Transcript West Point Tutorial AREA 1 Chapter #6

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Command and Leadership Program
Practical Testing Module.
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AREA II
INDIVIDUAL SYSTEMS
Lesson #12
Understanding Individual Behavior
Lesson #14
Equity Theory of Motivation
Lesson #16
Expectancy Theory of Motivation
Lesson #17
Motivation Through Job Redesign
END
This practical exercise will test your understanding of the six inequity
resolution strategies found in the this lesson. Specifically, you will have
an opportunity to identify the resolution strategies of altering inputs,
altering outcomes, cognitively distorting the situation, acting on the
comparison other, leaving the field, and changing the comparison other.
TO THE QUESTIONS
CONTENTS PAGE
END
CHAPTER #14
Equity Theory of Motivation
INSTRUCTIONS: Select from the list, the inequity resolution strategy
illustrated in each of the following vignettes. As you identify the
inequity resolution strategy, think about whether you consider it to be
an "appropriate" resolution strategy. If it does not seem appropriate,
then think about what you might do to propose other resolution
strategies which would be more appropriate in order to accomplish
organizational goals.
Simply place your curser on the answer you want to select and left click
with your mouse. This will take you to a response page indicating that
you have made the correct or incorrect selection. At the bottom of each
page is a navigation tool bar that will aid you in working your way
through the entire practice testing module.
TO THE QUESTIONS
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #1 Question #1
During a meeting with his sergeant, Officer Brown made it abundantly clear
that he was considering leaving the department. He said to his sergeant,
"Meaning no disrespect, ma'am, but I've about had it with this job. I can't
remember the last time I had an entire weekend off because of the human
resource shortage in the Patrol Division. All I ever do is work, and it just isn't
fair. I look at some of my buddies who work in the detective bureau, and they
have every weekend free. While they're cruising around town on the weekends,
I'm running from job to job. I thought I was going to like the department,
ma'am, but it just isn't for me. I'm sorry, but I'm going to look for another job
outside the department where at least the weekends are my own time."
A. Alter Inputs
B. Alter Outcomes
C. Cognitive Distortion
D. Act on Comparison Other
E. Leave the Field
F. Change Comparison Other
NEXT TEST
CONTENTS PAGE
END
During a meeting with his sergeant, Officer Brown made it abundantly clear that he was considering
leaving the department. He said to his sergeant, "Meaning no disrespect, ma'am, but I've about had it
with this job. I can't remember the last time I had an entire weekend off because of the human
resource shortage in the Patrol Division. All I ever do is work, and it just isn't fair. I look at some of
my buddies who work in the detective bureau, and they have every weekend free. While they're
cruising around town on the weekends, I'm running from job to job. I thought I was going to like the
department, ma'am, but it just isn't for me. I'm sorry, but I'm going to look for another job outside the
department where at least the weekends are my own time."
A. ALTER INPUTS
A: NO, Officer Brown is not altering his inputs. Altering inputs is a resolution
strategy where a person seeks to do more or less work, or in other words to put
more or less into his job. If, for example, an individual feels he is under
rewarded, which is often the case, a likely strategy to attempt to restore equity
is to reduce the amount of effort he puts into doing his job. This may take the
form of reducing the amount of time spent at work, or perhaps taking
additional time to accomplish a particular task. At least up to this point, there
is no indication Officer Brown has begun to alter his inputs!
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
During a meeting with his sergeant, Officer Brown made it abundantly clear that he was considering
leaving the department. He said to his sergeant, "Meaning no disrespect, ma'am, but I've about had it
with this job. I can't remember the last time I had an entire weekend off because of the human
resource shortage in the Patrol Division. All I ever do is work, and it just isn't fair. I look at some of
my buddies who work in the detective bureau, and they have every weekend free. While they're
cruising around town on the weekends, I'm running from job to job. I thought I was going to like the
department, ma'am, but it just isn't for me. I'm sorry, but I'm going to look for another job outside the
department where at least the weekends are my own time."
B. ALTER OUTCOMES
B: NO, Officer Brown is not attempting to alter his outcomes, at least any
outcomes which he would receive while in the department. This resolution
strategy generally involves trying to get more for what is being done, such as
seeking to alter the reward system. There is no evidence in this situation that
Officer Brown is attempting to alter his outcomes from the department. You
could make a case, however, that by deciding to seek civilian employment he is
attempting to seek different outcomes from his work as a civilian. It appears
that he believes as a civilian he will not have to work as many weekends as he
does in the department. Would this necessarily be so? Is it possible that
Officer Brown may, in fact, be receiving some outcomes which he really values
which are not received by the officers working in other assignments. What
might these outcomes possibly be?
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
During a meeting with his sergeant, Officer Brown made it abundantly clear that he was considering
leaving the department. He said to his sergeant, "Meaning no disrespect, ma'am, but I've about had it
with this job. I can't remember the last time I had an entire weekend off because of the human
resource shortage in the Patrol Division. All I ever do is work, and it just isn't fair. I look at some of
my buddies who work in the detective bureau, and they have every weekend free. While they're
cruising around town on the weekends, I'm running from job to job. I thought I was going to like the
department, ma'am, but it just isn't for me. I'm sorry, but I'm going to look for another job outside the
department where at least the weekends are my own time."
C. COGNITIVE DISTORTION
C: NO, Officer Brown is not attempting to cognitively distort the situation. If an
individual perceives a situation to be inequitable and there is no apparent way
to change it, people will often distort what they perceive in an attempt to lessen
the impact of the inequity. For example, if an individual perceives inequity
because she fails to receive a promotion while a peer in another unit is
promoted, she may cognitively distort the situation by saying, "Hey, I didn't
really want that promotion. Getting promoted just means more headaches, and
who needs it?" This is an example of cognitively distorting the situation, and
there is no evidence in this situation that Officer Brown has adopted this
resolution strategy. Give it another try!
