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Administration And Management In Criminal Justice
2nd Edition By Jennifer M. – Test Bank
Sample Test

Chapter 6
Motivation
Test Bank

Multiple Choice (25)

1. Which of the following is not considered a process theory of motivation?

2. Expectancy theory
3. Equity theory
4. Procedural justice theory
*d. Maslow’s needs theory (hierarchy)
Answer location: (Content/Needs Theories) p. 179
Question Type: MC

2. The scholar most closely associated with the hierarchy of needs is

_________________.

*a. Maslow

1. Alderfer
2. Herzberg
3. McClelland

Answer location: (Maslow’s Needs Hierarchy) p. 180

Question Type: MC

3. According to Maslow, the most basic human needs (the lower order
needs) fall into which category?

*a. Physiological needs

1. Safety needs
2. Belonging needs
3. Esteem needs

Answer location: (Maslow’s Needs Hierarchy) p. 180

Question Type: MC

4. A police officer is motivated to perform her job effectively each day, in

part, by her desire to earn praise from supervisors and maintain her
reputation among coworkers. Her status in the minds of others is a
prime motivator. She seems to be motivated by _______________
needs.
5. Physiological needs
6. Belonging needs
*c. Esteem needs

1. Self-actualization needs

Answer location: (Maslow’s Needs Hierarchy) p. 180

Question Type: MC

5. Alderfer’s growth needs were similar to a part of Maslow’s hierarchy of

needs. Which part of Maslow’s hierarchy is included in Alderfer’s
conception of growth needs?
6. Physiological needs
7. Belonging needs
8. Safety needs

*d. Self-actualization needs

Answer location: (Alderfer’s Existence-Relatedness-Growth (ERG) Theory) p.
181
Question Type: MC

6. Smith wants to offer motivators rather than tend to hygiene factors in

order to improve the performance of her subordinates. According to
Herzberg’s motivator-hygiene theory, which of the following is best
considered a motivator?

*a. Personal growth

1. Job security
2. Pay
3. Company policies

Answer location: (Herzberg’s Motivation-Hygiene Theory) p. 182-183

Question Type: MC

7. A probation officer has a strong achievement need consistent with

McClelland’s theory about achievement. Which of the following is not
consistent with this theory?
 8. The officer wants to solve problems through his/her own efforts
9. The officer establishes goals that are not too easy and not too difficult

*c. The officer wants to establish personal power

1. The officer desires feedback in order to learn about their performance

Answer location: (McClelland’s Theory of Learned Needs) p. 187

Question Type: MC

8. An elected prosecutor is motivated by the desire to obtain power in

order to boost his status. He wants power because it is a symbol and he
enjoys it for its own sake. He is not interested in crime reduction. The
prosecutor is motivated by _________________ power.

*a. Personalized

1. Socialized
2. Experienced
3. Referent

Answer location: (McClelland’s Theory of Learned Needs) p. 187

Question Type: MC

9. Which scholar’s theory expanded on earlier works by considering needs

learned through experiences rather than just innate or inherent needs?

*a. McClelland

1. Herzberg
2. Alderfer
3. Maslow

Answer location: (McClelland’s Theory of Learned Needs) p. 187-188

Question Type: MC
 10. In expectancy theory, the desirability that a worker assigns to any
anticipated outcome is referred to as its _________________________.

*a. Valence

1. Instrumentality
2. Expectancy
3. Power

Answer location: (Expectancy Theory) p. 190

Question Type: MC

11. A probation officer is deficient in preparing presentence reports

because he does not know how to fill them out. He lacks the ability to
achieve the desired level of performance. His lack of motivation stems
from which factor associated with expectancy theory?
12. Valence
13. Instrumentality

*c. Expectancy

1. Power

Answer location: (Expectancy Theory) p. 190-191

Question Type: MC

12. In a study of DUI arrest rates in Pennsylvania, researchers found

that the ___________ component of expectancy theory had the greatest
influence on officer behavior.
13. Valence
14. Instrumentality

*c. Expectancy (capability/opportunity)

1. All of the above

Answer location: (Expectancy Theory) p. 192

Question Type: MC
 13. Workers are likely to be motivated when they perceive that the
processes of assessing their performance, disputes, and grievances are
fair. This statement best describes ___________ theory.
14. Expectancy
15. Motivator-hygiene

*c. Procedural justice

1. Reinforcement

Answer location: (Procedural Justice Theory) p. 194

Question Type: MC

14. Officer Watson is motivated to perform exceptionally well in order

to get to leave the graveyard shift (one that he views as very
undesirable) for another shift.
15. Positive reinforcement

*b. Escape or avoidance reinforcement

1. Repeated non-reinforcement
2. Punishment

Answer location: (Reinforcement Theory) p. 195

Question Type: MC

15. Reinforcement theory was proposed by ___________________.

16. Maslow

*b. Skinner

1. McClelland
2. Vroom

Correct Answer: (Reinforcement Theory) p. 195

Question Type: MC
 16. Which of the following examples is most consistent with the
concept of vertical job loading?
17. Narrow the task performed by a correctional officer but pay more
wages for higher productivity in completing that task
18. Expand the tasks assigned to a detective to include not only
violent crime investigation but property crime investigation as well
19. Offer incentives for early retirement

