16. Motivating employees Flashcards
Motivation
The process by which a person’s efforts are energized, directed, and sustained toward attaining a goal.
- energy is a measure of intensity, drive, and vigor
- effort is channeled in a direction that benefits the organization
- we want employees to persist in putting forth effort
Maslow’s hierarchy
- Physiological needs
- Safety needs
- Social needs
- Esteem needs
- Self-actualization needs
McGregor’s theories:
- Theory X: The assumptions that employees dislike work, are lazy, avoid responsibilitym and must be coerced to perform.
2. Theory Y: The assumption that employees are creative, enjoy work, seek responsibility, and can exercise self-direction
Hertzberg’s two-factor theory
(motivation-hygiene theory)
- the motivation theory that claims that intrinsic factors are related to job satisfaction and motivation, whereas extrinsic factors are associated with job dissatisfaction.
Hygiene factors
factors that eliminate job dissatisfaction, but don’t motivate.
Motivators
factors that increase job satisfaction and motivation
Three needs theory
- Need for achievement (the drive to succeed and excel in relation to a set of standards)
- Need for power (The need to make others behave in a way that they would not have behaved otherwise.
- Need for affiliation - the desire for friendly and close interpersonal relationships.
Need for affiliation
The desire for friendly and close interpersonal relationships
Goal-setting-theory
the proposition that specific goals increase performance and that difficult goals, when accepted, result in higher performance than do easy goals.
Self-efficacy
an individual’s belief that he or she is capable of performing a task.
Reinforcement theory
The theory that behavior is a function of its consequences.
Reinforcers
Consequences immediately following a behavior which increase the probability that the behavior will be repeated
Designing motivaating jobs
- Jobs design
- Job scope
- Job enlargement
- Job enrichment
- Job depth
- Job characteristics model
Job design
the way tasks are combined to form complete jobs
Job scope
The number of different tasks required in a job and the frequency with which those tasks are repeated.
Job enlargement
The horizontal expansion of a job that occurs as a result of increasing job scope.
Job enrichment
The vertical expansion of a job that occurs as a result of additional planning and evaluation of responsibilities.
Job depth
The degree of control employees have over their work.
Job characteristics model
A framework for analyzing and designing jobs that identifies five primary core job dimensions, their interrelationships, and their impact on outcomes.
Five core Job dimensions
- Skill variety
- Task identify
- Task significance
- Autonomy
- Feedback
Skill variety
the degree to which a job requires a variety of activities so that an employee can use a number of different skills and talents.
Task identify
the degree to which a job requires completion of a whole and identifiable piece of work.
Task significance
the degree to which a job has a substantial impact on the lives or work of other people.
Autonomy
the degree to which a job provides substantial freedom, independence, and discretion to the individual in scheduling the work and determining the procedures to be used in carrying it out.