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
During a meeting with his sergeant, Officer Brown made it abundantly clear that he was considering
leaving the department. He said to his sergeant, "Meaning no disrespect, ma'am, but I've about had it
with this job. I can't remember the last time I had an entire weekend off because of the human
resource shortage in the Patrol Division. All I ever do is work, and it just isn't fair. I look at some of
my buddies who work in the detective bureau, and they have every weekend free. While they're
cruising around town on the weekends, I'm running from job to job. I thought I was going to like the
department, ma'am, but it just isn't for me. I'm sorry, but I'm going to look for another job outside the
department where at least the weekends are my own time."
D. ACT ON COMPARISON OTHER
D: NO, Officer Brown is not acting on the comparison other in this situation.
Acting on the comparison other is an inequity resolution strategy designed to
make the comparison other alter his inputs or outputs to a point which appears
to be equal to yours. Informal norms--a concept about which you will learn
more in Lesson 14--and peer pressure are common methods which can be
employed to accomplish this. There is no evidence in this situation to indicate
that Officer Brown is attempting to act on his comparison others, the officers
who work in other assignments. Try again!
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
During a meeting with his sergeant, Officer Brown made it abundantly clear that he was considering
leaving the department. He said to his sergeant, "Meaning no disrespect, ma'am, but I've about had it
with this job. I can't remember the last time I had an entire weekend off because of the human
resource shortage in the Patrol Division. All I ever do is work, and it just isn't fair. I look at some of
my buddies who work in the detective bureau, and they have every weekend free. While they're
cruising around town on the weekends, I'm running from job to job. I thought I was going to like the
department, ma'am, but it just isn't for me. I'm sorry, but I'm going to look for another job outside the
department where at least the weekends are my own time."
E. LEAVE THE FIELD
E: YES, Officer Brown is planning to leave the field by deciding not to consider
reenlisting in the department. Because of the inequity which he perceives as he
compares himself to the officers who work in other assignments, he attempts to
restore equity by deciding to leave the department and seek civilian
employment. Now, assuming that Officer Brown is a good officer, would you be
content to let him follow this strategy? Are there other ways in which you, as
the organizational leader, could help Officer Brown restore equity without
leaving the field? Think about this!
BACK TO THIS QUESTION
NEXT TEST
CONTENTS PAGE
END
During a meeting with his sergeant, Officer Brown made it abundantly clear that he was considering
leaving the department. He said to his sergeant, "Meaning no disrespect, ma'am, but I've about had it
with this job. I can't remember the last time I had an entire weekend off because of the human
resource shortage in the Patrol Division. All I ever do is work, and it just isn't fair. I look at some of
my buddies who work in the detective bureau, and they have every weekend free. While they're
cruising around town on the weekends, I'm running from job to job. I thought I was going to like the
department, ma'am, but it just isn't for me. I'm sorry, but I'm going to look for another job outside the
department where at least the weekends are my own time."
F. CHANGE COMPARISON OTHER
F: NO, Officer Brown is not attempting to change his comparison other. This
resolution strategy involves simply changing the reference point, or changing
the person with whom the equity comparison is made. In this situation, the
comparison others for Officer Brown are the officers who work in the detective
bureau. There is no indication that Officer Brown is considering comparing
himself to other officers in other units rather than just the detective bureau.
Try again!
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #1 Question #2
Lieutenant Dodd was concerned about Sergeant Front. Ever since he
received a marginal evaluation, he has been coming to work late and
wanting to leaving early. Even when he is at work, he has been
spending most of his time just cruising around and drinking coffee.
The Lieutenant also recently overheard Sergeant Front complaining
that all the other sergeants on the shift maxed their evaluations
without doing half the work he did.
A. Alter Inputs
B. Alter Outcomes
C. Cognitive Distortion
D. Act on Comparison Other
E. Leave the Field
F. Change Comparison Other
NEXT TEST
CONTENTS PAGE
END
Lieutenant Dodd was concerned about Sergeant Front. Ever since he received a
marginal evaluation, he has been coming to work late and wanting to leaving
early. Even when he is at work, he has been spending most of his time just
cruising around and drinking coffee. The Lieutenant also recently overheard
Sergeant Front complaining that all the other sergeants on the shift maxed
their evaluations without doing half the work he did.
A. ALTER INPUTS
A: YES, Yes, it appears that Sergeant Front feels he has been treated
inequitably on his last evaluation. He is now attempting to alter inputs by
reducing the amount of work he puts into his job. In this situation, he has been
coming to work late, leaving early, and not being very productive while he is at
work. These are all clear illustrations of an officer who is attempting to restore
equity by altering his inputs. If you were Sergeant Front's Commander, what
advice would you consider giving your him? Would you be willing to accept the
manner in which Sergeant Front is seeking to restore equity,
BACK TO THIS QUESTION
NEXT TEST
CONTENTS PAGE
END
Lieutenant Dodd was concerned about Sergeant Front. Ever since he received a
marginal evaluation, he has been coming to work late and wanting to leaving
early. Even when he is at work, he has been spending most of his time just
cruising around and drinking coffee. The Lieutenant also recently overheard
Sergeant Front complaining that all the other sergeants on the shift maxed
their evaluations without doing half the work he did.
B. ALTER OUTCOMES
B: NO, at least as far as we know from this scenario, Sergeant Front is not
seeking to alter outcomes. This resolution strategy generally involves trying to
get more for what is being done, such as seeking to alter the reward system.
Since Sergeant Front's evaluation is already a matter of record, and apparently
he is not making an attempt to get the lieutenant to change his evaluation,
there is no evidence in this situation that he is attempting to alter outcomes.
Try again.
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Lieutenant Dodd was concerned about Sergeant Front. Ever since he received a
marginal evaluation, he has been coming to work late and wanting to leaving
early. Even when he is at work, he has been spending most of his time just
cruising around and drinking coffee. The Lieutenant also recently overheard
Sergeant Front complaining that all the other sergeants on the shift maxed
their evaluations without doing half the work he did.
