05_Organizational Psych: Overview and Motivation Flashcards
Scientific management:
Taylor’s Primary motivating factor
Individuals are driven by economic self-interest
Money = most effective motivator
Human Relations Movement (Mayo):
Overview
Greater emphasis on worker needs, motives, and relationships
Identified the “Hawthorne effect”
Hawthorne effect:
Overview
Research phenomenon: job performance improved as a result of participating in the research study
Productivity increased regardless of changes were made in work environments
Mayo:
Informal Workgroup Norms
Production above or below the informal norm results in social pressure to conform
Rate busters = workers who produce too much
Chiselers / Just lazy = coworkers who produce too little
Determinants of MacGregor’s Theory X and Theory Y Management styles
Based managers’ assumptions of employee characteristics
Beliefs of Theory X Managers
Employees dislike work and avoid it whenever possible
Employees must be directed and controlled
Beliefs of Theory Y Managers
Work is as natural as play
Employees are capable of self-control and self-direction
Relationship Between Motivation and Performance
High motivation alone does not lead to high performance
Performance Equation
Ability + Motivation + Environment
Maslow’s five basic instinctual needs
Physiological
Safety
Social
Esteem
Self-actualization
Maslow’s Need-Hierarchy Theory of Motivation:
Pre-potent motivators
Needs are arranged in a hierarchy
Each need acts as a motivator only when lower needs are met (prepotent)
*Self-actualization is ongoing, the only need that is never completely met
Criticisms of Maslow’s Need-Hierarchy Theory
Needs are not always activated in the order described
Unfulfilled needs, especially psychological needs, take precedence over other needs
Maslow’s needs rated highest by Managers
Esteem
Self-actualization
ERG Theory (Alderfer):
Three Needs
Existence
Relatedness
Growth
[*More empirically supported than need-hierarchy theory]
Need Theory:
McClelland used thematic apperception tests to identify these 3 needs that underlie job motivation
Need for achievement
Need for power
Need for affiliation
High need for achievement:
Employee Characteristics
Prefer Moderate difficulty tasks and risk
Prefer to assume personal responsibility rather than delegate work
*Less suitable for management positions
High need for achievement employees:
Preferred feedback
Frequent and concrete
Monetary rewards viewed as feedback and recognition
*not primary motivation
Herzberg’s Two-Factor Theory of Satisfaction and Motivation:
Overview
Motivator Factors: Higher-level needs
Hygiene Factors: Lower-level needs
Satisfaction and Dissatisfaction are Independent constructs
One can be both satisfied and dissatisfied at the same time
Herzberg’s Two-Factor Theory:
Higher-level needs
Opportunities for responsibility, advancement, recognition, and achievement
When fulfilled = Increase job satisfaction and motivation
When unfulfilled =Do not cause dissatisfaction
Hertzberg:
Job enrichment
Combining several jobs into a larger job
Employee performs a meaningful unit of work and is given greater responsibility, freedom, and control
*Increases motivation
Hertzberg:
Characteristics of individuals who welcome job enrichment
Younger, well-educated
Possess skills needed to perform the enriched job
High need for achievement
Job Enlargement vs Job Enrichment
Enrichment = more higher-level tasks, Increases motivation and satisfaction
(vertical loading)
Enlargement = more tasks with more variety
(horizontal loading)
Job Enlargement and Satisfaction
Can reduce boredom, but doesn’t impact satisfaction or motivation
Locke and the Latham’s Goal-Setting Theory:
Overview
There is a higher motivation to achieve goals that have been consciously accepted and committed to
Locke and the Latham’s Goal-Setting Theory:
When Participation in goal setting is necessary
When employees are not likely to accept assigned goals
Goal-Setting Theory:
2 characteristics of goals that increase productivity
Specific
Moderately difficulty
Goal-Setting Theory:
Relationship between Feedback and productivity
Feedback is crucial!
Goal setting + feedback is superior in improving productivity than either of them alone
True or false?
Predictions of goal-setting theory are moderated in a consistent way by age, gender, or culture.
False.
Research shows no significant effects
What types of goals are associated with greater goal commitment for people with high need for achievement?
Self-set goals
Adams’s Equity Theory:
Overview
Impact of social comparison on motivation
Employees compare ratio input/outcome ratios of others are performing similar jobs
Satisfaction = equal ratios
Expectancy Theory:
Three factors that influence motivation
High expectancy (effort = successful performance)
High instrumentality (high rewards)
Positive valence (rewards are valuable)
V-I-E
Bandura’s Social-Cognitive Theory emphasizes self-regulation of behavior.
Name the 4 Processes of Self-Regulation
Goal-Setting
Self-Observation
Self-Evaluation
Self-Reaction
Social-cognitive Theory:
Positive Self-Reaction
Current behaviors are meeting goals
Social-cognitive Theory:
Negative Self-Reaction
Dissatisfaction provides motivation to:
Increase effort
Alter strategies
Modify goals
*Or abandon the activity
