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Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer? for CLAT 2024 is part of CLAT preparation. The Question and answers have been prepared according to the CLAT exam syllabus. Information about Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer? covers all topics & solutions for CLAT 2024 Exam. Find important definitions, questions, meanings, examples, exercises and tests below for Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer?.

Solutions for Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer? in English & in Hindi are available as part of our courses for CLAT. Download more important topics, notes, lectures and mock test series for CLAT Exam by signing up for free.

Here you can find the meaning of Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer? defined & explained in the simplest way possible. Besides giving the explanation of Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer?, a detailed solution for Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer? has been provided alongside types of Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer? theory, EduRev gives you an ample number of questions to practice Read the given passage and answer the question that follows.Job performance is affected by a number of factors. Motivation alone does not lead to increase in performance. Ability and technologymoderatesthe relationship between motivation and performance. The higher the levels of ability and motivation, the higher the level of performance will be. However, increasing motivation beyond an optimal level tends to produce a dysfunctional result because it is accompanied by an increasing level of anxiety. A high level of anxiety often disrupts performances.The relationship between satisfaction and performance is not clear. Satisfaction may or may not lead to high performance depending on the perceived availability of valued outcomes and the perceived expectancy that a person’s effort and performance will lead to receiving the valued rewards. If the person expects that his performance will lead to increased rewards which he values, the level of his motivational effort will increase, if he anticipates less, his motivational effort will increase, if he anticipates less, his motivational effort will be lower.The relationship between job dissatisfaction and poor performance seems to be clearer than that between satisfaction and performance. Dissatisfaction leads to poor performance by means ofapathy, absenteeism, turnover, sabotage, and strike. In addition, high performers are more vulnerable to job dissatisfaction because they tend to expect more from their jobs than low performers.Job satisfaction is more closely related to the decision to join and remain in an organisation than to the motivation to produce. The motivation to produce largely depends on the availability of valued outcomes (valence), the perceived instrumentality of performance for receiving incentive rewards, and the perceived expectancy that effort leads to performance. The task of satisfying employees is much easier than the task of motivating them because the former can be achieved by rewarding them while the latter requires such additional constraints as establishing performance-reward contingencies and designing motivating work systems.Q.The task of motivating employees is difficult due toa)Apathy and lack of enthusiasm of employeesb)Difficulty in establishing relationship between satisfaction and performancec)Difficulty in monitoring ability level of employeesd)Difficulty in designing a motivating work systemCorrect answer is option 'D'. Can you explain this answer? tests, examples and also practice CLAT tests.