C. COGNITIVE DISTORTION
C: NO, there is no indication in this situation that Sergeant Front is attempting
to cognitively distort the situation. If an individual perceives a situation to be
inequitable and there is no apparent way to change it, people will often distort
what they perceive in an attempt to lessen the impact of the inequity. An
example of cognitive distortion in this scenario would be for Sergeant Front to
attempt to convince himself that his evaluation wasn't really important anyway.
There is no evidence here that Sergeant Front has attempted to cognitively
distort the situation. Try again!
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Lieutenant Dodd was concerned about Sergeant Front. Ever since he received a
marginal evaluation, he has been coming to work late and wanting to leaving
early. Even when he is at work, he has been spending most of his time just
cruising around and drinking coffee. The Lieutenant also recently overheard
Sergeant Front complaining that all the other sergeants on the shift maxed
their evaluations without doing half the work he did.
D. ACT ON COMPARISON OTHER
D: NO, there is no indication in this scenario that Sergeant Front is attempting
to act on his comparison other. Acting on the comparison other is an inequity
resolution strategy designed to make the comparison other alter his inputs or
outputs to a point which appears to be equal to yours. Informal norms--a
concept you will learn more about in Lesson 14--and peer pressure are common
methods which can be employed to accomplish this. In this situation, Sergeant
Front's comparison others are the other sergeants on the shift. There is no
evidence he is trying to influence how they do their job so that he will restore
equity. Try again!
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Lieutenant Dodd was concerned about Sergeant Front. Ever since he received a
marginal evaluation, he has been coming to work late and wanting to leaving
early. Even when he is at work, he has been spending most of his time just
cruising around and drinking coffee. The Lieutenant also recently overheard
Sergeant Front complaining that all the other sergeants on the shift maxed
their evaluations without doing half the work he did.
E. LEAVE THE FIELD
E: NO, there is no evidence here, that Sergeant Front is attempting to restore
equity by leaving the field. Recall from the first scenario how Officer Brown
attempted to restore equity? He decided to leave the field by deciding to leave
the department. Officer Brown did not even want to remain a member of the
department, but there is no indication in this scenario that Sergeant Front has
decided to take such a drastic action to seek to restore equity in the situation.
He was not going to leave the field, but what was he doing while on the job?
Can you think of possible explanations why Officer Brown and Sergeant Front
might have decided to restore equity with different resolution strategies? Try
again!
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Lieutenant Dodd was concerned about Sergeant Front. Ever since he received a
marginal evaluation, he has been coming to work late and wanting to leaving
early. Even when he is at work, he has been spending most of his time just
cruising around and drinking coffee. The Lieutenant also recently overheard
Sergeant Front complaining that all the other sergeants on the shift maxed
their evaluations without doing half the work he did.
F. CHANGE COMPARISON OTHER
F: NO, Sergeant Front is not attempting to change his comparison other. This
resolution strategy involves simply changing the reference point, or changing
the person with whom the equity comparison is made. In this situation, the
comparison others for Sergeant Front are the other sergeants on the shift.
There is no indication that Sergeant Front is considering comparing himself to
officers in other units rather than only to other sergeants on his shift. Try
again!
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #1 Question #3
Sergeant Murphy burst into his commander's office, "Sir, could you
please explain to me why I didn't get nominated for the next
management training seminar. I think I deserve to go, sir. I've been a
sergeant for two years now, and you know I have worked my tail off! I'm
the only sergeant on the shift who has not gotten a chance to go the
management seminar! It's just not fair, sir!"
A. Alter Inputs
B. Alter Outcomes
C. Cognitive Distortion
D. Act on Comparison Other
E. Leave the Field
F. Change Comparison Other
NEXT TEST
CONTENTS PAGE
END
Sergeant Murphy burst into his commander's office, "Sir, could you
please explain to me why I didn't get nominated for the next
management training seminar. I think I deserve to go, sir. I've been a
sergeant for two years now, and you know I have worked my tail off! I'm
the only sergeant on the shift who has not gotten a chance to go the
management seminar! It's just not fair, sir!"
A. ALTER INPUTS
A: NO, there is no indication, at least up to this point, that Sergeant Murphy has altered
his inputs. Altering inputs is a resolution strategy where a person seeks to do more or
less work, or in other words to put more or less into his job. If, for example, an individual
feels he is under rewarded, which is often the case, a likely strategy to attempt to restore
equity is to reduce the amount of effort he puts into doing his job. This may take the
form of reducing the amount of time spent at work, or perhaps taking additional time to
accomplish a particular task. At least up to this point, there is no indication Sergeant
Murphy has begun to alter his inputs. If after talking with his commander, he was still
unable to obtain a nomination to the management training seminar, this would be a
possible resolution strategy he might elect to employ. What might you, as the Shift
Commander, do to minimize the likelihood that Sergeant Murphy would seek to alter his
inputs?
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Sergeant Murphy burst into his commander's office, "Sir, could you
please explain to me why I didn't get nominated for the next
management training seminar. I think I deserve to go, sir. I've been a
sergeant for two years now, and you know I have worked my tail off! I'm
the only sergeant on the shift who has not gotten a chance to go the
management seminar! It's just not fair, sir!"
B. ALTER OUTCOMES
B: YES, by coming into his Commander's office and attempting to convince
him to send him to management training, Sergeant Murphy, is, attempting to
alter outcomes. This resolution strategy generally involves trying to get more
for what is being done, such as seeking to alter the reward system. In this
situation, it appears that Sergeant Murphy views going to the Management
Seminar as a desirable outcome. By approaching his Commander, he is, in
effect, trying to get more--the management seminar-out of the same amount of
work. Are there possible reasons why the Shift Commander was not able to
nominate Sergeant Murphy for this training? If the Shift Commander is unable
to nominate his sergeant for this school, what alternatives might he consider so
that Sergeant Murphy does not resort to less desirable inequity resolution
strategies?
