The definition of motivation has three key elements: energy, direction, and persistence. (True or false?)

Answer to #1

Answer: TRUE

Answer to #2

Answer: FALSE

Answer to #3

Answer: C

Answer to #4

Answer: C

Answer to #5

Answer: D

Answer to #6

Answer: Gen Ys, born from about 1982 to 1997, want their work life to provide an array of experiences and opportunities. Gen Y is independent and tech-savvy. Gen Y workers have high expectations of themselves. They aim to work faster and better than other workers. They want fair and direct managers who are highly engaged in their professional development. They seek creative challenges and view colleagues as vast resources from whom to gain knowledge. They want immediate responsibility. They want small goals with tight deadlines.
Gen Y employees want bosses who are open minded; experts in their field, even if they aren't tech-savvy; organized; teachers, trainers, and mentors; not authoritarian or paternalistic; respectful of their generation; understanding of their need for worklife balance; providing constant feedback; communicating in vivid and compelling ways; and providing stimulating and novel learning experiences.
Managers must contend with conflicts and resentment that arise over issues such as appearance, technology, and management style.
In more conservative organizations, one possible solution to accommodate the more casual attire preferred by Gen Y is to be more flexible in what's acceptable
This generation has lived much of their lives with ATMs, DVDs, cell phones, e-mail, texting, laptops, and the Internet. When they don't have information they need, they just simply enter a few keystrokes to get it. Having grown up with technology, Gen Ys tend to be totally comfortable with it. They're quite content to meet virtually to solve problems. Baby boomers complain about Gen Y's inability to focus on one task, while Gen Ys see nothing wrong with multitasking.
Gen Y employees have a lot to offer organizations in terms of their knowledge, passion, and abilities. Managers, however, have to recognize and understand the behaviors of this group in order to create an environment in which work can be accomplished efficiently, effectively, and without disruptive conflict.