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51 Cards in this Set
- Front
- Back
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What are needs
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An experience state of deficiency which driver behavior
Hunger, thirst |
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What is a motive
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A motive pulls human behavior towards a goals that is predicate or anticipated
Achievement, power, greed |
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Whats the difference between performance and motivation
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Performance implies evaluation which occurs after behavior therefore it suggest and measurement system
Motivation is one of several psychological states which influence performance |
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What three elements does motivation have
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1) Direction - the behavior the employee engages in that he thinks will results in good performance
2) Level of effort - how much effort the employee puts into the behavior 3) Extent of persistence - in face of adversity |
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What other factors can influence performance
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1) Ability
2) need for achievement (personality) 3) difficulty of task 4) Job resources 5) org commitment and job identification |
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What are the two types of Motivation Theory
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1) Content Theory
2) Process Theory |
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What does the content theories of motivation specify
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That human needs activate behavior aim at reducing the needs
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What are the two content Theories
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1) Herzbergs Two factor theory'
2) Maslow's Hierarchy of needs |
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What are the five levels in Maslow's Hierarchy of Needs
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1) Physiological
2)Safety 3) Belongingness 4) Esteem 5) Self Actualization |
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What are Herzbergs Two Factors
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1) Hygiene's
2) Motivators |
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What are hygiene factors
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They are elements of job context, whats around the employee at work.
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Give some examples of hygiene factors
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1) Pay
2) peer relations 3) job security 4) Work Environment 5) Supervision |
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What can happen if hygiene factors are not present
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1) high turnover
2) job withdrawal 3) job burnout 4) quitting |
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If hygiene factors are present does this improve motivation or job satisfaction
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Only for a short time after the hygiene factors are increase, but then employees see them as givens, Hygiene factors will only get you half way to job satisfaction
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How else could you describe Hygiene factors
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Extrinsic factors
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What are motivators
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Factors that rise motivation and job satisfaction (intrinsic factors)
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Give an example of motivators
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1) Status
2) work itself 3) Promotion 4) Responsibility 5) Recognition |
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What do process theories of motivation target
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decision making, perception and elements in the environment especially the available rewards
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What are the two process theories of motivation
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1) Equity Theory
2) Expectancy Theory |
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What does equity theory help us understand
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How an employee reacts to incentives and outcomes in the context of performance-job satisfaction relationship
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If we take equity theory into consideration what is a employee likely to do
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employee will gauge their own level of effort and the rewards they receive for this effort in comparison to others efforts and the rewards they receive for their efforts
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What happens if an employee feel or perceives there is an inequality
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He will take action to redress the balance, work harder, work to rule, work less.
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How does personality come in this social comparison carried out in equity theory
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different personalities react differently to the inequality. Different personality types identified
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What different personality types have been identified in the social comparison process in equity theory
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1) Benevolent - comfortable with negative inequiality
2) Equity sensitives - prefer equity 3) Entitled - comfortable with positive equality |
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What did Professor Tolman the developer of Expectancy theory realize
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That behavior is always purposeful and goal direct and it could only be understood in terms of probabilities that a given behavior will lead to outcomes valued by the individual
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What areas is expactancy theory explaining
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1) Turnover
2) Absenteeism 3) join now org 4) career choice 5) performance and leadership |
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What is valence
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it is defined as the attractiveness of an outcome, it can be negative or positive
Its in the eye of the beholder, like stress |
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What is expectancy
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The belief that a given level of effort will result in a 1st level outcome
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What is instrumentality
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the personal believe that 1st level outcome lead to 2nd level outcomes (it can be positive or negative)
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Why must manager be aware of instrumentality
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becuase they want their employees to see a clear pathway from performance excellence to second order outcomes that are positively valent (as pathways become clear employees are motivated to higher performance)
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What individual factors lead to effort
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1) Locus of control
2) Esteem 3) Self-efficiency 4) Need for achievement |
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What org factors can have an affect on effort exerted by employee
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1) Role Ambiguity
2) Role conflict 3) PAS 4) Reward system 5) Job Design |
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What are some 1st level outcome
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Think behavior and attitudes,
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What are some 2nd level outcome
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Promtion
pay rise new job in org new house |
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Draw expectancy diagram
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Effort -- performance -----2nd level outcomes
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What is the difference between the contecnt/process theories of motivation and BMod
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BMod place the environment at the center of motivation and de-emphasis the individual - needs and thinking is ignored
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So what does BMod look at
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It only looks are behavior that can be observed
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What does BMod believe
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That behviour is a function of environmental consequences completely external to the individual
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What is operant conditioning
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Is reinforcement which modifies behavior through its consequences
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What are the for contingencies of reinforcement
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1) Positive Reinforcement - pleasant consequence
2) Negative Reinforcement - negative consequence (avoidance learning) 3) Extinction - pleasant consequence removed - behavior not feed 4) Punishment - unpleasant consequences applied |
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Which contingencies strengthen the behavior
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1) Positive reinforcement
2) Negative reinforcement |
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Which contingencies weaken behavior
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1) Extinction
2) Punishement |
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What are the two types of Schedules of reinforcement
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1) Partial
2) Continuous |
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What is continuous schedule fo reinforcement
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consequence follow each response - co-worker comments each time an employee comes in late
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What is partial schedule of reinforcement
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Consequences do not follow every response
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What are the two partial schedules of reinforcement
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1) Interval schedule
2) Ratio Schedule |
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What two type of interval reinforcement
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1) Fixed interval - after a given amount of time reinforcement occurs
2) After a variable amount of time has elapsed reinforcement occurs |
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What are the two types of ratio reinforcement
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1) Fixed Ratio - linked to a given number of behavior
2) Variable - linked to an average number of behavior |
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How should punishment be applied
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1) Rapid - immediately following infraction
2) Intense - sufficient to weaken behavior 3) equitable across all people and infractions 4) Must have information value - why, what correct behavior, consequence of further infractions 5) Not followed by rewards - inviting the employee to lunch because you feel guilty 6) Esteem of employee must remain intact |
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What steps are involved in setting up a BMod Program
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1) Define the job
2) Set Standards 3) Complete a Gap analysis 4) Determine the intervention 5) Modify/reinforce 6) Evaluate |
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What is the law of affect
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The tendency to repeat behavior which cause favorable consequence and not repeat behavior that do not
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