BACK TO THIS QUESTION
NEXT TEST
CONTENTS PAGE
END
Sergeant Murphy burst into his commander's office, "Sir, could you
please explain to me why I didn't get nominated for the next
management training seminar. I think I deserve to go, sir. I've been a
sergeant for two years now, and you know I have worked my tail off! I'm
the only sergeant on the shift who has not gotten a chance to go the
management seminar! It's just not fair, sir!"
C. COGNITIVE DISTORTION
C: NO, there is no indication that Sergeant Murphy is cognitively distorting the
situation. If an individual perceives a situation to be inequitable and there is
no apparent way to change it, people will often distort what they perceive in an
attempt to lessen the impact of the inequity. For example, if an individual
perceives inequity because she fails to receive a promotion while a peer in
another unit is promoted, she may cognitively distort the situation by saying,
"Hey, I didn't really want that promotion. Getting promoted just means more
headaches, and who needs it?" This is an example of cognitively distorting the
situation, and there is no evidence in this situation that Sergeant Murphy has
adopted this resolution strategy. To the contrary, he continues to believe in the
importance of attending the management training seminar. Give it another try,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Sergeant Murphy burst into his commander's office, "Sir, could you
please explain to me why I didn't get nominated for the next
management training seminar. I think I deserve to go, sir. I've been a
sergeant for two years now, and you know I have worked my tail off! I'm
the only sergeant on the shift who has not gotten a chance to go the
management seminar! It's just not fair, sir!"
D. ACT ON COMPARISON OTHER
D: NO, Sergeant Murphy is not acting on his comparison other. Acting on the
comparison other is an inequity resolution strategy designed to make the
comparison other alter his inputs or outputs to a point which appears to be
equal to yours. Informal norms--a concept about which you will learn more in
Lesson 14--and peer pressure are common methods which can be employed to
accomplish this. In this situation, Sergeant Murphy's comparison others are
the other motor officers in the battalion. There is no evidence he is trying to
influence how they do their job so that he can restore equity. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Sergeant Murphy burst into his commander's office, "Sir, could you
please explain to me why I didn't get nominated for the next
management training seminar. I think I deserve to go, sir. I've been a
sergeant for two years now, and you know I have worked my tail off! I'm
the only sergeant on the shift who has not gotten a chance to go the
management seminar! It's just not fair, sir!"
E. LEAVE THE FIELD
E: NO, Sergeant Murphy not attempting to leave the field. Recall from the first
scenario when Sergeant Brown was so frustrated with having to work every
weekend? How did he attempt to restore equity? He decided to leave the field
by deciding to leave the department. Sergeant Brown did not even want to
remain a member of the department, but there is no indication in this scenario
that Sergeant Murphy has decided to take such a drastic action to seek to
restore equity in the situation. He has given no indication he is considering
leaving the field. In fact, in this situation we see Sergeant Murphy attempting to
do something about the situation. What is this sergeant attempting to do?
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Sergeant Murphy burst into his commander's office, "Sir, could you
please explain to me why I didn't get nominated for the next
management training seminar. I think I deserve to go, sir. I've been a
sergeant for two years now, and you know I have worked my tail off! I'm
the only sergeant on the shift who has not gotten a chance to go the
management seminar! It's just not fair, sir!"
F. CHANGE COMPARISON OTHER
F: NO, Sergeant Murphy is not attempting to change his comparison other.
This resolution strategy involves simply changing the reference point, or
changing the person with whom the equity comparison is made. In this
situation, the comparison others for Sergeant Murphy are the other sergeants
on the shift. There is no indication that Sergeant Murphy is considering
comparing himself to officers in other divisions rather than only to other
sergeants on his shift. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #1 Question #4
Officer Drummond was talking to his partner. “I was really upset about
not being made FTO Sergeant when Sergeant Robbins retired. I know a
lot of Officers who are FTO's in the Patrol Division. But now, I think
that I'm really the lucky one. I mean, who wants all that responsibility
without the stripes and the pay that goes with it? Sometimes things
just work out for the best.”
A. Alter Inputs
B. Alter Outcomes
C. Cognitive Distortion
D. Act on Comparison Other
E. Leave the Field
F. Change Comparison Other
NEXT TEST
CONTENTS PAGE
END
Officer Drummond was talking to his partner. “I was really upset about
not being made FTO Sergeant when Sergeant Robbins retired. I know a
lot of Officers who are FTO's in the Patrol Division. But now, I think
that I'm really the lucky one. I mean, who wants all that responsibility
without the stripes and the pay that goes with it? Sometimes things
just work out for the best.”
A. ALTER INPUTS
A: NO, there is not yet any indication that Officer Drummond has altered his
inputs. Altering inputs is a resolution strategy where a person seeks to do
more or less work, or in other words to put more or less into his job. If, for
example, an individual feels he is under rewarded, which is often the case, a
likely strategy to attempt to restore equity is to reduce the amount of effort he
puts into doing his job. This may take the form of reducing the amount of time
spent at work, or perhaps taking additional time to accomplish a particular
task. At least up to this point, there is no indication Officer Drummond has
begun to alter his inputs. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Officer Drummond was talking to his partner. “I was really upset about
not being made FTO Sergeant when Sergeant Robbins retired. I know a
lot of Officers who are FTO's in the Patrol Division. But now, I think
that I'm really the lucky one. I mean, who wants all that responsibility
without the stripes and the pay that goes with it? Sometimes things
just work out for the best.”
B. ALTER OUTCOMES
B: NO, there is no indication that Officer Drummond has attempted to alter
outcomes. Remember in the previous scenario how Sergeant Murphy went in
to his Shift Commander's office in an attempt to get his commander to change
his mind about nominating him to attend the Management training seminar.
