Mgt 3310-Chapter 12-Motivating Employees

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Motivation

Back 1

The psychological processes that arouse and direct goal-directed behavior

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Extrinsic reward

Back 2

The payoff, such as money, a person receives from others for performing a particular task

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Intrinsic reward

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The satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself

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Need-based, process and reinforcement

Back 4

What are the three major perspectives on motivation?

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Need-based perspectives AKA content perspectives

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Theories that emphasize the needs that motivate people

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Need

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Physiological or psychological deficiencies that arouse behavior

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Maslow, Herzberg and McClelland

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What three needs based theorists are mentioned in chap 12.

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Hierarchy of needs theory

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This theory proposes that people are motivated by five levels of needs

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Unfulfilled OR “Deprived”

Back 9

According to Maslow, our actions are aimed at fulfilling the ______ needs?

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Physiological needs

Back 10

The need for food, clothing, shelter, comfort and self-preservation would be needs found in what level of Maslow’s hierarchy of needs theory?

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Safety needs

Back 11

The need for physical safety, emotional security, avoidance of violence would be needs found in what level of Maslow’s hierarchy of needs theory?

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Belongingness needs

Back 12

The need for love, friendship and affection would be needs found in what level of Maslow’s hierarchy of needs theory?

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Esteem needs

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The need for self-respect, status, reputation, recognition, and self-confidence would be needs found in what level of Maslow’s hierarchy of needs theory?

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Self-actualization needs

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The need for self-fulfillment, increasing competence, using abilities to the fullest would be needs found in what level of Maslow’s hierarchy of needs theory?

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Belongingness needs

Back 15

Once you have satisfied your safety needs, according to Maslow, you would then be motivated to satisfy what needs?

Front 16

Self-actualization needs

Back 16

Once you have satisfied your esteem needs, according to Maslow, you would then be motivated to satisfy what needs?

Front 17

Safety needs

Back 17

Once you have satisfied your physiological needs, according to Maslow, you would then be motivated to satisfy what needs?

Front 18

Two-factor theory

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Theory that proposed that work satisfaction and dissatisfaction arise from two different factors.

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Hygiene factors

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Factors associated with job dissatisfaction – such as salary, working conditions, interpersonal relationships, and company policy – all of which affect the job context in which people work.

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Motivating factors AKA motivators

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Factors associated with job satisfaction – such as achievement, recognition, responsibility, and advancement – all of which affect the job content or the rewards of work performance.

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Frederick Herzberg

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This theorist arrived as his needs-based theory as a result of a landmark study of 203 accountants and engineers, who were interviewed to determine the factors responsible for job satisfaction and dissatisfaction.

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Abraham Maslow

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Psychology professor proposed the hierarchy of needs theory

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David McClelland

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Psychologist who investigated the needs for affiliation and power as a consequence proposed the acquired needs theory

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Acquired needs theory

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Theory which states that three needs – achievement, affiliation and power – are major motives determining people’s behavior in the workplace

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Need for achievement

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The desire to excel, to do something better or more efficiently, to solve problems, to achieve excellence in challenging tasks

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Need for affiliation

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This is the desire for friendly and warm relations with other people

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Need for power

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This is the desire to be responsible for other people, to influence their behavior or to control them

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Two

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McClelland identifies how many forms of the need for power?

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Personal power

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This negative kind of the need for power is expressed in the desire to dominate others, and involves manipulating people for one’s own gratification

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Institutional power

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This positive kind of the need for power is expressed in the need to solve problems that further organizational goals.

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High need for achievement

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If you are happy with accomplishment of a task being its own reward, don’t mind or even prefer working alone, and are willing to take moderate risks, then you probably have a high what?

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High need for power

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If you enjoy being in control of people and events and being recognized for this responsibility you are high in what need?

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Process perspectives

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Perspectives that are concerned with the thought processes by which people decide how to act

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Expectancy theory, equity theory and goal-setting theory

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What are the three process perspectives on motivation

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Expectancy theory

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This theory suggests that people are motivated by two things (1) how much they want something, and (2) how likely they think they are to get it.

Front 36

Victor Vroom

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Expectancy theory was proposed by what theorist

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Expectancy

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The belief that a particular level of effort will lead to a particular level of performance

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Instrumentality

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The expectation that successful performance of the task, will lead to the outcome desired

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Valence

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The importance a worker assigns to the possible outcome or reward

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Equity theory

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Theory that focuses on employee perceptions as to how fairly they think they are being treated compared to others

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J. Stacy Adams

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Who proposed equity theory?

