Mgmtch16

Front 1

DETERMINANTS OF INDIVIDUAL PERFORMANCE

Back 1

motivation, ability, work environment

Front 2

TRADITIONAL APPROACH

Back 2

work is unpleasant, mgrs know more than workers, money is primary motivation

Front 3

HUMAN RELATIONS APPROACH

Back 3

maintain appearance of employee participation

Front 4

HUMAN RESOURCE APPROACH

Back 4

employee contributions are important and valuable

Front 5

CONTENT PERSPECTIVES

Back 5

try to answer question "what factors in the workplace motivate people?"

Front 6

MASLOW'S HIERARCHY OF NEEDS

Back 6

physiological needs
security needs
belongingness needs
esteem needs
self actualization needs

Front 7

ERG THEORY

Back 7

needs are grouped into three overlapping categories: existence, relatedness, and growth

Front 8

TWO FACTOR THEORY

Back 8

people's satisfaction and dissatisfaction influenced by motivation factors and hygiene factors

Front 9

MOTIVATIONAL FACTORS

Back 9

(work content) range from satisfaction to no satisfaction

Front 10

HYGIENE FACTORS

Back 10

(work environment) range from dissatisfaction to no dissatisfaction

Front 11

PROCESS PERSPECTIVES

Back 11

focus on why people choose certain behavioral options and how they evaluate their satisfaction

Front 12

EXPECTANCY THEORY

Back 12

motivation depends on how much we want something and how likely we are to get it

Front 13

VALENCE

Back 13

how much an individual values a perticular outcome

Front 14

EQUITY THEORY

Back 14

people seek social equity in rewards- ratio of outcomes to inputs

Front 15

GOAL SETTING THEORY

Back 15

behavior is a result of goals and intentions

Front 16

REINFORCEMENT THEORY

Back 16

rewards cause behavior to change or remain the same over time

Front 17

AVOIDANCE

Back 17

strengthens behavior by avoiding unpleasant consequence that would result if the behavior is not performed

Front 18

EXTINCTION

Back 18

weakens undesired behavior by ignoring or not reinforcing it

Front 19

FIXED INTERVAL SCHEDULE

Back 19

reinforcement applied at fixed time intervals, regardless of behavior

Front 20

VARIABLE INTERVAL SCHEDULE

Back 20

reinforcement applied at variable time intervals

Front 21

FIXED RATIO SCHEDULE

Back 21

reinforcement applied after a fixed number of behaviors

Front 22

VARIABLE RATIO SCHEDULE

Back 22

reinforcement applied after variable number of behaviors- most affective for maintaining performance, also most difficult

Front 23

BEHAVIOR MODIFICATION (OB)

Back 23

applying basic elements of reinforcement theory in and organizational setting

Front 24

COMPRESSED WORK SCHEDULE

Back 24

working full forty hour week in less than five days

Front 25

FLEXIBLE WORK SCHEDULE

Back 25

allow employees to select the hours they will work

Front 26

JOB SHARING

Back 26

two part time employees share one full time job

Front 27

TELECOMMUTING

Back 27

allow employees to work off site, using internet or info tech

Front 28

MERIT SYSTEM

Back 28

different pay raises at the end of the year depending on overall job performance

Front 29

PIECE RATE INCENTIVE PLAN

Back 29

pays amount of money per unit produced

Front 30

INDIVIDUAL INCENTIVE PLAN

Back 30

rewards individual performance when high performance occurs

Front 31

SALES COMMISSIONS

Back 31

paid a percentage of sales over a period of time

Front 32

GAIN SHARING

Back 32

all members of group get bonus when levels are exceeded

Front 33

PROFIT SHARING

Back 33

provides an annual bonus based on corporate profits

Front 34

EMPLOYEE STOCK OWNERSHIP PROGRAMS (ESOPs)

Back 34

grant stock ownership as a reward