This is an example of attempting to alter outcomes. In this situation, there is
no indication that Officer Drummond has done anything to attempt to change
the decision about becoming a FTO. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Officer Drummond was talking to his partner. “I was really upset about
not being made FTO Sergeant when Sergeant Robbins retired. I know a
lot of Officers who are FTO's in the Patrol Division. But now, I think
that I'm really the lucky one. I mean, who wants all that responsibility
without the stripes and the pay that goes with it? Sometimes things
just work out for the best.”
C. COGNITIVE DISTORTION
C: YES, Officer Drummond has cognitively distorted the situation. If an
individual perceives a situation to be inequitable and there is no apparent way
to change it, people will often distort what they perceive in an attempt to lessen
the impact of the inequity. In this situation, Officer Drummond, after not being
selected as a FTO, apparently convinced himself that the outcome of being a
FTO was no longer attractive to him. How might you deal, with Officer
Drummond if you were his boss?
RETURN TO THIS QUESTION
NEXT TEST
CONTENTS PAGE
END
Officer Drummond was talking to his partner. “I was really upset about
not being made FTO Sergeant when Sergeant Robbins retired. I know a
lot of Officers who are FTO's in the Patrol Division. But now, I think
that I'm really the lucky one. I mean, who wants all that responsibility
without the stripes and the pay that goes with it? Sometimes things
just work out for the best.”
D. ACT ON COMPARISON OTHER
D: NO, Officer Drummond has done nothing to act on the comparison other.
Acting on the comparison other is an inequity resolution strategy designed to
make the comparison other alter his inputs or outputs to a point which appears
to be equal to yours. Informal norms--a concept about which you will learn
more in Lesson 14--and peer pressure are common methods which can be
employed to accomplish this. In this situation, Officer Drummond's comparison
others are other Officers in the patrol division who are FTOs. There is no
evidence he is trying to influence how they do their job so that he can restore
equity. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Officer Drummond was talking to his partner. “I was really upset about
not being made FTO Sergeant when Sergeant Robbins retired. I know a
lot of Officers who are FTO's in the Patrol Division. But now, I think
that I'm really the lucky one. I mean, who wants all that responsibility
without the stripes and the pay that goes with it? Sometimes things
just work out for the best.”
E. LEAVE THE FIELD
E: NO, Officer Drummond is not leaving the field. Recall from the first scenario
when Sergeant Brown was so frustrated with having to work every weekend?
How did he attempt to restore equity? He decided to leave the field by deciding
to leave the department. Sergeant Brown did not even want to remain a
member of the department, but there is no indication in this scenario that
Officer Drummond has decided to take such a drastic action to seek to restore
equity in the situation. He has given no indication he is considering leaving the
field, although he is frustrated about the situation. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Officer Drummond was talking to his partner. “I was really upset about
not being made FTO Sergeant when Sergeant Robbins retired. I know a
lot of Officers who are FTO's in the Patrol Division. But now, I think
that I'm really the lucky one. I mean, who wants all that responsibility
without the stripes and the pay that goes with it? Sometimes things
just work out for the best.”
F. CHANGE COMPARISON OTHER
F: NO, Officer Drummond is not attempting to change his comparison other.
This resolution strategy involves simply changing the reference point, or
changing the person with whom the equity comparison is made. In this
situation, the comparison others for Officer Drummond are the other FTOs in
the patrol division. There is no indication that Officer Drummond is
considering comparing himself to officers in other units rather than only other
FTOs in the patrol division. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #1 Question #5
Sergeant Davis was very concerned when Sergeant Wallace was selected
as the departments, "officer of the Month," a distinction Sergeant Davis
had wanted for a long time. Sergeant Davis felt that he had much
better appearance and bearing than did Sergeant Wallace, so he
couldn't understand why he was not selected. So that Sergeant
Wallace would not win the honor again the following month, Sergeant
Davis tried to convince him not to work so hard in preparation for the
upcoming competition.
A. Alter Inputs
B. Alter Outcomes
C. Cognitive Distortion
D. Act on Comparison Other
E. Leave the Field
F. Change Comparison Other
NEXT TEST
CONTENTS PAGE
END
Sergeant Davis was very concerned when Sergeant Wallace was selected as the
departments, "officer of the Month," a distinction Sergeant Davis had wanted
for a long time. Sergeant Davis felt that he had much better appearance and
bearing than did Sergeant Wallace, so he couldn't understand why he was not
selected. So that Sergeant Wallace would not win the honor again the following
month, Sergeant Davis tried to convince him not to work so hard in preparation
for the upcoming competition.
A. ALTER INPUTS
A: NO, Sergeant Davis is not attempting to alter his inputs. Altering inputs is a
resolution strategy where a person seeks to do more or less work, or in other
words to put more or less into his job. If, for example, an individual feels he is
under rewarded, which is often the case, a likely strategy to attempt to restore
equity is to reduce the amount of effort he puts into doing his job. This may
take the form of reducing the amount of time spent at work, or perhaps taking
additional time to accomplish a particular task. Up to this point, there is no
indication Sergeant Davis has begun to alter his inputs. In fact, he is
continuing to work hard to become the next "officer of the Month. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Sergeant Davis was very concerned when Sergeant Wallace was selected as the
departments, "officer of the Month," a distinction Sergeant Davis had wanted
for a long time. Sergeant Davis felt that he had much better appearance and
bearing than did Sergeant Wallace, so he couldn't understand why he was not
selected. So that Sergeant Wallace would not win the honor again the following
month, Sergeant Davis tried to convince him not to work so hard in preparation
for the upcoming competition.
B. ALTER OUTCOMES
B: NO, there is no indication that Sergeant Davis is seeking to alter outcomes.