*d. Allow a community police officer to make his/her own schedule to fit the
needs of their work, a task formerly reserved for supervisors
Answer location: (Job Enrichment) p. 199
Question Type: MC

17. A patrol officer rarely gets to see a case through from beginning to
end. He/she conducts an initial investigation and then turns the case
over to a detective who works to clear the case. This example suggests
that the patrol officer’s work lacks ________________.
18. Skill variety

*b. Task identity

1. Task significance
2. Autonomy

Correct Answer: (Job Characteristics Model) p. 200

Question Type: MC

18. The extent to which a job provides a worker the liberty to schedule
work and decide the procedure to complete it is _______________.
19. Skill variety
20. Task identity
21. Task significance

*d. Autonomy
Answer location: (Job Characteristics Model) p. 200
Question Type: MC

19. The job characteristics model proposed by Hackman and Oldham

is comprised of ___________ core job dimensions.
20. Four

*b. Five

1. Six
2. Seven

Answer location: (Job Characteristics Model) p. 200

Question Type: MC

20. Which of the following best illustrates a formal performance

appraisal?
21. After a domestic violence call, a sergeant offers suggestions to a
young patrol officer about his performance
22. A police officer is told by a supervisor one morning to shine his
shoes

*c. A correctional officer sits down for his annual review which involves a
sergeant completing a worksheet

1. A prosecutor tells a coworker that she is doing a great job

Answer location: (Formal versus informal appraisals) p. 207

Question Type: MC

21. Some factors in employee assessments are criticized for their

inability to predict what a person does on the job and for being
discriminatory. These factors generally fall into the category of
_________.

*a. Traits

1. Behaviors
 2. Results
3. All of the above

Answer location: (Factors to be evaluated) p. 208

Question Type: MC

22. A police chief institutes a quota where officers must write 15 traffic
citations each month. They will be evaluated each month on their
performance. This type of appraisal is best considered a ___________
approach.
23. Trait
24. Behavior

*c. Results

1. Opportunistic

Answer location: (Factors to be evaluated) p. 208

Question Type: MC

23. A drug treatment counselor is evaluated each year on the number

of clients who stay drug-free for at least six months. This approach to
evaluation best fits into the category of ___________.
24. Traits
25. Behaviors

*c. Results

1. None of the above

Answer location: (Factors to be evaluated) p. 208

Question Type: MC

24. Which of the following is most likely viewed as a subjective

measure of performance?
 25. For a drug treatment counselor: increase the number of clients
served by 25
26. For a police officer: attend two community meetings per month
27. For a juvenile probation officer: make one face-to-face and one
additional contact with probationers each month

*d. For a prosecutor: ensure justice is served in each case

Answer location: (Factors to be evaluated) p. 209
Question Type: MC

25. A corrections department is asking inmates to evaluate the

performance of correctional officers. This form of evaluation may be
described as a ____________________.

*a. Customer/client appraisal

1. Peer appraisal
2. Subordinate appraisal
3. Self-appraisal

Answer location: (Factors to be evaluated) p. 211

Question Type: MC

True/False (15)

26. Pay is best considered an intrinsic need that leads to motivation.

27. True

*b. False
Answer location: False (Motivation) p. 178
Question Type: TF

27. Motivation theories that address how to enhance an individual’s

motivation are referred to as need or content theories.
 28. True

*b. False
Answer location: (Content/Needs Theories) p. 179
Question Type: TF

28. Once individuals self-actualize, they require less of this type of

motivation.
29. True

*b. False
Answer location: (Maslow’s Needs Hierarchy) p. 180
Question Type: TF

29. Research has found little evidence that Maslow’s theory follows a
satisfaction-progression process as depicted in his hierarchy.

*a. True

1. False

Answer location: (Maslow’s Needs Hierarchy) p. 181

Question Type: TF

30. Officer Howard was motivated in his work to secure the support of
his family. The support never came so Officer Johnson’s primary
motivator shifted to existence needs, an example of the frustration-
regression process.

*a. True

1. False

Answer location: (Alderfer’s Existence-Relatedness-Growth (ERG) Theory) p.

182
Question Type: TF

31. According to Herzberg’s motivator-hygiene theory, the best

motivator is higher wages.
32. True

*b. False
Answer location: (Herzberg’s Motivation-Hygiene Theory) p. 182
Question Type: TF

32. A police officer motivated by an achievement need is likely to set

easy goals in order to guarantee that they are reached.
33. True

*b. False
Answer location: (McClelland’s Theory of Learned Needs) p. 187
Question Type: TF

33. Research on police officers (conducted by Barnes et al.) found

that officers tend to be more frustrated when the public view of the
police is unfavorable.

*a. True

1. False

Answer location: (McClelland’s Theory of Learned Needs) p. 187

Question Type: TF

34. The motivations for entering the field of law enforcement differ
significantly for men and women.
35. True

*b. False
Answer location: (Main Message of the Content Theories) p. 189
Question Type: TF

35. According to expectancy theory, an instrumentality of score 0

means that a certain performance will not result in obtaining the desired
outcome.

