Dynamics of Motivation MCQs With Answer

Dynamics of Motivation MCQs With Answer

Introduction: This quiz collection on the Dynamics of Motivation is tailored for M.Pharm students studying MIP 204T – Entrepreneurship Management. It focuses on how motivational forces influence behaviour, performance, and decision-making in pharmaceutical enterprises, from R&D teams to sales and startup founders. Questions integrate core theories (Maslow, Herzberg, Expectancy, Equity, Reinforcement, Goal-setting) with applied scenarios relevant to pharma entrepreneurship: incentives, job design, leadership, culture, and retention strategies. These MCQs are designed to deepen conceptual understanding and support practical application in clinical, regulatory, and commercial settings, helping future pharmacy entrepreneurs build motivated, compliant, and high-performing teams.

Q1. What best defines the “dynamics of motivation” in an organizational context?

• The study of how job descriptions are written and reviewed
• The forces that initiate, direct, and sustain behaviour toward organisational and personal goals
• A list of monetary rewards given to employees
• The legal framework governing workplace conduct

Correct Answer: The forces that initiate, direct, and sustain behaviour toward organisational and personal goals

Q2. Which statement correctly distinguishes intrinsic from extrinsic motivation?

• Intrinsic motivation depends solely on financial incentives
• Extrinsic motivation is driven by internal satisfaction from performing the work itself
• Intrinsic motivation arises from internal satisfaction, while extrinsic motivation comes from external rewards or punishments
• There is no difference; both mean the same in practice

Correct Answer: Intrinsic motivation arises from internal satisfaction, while extrinsic motivation comes from external rewards or punishments

Q3. According to Maslow’s hierarchy, which need is at the top and represents the fullest realization of one’s potential?

• Physiological needs
• Safety needs
• Esteem needs
• Self-actualization

Correct Answer: Self-actualization

Q4. In Herzberg’s two-factor theory, which is true about hygiene factors?

• Hygiene factors directly increase satisfaction when present
• Hygiene factors prevent dissatisfaction but do not create lasting motivation
• Hygiene factors are the same as motivators
• Hygiene factors are only relevant in manufacturing settings

Correct Answer: Hygiene factors prevent dissatisfaction but do not create lasting motivation

Q5. Vroom’s Expectancy Theory suggests which three components determine motivational force?

• Needs, Rewards, Punishments
• Expectancy, Instrumentality, Valence
• Ability, Opportunity, Resources
• Equity, Equality, Efficiency

Correct Answer: Expectancy, Instrumentality, Valence

Q6. The core idea of Adams’ Equity Theory is best described as:

• Motivation increases linearly with salary
• Perceived fairness of the ratio between inputs and outcomes compared to others influences motivation
• Motivation is purely a function of personality type
• Employees prefer identical rewards regardless of contribution

Correct Answer: Perceived fairness of the ratio between inputs and outcomes compared to others influences motivation

Q7. Which reinforcement schedule typically produces the highest steady rate of responding with strong resistance to extinction?

• Fixed interval schedule
• Fixed ratio schedule
• Variable ratio schedule
• Continuous reinforcement

Correct Answer: Variable ratio schedule

Q8. According to Goal-Setting Theory, which type of goals are most effective in improving performance?

• Vague, easy goals
• Highly specific and challenging goals with feedback
• Goals set only by top management without employee input
• Unwritten goals communicated by rumor

Correct Answer: Highly specific and challenging goals with feedback

Q9. Job enrichment as a motivational technique primarily involves:

• Adding more repetitive tasks to increase output
• Increasing salary without changing job content
• Adding tasks that increase autonomy, responsibility, and opportunities for growth
• Rotating employees daily to prevent boredom

Correct Answer: Adding tasks that increase autonomy, responsibility, and opportunities for growth

Q10. Which combination best supports intrinsic motivation in a pharmaceutical startup team?

• Strict supervision, detailed scripts, and hourly monitoring
• High pay only with no developmental support
• Autonomy, opportunities for mastery, and connection to purpose (improving patient outcomes)
• Frequent mandatory meetings without clear aims

Correct Answer: Autonomy, opportunities for mastery, and connection to purpose (improving patient outcomes)

Q11. What is a potential downside of commission-only incentives for pharmaceutical sales representatives?

• They eliminate competition among representatives
• They always improve ethical decision-making
• They can increase short-term sales but may encourage unethical promotion or non-compliance if poorly controlled
• They have no impact on motivational levels

Correct Answer: They can increase short-term sales but may encourage unethical promotion or non-compliance if poorly controlled

Q12. Motivational interviewing is best described as:

• A confrontational technique to force behaviour change
• A collaborative, goal-oriented communication style that elicits individuals’ own motivations for change
• A survey instrument to measure motivation quantitatively
• A financial planning tool for startups

Correct Answer: A collaborative, goal-oriented communication style that elicits individuals’ own motivations for change

Q13. How do cultural differences typically influence motivational strategies in global pharmaceutical teams?

• Cultural differences are irrelevant for motivation
• Collectivist cultures often respond better to group recognition and team-based rewards, while individualist cultures prioritize personal achievement and individual incentives
• Only monetary rewards work across all cultures equally
• Leadership style is uniform and unaffected by culture

Correct Answer: Collectivist cultures often respond better to group recognition and team-based rewards, while individualist cultures prioritize personal achievement and individual incentives

Q14. Which leadership style most consistently fosters intrinsic motivation among professional and knowledge workers?

• Autocratic leadership with strict rules
• Transformational leadership that inspires vision, autonomy, and development
• Laissez-faire leadership with no direction at all
• Bureaucratic leadership focusing solely on procedures

Correct Answer: Transformational leadership that inspires vision, autonomy, and development

Q15. Why is perceived meaningfulness of work critical for motivation in pharmaceutical research teams?

• Meaningfulness only matters for administrative staff
• Perceived meaningfulness increases engagement, persistence in difficult tasks, and retention of specialized staff
• Meaningfulness reduces the need for any compensation
• Meaningfulness is irrelevant if deadlines are tight

Correct Answer: Perceived meaningfulness increases engagement, persistence in difficult tasks, and retention of specialized staff

Q16. Which of the following is an example of a Herzberg “motivator” rather than a hygiene factor?

• Company policy clarity
• Salary and benefits
• Recognition for achievement
• Safe working conditions

Correct Answer: Recognition for achievement

Q17. For retaining high-skill pharmaceutical employees, which non-monetary reward is often most effective?

• Short-term cash bonuses only
• Public fines for underperformance
• Career development opportunities and clear paths for advancement
• Mandatory overtime without compensation

Correct Answer: Career development opportunities and clear paths for advancement

Q18. Which organizational condition most directly contributes to employee burnout in high-pressure pharma startups?

• High job demands combined with inadequate resources and support
• Lenient deadlines and excessive free time
• Overabundant recognition and awards
• Excessive team-building activities

Correct Answer: High job demands combined with inadequate resources and support

Q19. Which approach is most robust for measuring motivation reliability in a pharmaceutical workplace?

• Using a single annual satisfaction survey only
• Observing a single individual’s behaviour for one week
• A multi-method approach combining validated surveys, behavioural metrics, and qualitative interviews
• Relying exclusively on turnover statistics

Correct Answer: A multi-method approach combining validated surveys, behavioural metrics, and qualitative interviews

Q20. What type of feedback best enhances employee motivation and performance?

• Delayed and vague feedback given annually
• Timely, specific, and constructive feedback linked to goals and behaviors
• Only negative feedback without suggestions for improvement
• No feedback to encourage independence

Correct Answer: Timely, specific, and constructive feedback linked to goals and behaviors

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