Remember in an earlier scenario how Sergeant Murphy went in to his Shift
Commander's office in an attempt to get his commander to change his mind
about nominating him to attend the management training seminar. This is an
example of attempting to alter outcomes. In this situation, however, there is no
indication that Sergeant Drummond has done anything to attempt to change
the decision about becoming an acting squad leader. Try again
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Sergeant Davis was very concerned when Sergeant Wallace was selected as the
departments, "officer of the Month," a distinction Sergeant Davis had wanted
for a long time. Sergeant Davis felt that he had much better appearance and
bearing than did Sergeant Wallace, so he couldn't understand why he was not
selected. So that Sergeant Wallace would not win the honor again the following
month, Sergeant Davis tried to convince him not to work so hard in preparation
for the upcoming competition.
C. COGNITIVE DISTORTION
C: NO, there is no evidence that Sergeant Davis has done anything to
cognitively distort the situation. If an individual perceives a situation to be
inequitable and there is no apparent way to change it, people will often distort
what they perceive in an attempt to lessen the impact of the inequity. In this
situation, Sergeant Davis continues to consider the "officer of the Month"
selection to be a coveted prize and something to continue to pursue. He is doing
nothing to cognitively distort the importance of this selection. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Sergeant Davis was very concerned when Sergeant Wallace was selected as the
departments, "officer of the Month," a distinction Sergeant Davis had wanted
for a long time. Sergeant Davis felt that he had much better appearance and
bearing than did Sergeant Wallace, so he couldn't understand why he was not
selected. So that Sergeant Wallace would not win the honor again the following
month, Sergeant Davis tried to convince him not to work so hard in preparation
for the upcoming competition.
D. ACT ON COMPARISON OTHER
D: YES, Sergeant Davis is acting on the comparison other. Acting on the
comparison other is an inequity resolution strategy designed to make the
comparison other alter his inputs or outputs to a point which appears to be
equal to yours. Informal norms--a concept about which you will learn more in
Lesson 14--and peer pressure are common methods which can be employed to
accomplish this. In this situation, Sergeant Davis' comparison other is Sergeant
Wallace, and what is he attempting to do to Sergeant Wallace? Right, he's
trying to convince him not to work so hard in the “officer of the Month”
competition next month. This is a good illustration of the inequity resolution
strategy of acting on the comparison other. If as their boss you became aware of
what Sergeant Davis was attempting to do, how might you approach him?
What would you actually say to Sergeant Davis? Would you want to talk with
Sergeant Wallace too?
RETURN TO THIS QUESTION
NEXT TEST
CONTENTS PAGE
END
Sergeant Davis was very concerned when Sergeant Wallace was selected as the
departments, "officer of the Month," a distinction Sergeant Davis had wanted
for a long time. Sergeant Davis felt that he had much better appearance and
bearing than did Sergeant Wallace, so he couldn't understand why he was not
selected. So that Sergeant Wallace would not win the honor again the following
month, Sergeant Davis tried to convince him not to work so hard in preparation
for the upcoming competition.
E. LEAVE THE FIELD
E: NO, Sergeant Davis is certainly not considering leaving the field. Leaving
the field is a strategy which involves leaving the situation altogether, such as
the resolution strategy pursued by Sergeant Brown in the first scenario.
Remember that one? To employ this resolution strategy, Sergeant Davis would
have to consider leaving or asking for a transfer to another unit. There is no
evidence in this situation to support this conclusion.
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Sergeant Davis was very concerned when Sergeant Wallace was selected as the
departments, "officer of the Month," a distinction Sergeant Davis had wanted
for a long time. Sergeant Davis felt that he had much better appearance and
bearing than did Sergeant Wallace, so he couldn't understand why he was not
selected. So that Sergeant Wallace would not win the honor again the following
month, Sergeant Davis tried to convince him not to work so hard in preparation
for the upcoming competition.
F. CHANGE COMPARISON OTHER
F: NO, Sergeant Davis did not attempt to change his comparison other. This
resolution strategy involves simply changing the reference point, or changing
the person with whom the equity comparison is made. In this situation, the
comparison others for Sergeant Davis is Sergeant Wallace. There is no
indication that Sergeant Davis is considering comparing himself to officers
other than Sergeant Wallace. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #1 Question #6
Although Sergeant Moretti was one of your best officers, he seemed to be very
depressed lately so you decided to call him into your office. You asked him what
was bothering him lately. He said, "Well, ma'am, Sergeant. Plank from the
detective bureau was just selected to attend supervision school and then will be
assigned as an squad leader, and I had really hoped for that job. I think I'm
every bit as qualified as he is. It just doesn't seem fair." You responded, "Well
Sergeant Moretti, think about how long Sergeant Plank has been a Sergeant."
Sergeant Moretti responded, "Well maybe you're right ma'am. I hadn't even
thought about that. I was just thinking about what kind of a job we both were
doing. I guess I have to think more about other newly promoted Sergeants,
rather than the Senior Sergeant in the department."
A. Alter Inputs
B. Alter Outcomes
C. Cognitive Distortion
D. Act on Comparison Other
E. Leave the Field
F. Change Comparison Other
NEXT TEST
CONTENTS PAGE
END
Although Sergeant Moretti was one of your best officers, he seemed to be very depressed lately so you
decided to call him into your office. You asked him what was bothering him lately. He said, "Well,
ma'am, Sergeant. Plank from the detective bureau was just selected to attend supervision school and
then will be assigned as an squad leader, and I had really hoped for that job. I think I'm every bit as
qualified as he is. It just doesn't seem fair." You responded, "Well Sergeant Moretti, think about how
long Sergeant Plank has been a Sergeant." Sergeant Moretti responded, "Well maybe you're right
ma'am. I hadn't even thought about that. I was just thinking about what kind of a job we both were
doing. I guess I have to think more about other newly promoted Sergeants, rather than the Senior
Sergeant in the department."