*a. True

1. False

Answer location: (Expectancy Theory) p. 190

Question Type: TF

36. Expectancy theory states that only one factor needs to be high in
score for motivation to be high.
37. True

*b. False
Answer location: (Expectancy Theory) p. 191
Question Type: TF

37. Distributive fairness refers to being treated fairly in the way

workloads are assigned and rewards are distributed.

*a. True

1. False

Answer location: (Equity Theory) p. 192-193

Question Type: TF
 38. Giving workers some of the responsibility that would normally be
reserved for their supervisor, or vertical job loading, results in significant
increases in worker motivation.
39. True

*b. False
Answer location: (Job Enrichment) p. 199
Question Type: TF

39. The job characteristics model is based on the worker’s perception

of the core job dimensions.

*a. True

1. False

Answer location: (Job Characteristics Model) p. 199

Question Type: TF

40. According to the goal setting approach to workplace design, more

difficult jobs are likely to produce less effort on the part of workers.
41. True

*b. False
Answer location: (Goal Setting) p. 201
Question Type: TF

Short Answer (5)

41. Maslow’s needs hierarchy is supposed to operate according to a

satisfaction-progression process. What is meant by the term
satisfaction-progression process?
Lower level needs are the primary motivators. Once met, the next level need
becomes the primary motivator. The hierarchy represents a sequence that a
person progresses through in order as needs are met.
Answer location: (Maslow’s Needs Hierarchy) p. 181
Question Type: SA

42. What is the difference between underpayment and overpayment

inequity?

Overpayment inequity occurs when a person feels that they have received
more favorable outcomes given inputs. Underpayment inequity occurs when
a person feels that they have received less favorable outcomes than someone
else given inputs.
Answer location: (Equity Theory) p. 193
Question Type: SA

43. Procedural justice theory focuses on the process rather than the
outcomes. Assume that you are a police chief tasked with determining
pay raises. Explain how procedural justice theory would shape the
motivation of workers in this situation.

Varies, but the actual pay raises will not be important. What is important is
that the criteria are clear, the chief explains decisions, and is courteous and
honest with employees.
Answer location: (Procedural Justice Theory) p. 194
Question Type: SA

44. Some jobs are intrinsically motivating, others are extrinsically

motivating, and still others are both. What is the difference between
intrinsically and extrinsically motivating work?

Intrinsically motivating jobs are motivating in and of themselves. The

accomplishment of the task is satisfying and motivating. Extrinsically
motivating jobs are motivating because of the workers hopes to receive some
type of materialistic reward or avoid punishments upon completion of the task.
Answer location: (Motivation and Performance) p. 196-197
Question Type: SA

45. A police chief is instituting a 360 degree appraisal system in the

police department. What does this mean? What data sources could
potentially be used to evaluate patrol officers?

Varies. Multiple sources are used to evaluate workers and data are
aggregated. Evaluations may come from supervisors, victims/witnesses who
have come in contact with the officer, co-workers, the officer himself/herself,
etc.
Answer location: (Factors to be evaluated) p. 211
Question Type: SA

Essay (3)

46. Compare and contrast Alderfer’s Existence-Relatedness-Growth

(ERG) theory to Maslow’s hierarchy of needs. What are some of the
similarities and differences in how needs are grouped and how
individuals progress as needs are satisfied or frustrated?

Varies, but Maslow used five categories (physiological, safety/security,

belongingness, esteem, and self-actualization) compared to Alderfer’s three
(existence, relatedness, growth). These categories did, however,
overlap. Both saw a satisfaction-progression process but Alderfer also
believed individuals could regress if their needs were not satisfied.
Answer location: (Maslow’s Needs Hierarchy and Alderfer’s Existence-
Relatedness-Growth (ERG) Theory) p. 180-182
Question Type: ES

47. Two police officers are up for a promotion. Both have been on the
force for five years. One has four years of military experience while the
other has a four-year college degree. The officer with the college
 degree receives the promotion causing the motivation level of the other
officer to suffer. Using equity theory, explain why the level of motivation
changed for the officer with military experience.

Varies, but the officer with the military experience may have viewed such
experience as at least equivalent to the college education. In other words,
inputs were believed to be equal. However, outcomes were unequal leading
to what the military-experienced officer would consider underpayment
inequity.
Answer location: (Equity Theory) p. 192-193
Question Type: ES

48. Expectancy theory, equity theory, and procedural justice theory all
suggest a place for performance appraisals in producing and sustaining
motivation. Describe how performance appraisals fit within each
theoretical approach. In other words, why are evaluations important to
each theory?

Varies. Expectancy theory requires that individuals know that performing a

certain way will lead to desired outcomes. Performance evaluations
emphasize desired behaviors. Workers will not perform if the work is not
valued. Equity theory suggests that workers should receive rewards in
proportion to their inputs. The performance evaluation process allows
supervisors to assess the contributions and allocate rewards. Procedural
justice theory requires that evaluation procedures be fair and transparent.
Answer location: (Performance Appraisal) p. 206-207
Question Type: ES