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Inputs

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This refers to the time, effort, training, experience and intelligence that people perceive they give to an organization

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Outputs or Rewards

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The rewards that people receive from an organization such as pay, benefits, praise, recognition, bonuses and promotions.

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Ratio/ratio

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Equity theory suggests that people compare the ___ of their own outcomes to inputs against the ____ of someone else’s outcomes to inputs.

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Perception

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The most important result of research on equity theory is that: no matter how fair managers think the organization’s policies, procedures, and reward system are, each employee’s ______ of those factors is what counts

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Goal-setting theory

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This theory suggests that employees can be motivated by goals that are specific and challenging but achievable.

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Edwin Locke and Gary Latham

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Who developed goal-setting theory?

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Specific, challenging and achievable

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To result in high motivation and performance, according to goal-setting theory, goals should have three characteristics.. what are they?

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Goal

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An objective that a person is trying to accomplish through his or her efforts

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B.F. Skinner

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Who was the father of operant conditioning?

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Effect

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Operant conditioning rests on Thorndike’s law of ____

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Law of effect

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This states that behavior that results in a pleasant outcome is likely to be repeated and behavior that results in unpleasant outcomes is not likely to be repeated

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Reinforcement theory

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Theory which attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated whereas behavior with negative consequences tends not to be repeated.

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Operant conditioning

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The process of controlling behavior by manipulating its consequences

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Reinforcement

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Anything that causes a given behavior to be repeated or inhibited

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Four

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How many types of reinforcement are there?

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Positive reinforcement, negative reinforcement, extinction and punishment

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What are the four types of reinforcement?

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Positive reinforcement

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The use of positive consequences to encourage desirable behavior

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Negative reinforcement

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The removal of unpleasant consequences following a desired behavior

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Extinction

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The withholding or withdrawal of positive rewards for desirable behavior, so that the behavior is less likely to occur in the future

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Punishment

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The application of negative consequences to stop or change undesirable behavior

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Desirable

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You should give rewards to your employees only when they show what types of behavior?

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Undesirable

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You should give punishment only when employees show frequent ____ behavior?

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Job design

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The division of the organization’s work among its employees and (2) the application of motivational theories to jobs to increase satisfaction and performance.

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Two

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How many different approaches are there to job design?

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Fitting people to jobs

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The traditional way of job design is fitting what to what?

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Fitting jobs to people

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The modern way of job design is fitting what to what?

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Fitting people to jobs

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This way of job design is based on the assumption that people will gradually adapt to any work situation.

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Job simplification

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The process of reducing the number of tasks a worker performs

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Fitting jobs to people

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This way of job design is based on the assumption that people are underutilized at work and that they want more variety, challenges, and responsibility.

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Job enlargement

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The opposite of job simplification is job?

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Job enlargement

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This consists of increasing the number of tasks in a job to increase variety and motivation

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Job enrichment

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This consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work and advancement

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Job enrichment

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This is the practical application of Frederick Herzberg’s two-factor motivation-hygiene theory of job satisfaction

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Job characteristics model

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This model consists of five core job characteristics

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Skill variety

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This describes the extent to which a job requires a person to use a wide range of different skills and abilities

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Task identity

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This describes the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end

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Task significance

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This describes the extent to which a job affects the lives of other people, whether inside or outside the organization

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Autonomy

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This describes the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them

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Feedback

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This describes the extent to which workers receive clear, direct information about how well they are performing the job.

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J. Richard Hackman and Greg Oldham

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Who developed the job characteristics model?

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Job diagnostic survey

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Hackman and Oldham developed a self-report instrument for managers to use called what?

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MPS motivating potential score

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The Job diagnostic survey indicates whether an individual’s score on this variable is high or low

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Pay for performance

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This bases pay on one’s results

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Piece rate

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Employees are paid according to how much out put they produce

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Sales commission

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Sales representatives are paid a percentage of the earnings the company made from their sales

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Bonuses

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Cash awards given to employees who achieve specific performance objectives

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Profit sharing

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The distribution to employees of a percentage of the company’s profits

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Gain sharing

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The distribution of savings or ‘gains’ to groups of employees who reduced costs and increased measurable productivity

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Stock options

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Certain employees are given the right to buy stock at a future date for a discounted price

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Pay for knowledge

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This ties employee pay to the number of job-relevant skills or academic degrees they earn

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Flexible workplace

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This includes part-time work, flextime, compressed workweek, job sharing and telecommuting.

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Sabbaticals

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Time off from work to recharge oneself