A. ALTER INPUTS
A: NO, Sergeant Moretti has not altered his inputs. Altering inputs is a
resolution strategy where a person seeks to do more or less work, or in other
words to put more or less into his job. If, for example, an individual feels he is
under rewarded, which is often the case, a likely strategy to attempt to restore
equity is to reduce the amount of effort he puts into doing his job. This may
take the form of reducing the amount of time spent at work, or perhaps taking
additional time to accomplish a particular task. Up to this point, there is no
indication Sergeant Moretti has begun to alter his inputs.
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Although Sergeant Moretti was one of your best officers, he seemed to be very depressed lately so you
decided to call him into your office. You asked him what was bothering him lately. He said, "Well,
ma'am, Sergeant. Plank from the detective bureau was just selected to attend supervision school and
then will be assigned as an squad leader, and I had really hoped for that job. I think I'm every bit as
qualified as he is. It just doesn't seem fair." You responded, "Well Sergeant Moretti, think about how
long Sergeant Plank has been a Sergeant." Sergeant Moretti responded, "Well maybe you're right
ma'am. I hadn't even thought about that. I was just thinking about what kind of a job we both were
doing. I guess I have to think more about other newly promoted Sergeants, rather than the Senior
Sergeant in the department."
B. ALTER OUTCOMES
B: NO, Sergeant Moretti has not altered outcomes. Remember in an earlier
scenario how Sergeant Murphy went into his Shift Commander's office in an
attempt to get his commander to change his mind about nominating him to
attend the management training seminar is an example of attempting to alter
outcomes. In this situation, however, there is no indication that Sergeant
Moretti has done anything to attempt to change the decision about who is to
become the new squad leader. He is frustrated, but he seems to have accepted
the decision. At least there is nothing apparent in this scenario to indicate he is
attempting to try to change the decision so that he can become the squad
leader. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Although Sergeant Moretti was one of your best officers, he seemed to be very depressed lately so you
decided to call him into your office. You asked him what was bothering him lately. He said, "Well,
ma'am, Sergeant. Plank from the detective bureau was just selected to attend supervision school and
then will be assigned as an squad leader, and I had really hoped for that job. I think I'm every bit as
qualified as he is. It just doesn't seem fair." You responded, "Well Sergeant Moretti, think about how
long Sergeant Plank has been a Sergeant." Sergeant Moretti responded, "Well maybe you're right
ma'am. I hadn't even thought about that. I was just thinking about what kind of a job we both were
doing. I guess I have to think more about other newly promoted Sergeants, rather than the Senior
Sergeant in the department."
C. COGNITIVE DISTORTION
C: NO, Sergeant Moretti is not cognitively distorting the situation. If an
individual perceives a situation to be inequitable and there is no apparent way
to change it, people will often distort what they perceive in an attempt to lessen
the impact of the inequity. Remember how Officer Drummond decided that he
was the lucky one for not being selected as the FTO. This is an example of
cognitively distorting the situation, but here Sergeant Moretti continues to
believe that becoming a squad leader is an important goal. There is nothing in
this situation to indicate that he is doing anything to cognitively distort the
situation. Try again,
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Although Sergeant Moretti was one of your best officers, he seemed to be very depressed lately so you
decided to call him into your office. You asked him what was bothering him lately. He said, "Well,
ma'am, Sergeant. Plank from the detective bureau was just selected to attend supervision school and
then will be assigned as an squad leader, and I had really hoped for that job. I think I'm every bit as
qualified as he is. It just doesn't seem fair." You responded, "Well Sergeant Moretti, think about how
long Sergeant Plank has been a Sergeant." Sergeant Moretti responded, "Well maybe you're right
ma'am. I hadn't even thought about that. I was just thinking about what kind of a job we both were
doing. I guess I have to think more about other newly promoted Sergeants, rather than the Senior
Sergeant in the department."
D. ACT ON COMPARISON OTHER
D: NO, Sergeant Moretti is doing nothing to act on the comparison other.
Acting on the comparison other is an inequity resolution strategy designed to
make the comparison other alter his inputs or outputs to a point which appears
to be equal to yours. Informal norms--a concept about which you will learn
more in Lesson 14--and peer pressure are common methods which can be
employed to accomplish this. In this situation, Sergeant Moretti's' comparison
other is Sergeant Plank, and there is nothing in this situation to indicate that
Sergeant Moretti is attempting to do anything to influence Sergeant Plank.
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Although Sergeant Moretti was one of your best officers, he seemed to be very depressed lately so you
decided to call him into your office. You asked him what was bothering him lately. He said, "Well,
ma'am, Sergeant. Plank from the detective bureau was just selected to attend supervision school and
then will be assigned as an squad leader, and I had really hoped for that job. I think I'm every bit as
qualified as he is. It just doesn't seem fair." You responded, "Well Sergeant Moretti, think about how
long Sergeant Plank has been a Sergeant." Sergeant Moretti responded, "Well maybe you're right
ma'am. I hadn't even thought about that. I was just thinking about what kind of a job we both were
doing. I guess I have to think more about other newly promoted Sergeants, rather than the Senior
Sergeant in the department."
E. LEAVE THE FIELD
E: NO, Sergeant Moretti is certainly not attempting to leave the field. Leaving
the field is a strategy which involves leaving the situation altogether, such as
the resolution strategy pursued by Officer Brown in the first scenario.
Remember that one? To employ this resolution strategy, Sergeant Moretti
would have to consider leaving the department or asking for a transfer to
another unit. There is no evidence in this situation to support this conclusion.
PLEASE TRY AGAIN
NEXT TEST
CONTENTS PAGE
END
Although Sergeant Moretti was one of your best officers, he seemed to be very depressed lately so you
decided to call him into your office. You asked him what was bothering him lately. He said, "Well,
ma'am, Sergeant. Plank from the detective bureau was just selected to attend supervision school and
then will be assigned as an squad leader, and I had really hoped for that job. I think I'm every bit as
qualified as he is. It just doesn't seem fair." You responded, "Well Sergeant Moretti, think about how
long Sergeant Plank has been a Sergeant." Sergeant Moretti responded, "Well maybe you're right
ma'am. I hadn't even thought about that. I was just thinking about what kind of a job we both were
doing. I guess I have to think more about other newly promoted Sergeants, rather than the Senior
Sergeant in the department."
