

• Decrease individual contributions

• Implement ineffective job design

• Improve communication

• Create a negative workplace environment

What is the basic concept of needs theories?

• Individuals are motivated to obtain outcomes at work that satisfy others' needs

• Individuals are motivated to obtain outcomes at work that do not satisfy their needs

• Individuals are not motivated by outcomes at work

• Individuals are motivated to obtain outcomes at work that satisfy their needs

What is Maslow’s hierarchy of needs?

• A theory that organizes human needs into a pyramid in a sequence – from the lowest level to the highest level that includes physiological, safety, belonging and love, esteem, and self-actualization needs

• A theory that organizes human needs into a circle

• A theory that organizes human needs into a straight line

• A theory that organizes human needs into a random pattern

What is Herzberg’s Two-Factor Theory?

• A theory that suggests job satisfaction and job dissatisfaction both work independently of each other in the workplace

• A theory that suggests job satisfaction and job dissatisfaction are dependent on each other in the workplace

• A theory that suggests job satisfaction and job dissatisfaction are the same thing

• A theory that suggests job satisfaction and job dissatisfaction are not relevant in the workplace

What is the importance of employee engagement in the workplace?

• Employee engagement has no impact on talent retention and productivity in the workplace

• Employee engagement leads to decreased productivity in the workplace

• Employee engagement is not necessary in the workplace

• Employee engagement is critical to retaining valuable talent and enhancing productivity in the workplace

What is the importance of employee motivation in the workplace?

• Employee motivation is not important in the workplace

• Employee motivation leads to decreased productivity and lower levels of output

• Employee motivation has no impact on workplace productivity and output

• Employee motivation is vital to a workplace and can lead to increased productivity and higher levels of output

What are the three key methods of increasing employee motivation?

• Implement ineffective job design, decrease communication, and devalue individual contributions

• Decrease communication, devalue individual contributions, and create a negative workplace environment

• Improve communication, value individual contributions, and ensure the workplace is a positive environment

• Ensure the workplace is a negative environment, decrease communication, and devalue individual contributions