F. CHANGE COMPARISON OTHER
F: YES, Sergeant Moretti has chosen to Change his Comparison Other. This
resolution strategy involves simply changing the reference point, or changing
the person with whom the equity comparison is made. In this case, Sergeant
Moretti made this change of his comparison other almost on his own. As you
see from this scenario, he made the change with only a little prompting from
his Commander. All the Shift Commander really did was to suggest that
Sergeant Moretti consider comparing himself to other newly promoted
Sergeant’s rather than to the Senior Sergeant in the department. In many
instances, you will find that it not this easy for an individual to change his
comparison other. It is, however, a useful strategy for you to consider as you
deal with officers with equity problems in the future. Good job,
RETURN TO THIS QUESTION
NEXT TEST
CONTENTS PAGE
END
Chapter #14
Practical Exercise
Part 2
INSTRUCTIONS: In this part of the practical exercise you will be given
a short case study with which to practice the lesson goal. You will need
pencil and paper for this part. After reading the case, you will need to
apply the lesson goal. Use the tool bar at the bottom of the pages to
scroll back to the case study as needed.
With your pencil and paper write down the:
Areas of Interest
The Analyze step
The Explain step,
And the Select step
As you do this, pay particular attention to the criteria in the
course guide.
READ THE CASE STUDY
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
You have been a shift commander for little over two months and have somehow managed
to hold things together. You are afraid you may not be able to do this much longer as
some things in your squad seem to be unraveling pretty quickly. Officer Jones used to be
one of your best men. He was a hard worker, knew his job and was doing well in all
assignments. Lately though, he has become one of your biggest headaches. First, you
overheard him telling a partner how he was happy not to be eligible for the next
promotional test for the upcoming cycle so now he could just kick back and enjoy his free
time and let the others do all the work. Then today after role call a sergeant had to break
up a fight between Jones and another one of your men, Officer George. You decide you
had better get all of this settled quickly before your shift fell apart. When you asked Jones
about the recent incidents he had this to say: "Well sir, the way things around here are
decided just aren't fair. I have been working hard all year hoping to be able to take the
next sergeant's exam. My father was a career police officer and my promotion would really
have made him proud. George is a shammer. If it weren't for me we never would pass do
anything but he is going to be a sergeant and I'm just a going to be pushing this tin can
around for at least four more years. Then today after role call he told me to go to the
motor pool and gas up our car "like a good little boy.“ That was all I could take. I told him
he better quit brown nosing the Sergeant or I'd fix him. One thing led to another and we
ended up in a fight. Don't worry sir, no more problems out of me. I'll do what is required
and that's it. I'll coast the rest of the way. Let people like George do the work.“ With these
last comments you dismiss Jones and realize you have some work to do before you'll be
able to enjoy your vacation in Jamaica."
A. O. I.s
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
Write down a list of your AREAS OF INTEREST.
When you are finished. Left click on A.O.I.s.
READ THE CASE STUDY
A. O. I.s
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
The following is a list of AOI's.
1. One of your best men, Off. Jones, has recently become one of your
worst.
2. Officer Jones told of his partners he was happy not to be eligible for
the next sergeants exam and would kick back and relax.
3. Officer Jones got in a fight with his partner, Officer George, at role
call.
4. Officer Jones says he will be satisfied to just "coast" the rest of the
way.
LEFT CLICK ON ANALYZE WHEN YOU ARE READY TO MOVE TO THE
NEXT STEP.
READ THE CASE STUDY
ANALYZE
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
Using the course guide, write down an ANALYZE step.
When you are finished. Left click on ANALYZE.
READ THE CASE STUDY
ANALYZE
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
Officer Jones‘ comparison other is Officer George. Officer Jones‘ inputs
are hard work versus the inputs of Officer George, shamming. The
outcome for Officer Jones is to be able to take the sergeants exam
and get promoted. The outcome for Officer George is promotion to
sergeant. When Officer Jones compares his inputs and outcomes
with those of Officer George, his comparison other, he perceives
inequity.
LEFT CLICK ON EXPLAIN WHEN YOU ARE READY TO MOVE TO THE
NEXT STEP.
READ THE CASE STUDY
EXPLAIN
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
Write down an EXPLAIN step based on the lesson goal in
the course guide.
When you are finished. Left click on EXPLAIN.
READ THE CASE STUDY
EXPLAIN
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
To solve his problem of inequity, Officer Jones has chosen the following
resolution strategies:
Cognitive Distortion. This explains why he told his classmate he was
happy he didn't get to take the sergeants exam. This is AOI 2.
Acting on the Comparison Other. This explains why he got into
a fight with his comparison other, Officer George. This is AOI 3.
Threatening to Alter Inputs. This explains why he tells you he won't do
anything more than what is required and will "coast" the rest of the
way. This is AOI 4.
LEFT CLICK ON SELECT WHEN YOU ARE READY TO MOVE TO THE
NEXT STEP.
READ THE CASE STUDY
SELECT
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
Write down the correct SELECT step for this case.
When you are finished. Left click on SELECT.
READ THE CASE STUDY
SELECT
CONTENTS PAGE
END
Equity Theory of Motivation
Chapter #14
Part #2 Question #1
Restore Officer Jones' perception of equity.
YOU HAVE NOW COMPLETED CHAPTER #6.
END
Welcome to the END of the
Practice Exam for Chapter #14.
If you wish to discontinue your work until
another time, simply hit the Escape Key on
your keyboard then end the Program.
If you wish to continue, click on the
CONTENTS PAGE at the bottom right of your
screen and pick another chapter to work on.
CONTENTS PAGE