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Organizational Psychology > 3. Employee Motivation > Flashcards

3. Employee Motivation Flashcards

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1
Q

What is motivation?

A

a desire to reach a goal

+ the energy to work towards that goal

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2
Q

Name the three components that make up emotion…

A

PID

PERSISTENCE (how long effort exerted)
INTENSITY (how much effort)
DIRECTION (which goal)

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3
Q

name examples of external rewards

A
  • salary
  • working conditions
  • benefits
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4
Q

name examples of internal rewards

A
  • achievement
  • responsibility
  • recognition
  • growth
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5
Q

Name three TOP reasons people leave their jobs…

A
  1. learning opportunity
  2. FEEDBACK
  3. bad boss
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6
Q

Does money make you happy?

A

BRICKMAN ET AL.: lottery winners return to same happiness after a year

KILLINGSWORTH ET AL. wellbeing rises with income BUT income does little for wellbeing when axes made linear

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7
Q

Results of the candle experiment?

Glucksberg et al.

A

Group 1: no incentive
Group 2: incentive (5$ if in top 25%, $25 for winner)

Group 2 took 3,5 mins longer

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8
Q

When do financial incentives work?

A

simple tasks

simplified candle experiment –> group 2 won by LARGE margin

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9
Q

Why did financial incentives slow down Group 2 during the first Candle Experiment

A
  • focus narrowed – > fixed functionality
    so performance decreased
  • intrinsic motivation extinguished

–> creates SHORT-TERM THINKER

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10
Q

multiple motives –>

A

may damage persistence & performance

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11
Q

Why do money incentives work for simple tasks?

A

no intrinsic motivation in the first place to be undermined

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12
Q

Name 2 myths about pay

A

1) individual incentive pay improves performance (actually UNDERMINES performance, as OVEREMPHASIZES short term focus)
2) people work for money (more for meaning)

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13
Q

ARLEY ET AL. 2009

A

mechanical skills –> bonus effective
cognitive skills –> bonus ineffective (even damaging)
8/9 tasks acrss 3 experiments

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14
Q

Differentiate intrinsic from extrinsic motivation.

A

IN:

  • controlled by internal factors, controlled by the self
    e. g. amount of effort they expend
  • person as AGENT
  • clear purpose
  • not just focused on results

EX:
- rewards e.g. money
- coercion
competition

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15
Q

Summarise maslow’s Hierarchy of Needs

A

physiological needs, safety needs, social needs,
self-esteem needs, self-actualization needs

  • higher order needs can only be satisfied once lower-order needs have been met
  • individualistic perspective
  • all people have same basic needs
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16
Q

Maslow: a satisfied need is no longer a ___________

A

MOTIVATOR

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17
Q

name examples of self esteem needs…

A

fame
recognition
dignity

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18
Q

name examples of self-actualization needs

A

purpose
freedom
confidence
achievement

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19
Q

What satisfies physiological needs in the workplace?

A
  • rest break
  • refreshment break
  • physical comfort
  • reasonable working hours
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20
Q

What satisfies safety needs in the workplace?

A
  • safe working conditions
  • base salary
  • job security
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21
Q

What satisfies social needs in workplace?

A
  • friendly coworkers
  • interaction with customers
  • pleasant superiors
22
Q

What satisfies SELF ESTEEM needs?

A
  • praise from boss

- perceived high status of role

23
Q

What satisfies SELF ACTUALIZATION NEEDS?

A

creative work

challenging work

24
Q

Who adapted Maslow’s theory to ASIA?

A

NEVIS

25
Q

Describe the adaptation of Maslow’s theory to Asia…

A

too individualistic for asian society

no ESTEEM

social needs > phys > safety > SA

26
Q

Summarise Alderfer’s ERG Theory…

A

Existence
Relatedness
Growth

27
Q

Summarise McGregor’s XY theory…

A

Theory X: inherent dislike for work, coercion necessary

Theory Y: work is natural (like rest), self-direction when committed to objectives

28
Q

Theory X management…

A

authoritarian
tight control
regressive

–> limited, depressed culture

29
Q

Theory Y management…

A

liberating, empowering

30
Q

Summarise Herzberg’s 2-factor-Theory…

A

MOTIVATOR FACTORS: factors that lead to satisfaction

HYGIENE FACTORS: factors that lead to dissatisfaction

31
Q

useful motivator factors…

A
  • opportunity for improv
  • learning opportunity
  • recognition
32
Q

useful hygiene factors…

A
  • safety standards
  • flexibility in working hours
  • health benefits
33
Q

motivational factors =

A

self esteem and self actualization

34
Q

hygiene factors =

A

phys, safety, social needs

35
Q

2-Factor-Theory: strengths…

A
  • 2 discrete factors
  • flexible
  • simple
36
Q

2-Factor-Theory: weaknesses…

A
  • ambiguity of elements (difficulty in classification of factors across environments)
  • questionable survey (small sample)
  • too general (disregards ind characters)
37
Q

GEERT-HOSTEDE

A

cultural dimension approach:

high power distance –> hygiene preferred
high individualism –> both
high masculinity –> motivators preferred

38
Q

GEERT-HOSTEDE: CHALLENGES

A
  • difficulty being applied to multicultural countries

- other factors relevant

39
Q

McClelland’s Motivational Needs Theory

A

APA

ACHIEVEMENT (meeting standard of excellence)
POWER (having an impact)
AFFILIATION (establishing relationships)

40
Q

McClelland’s Motivational Needs Theory:

what are the two types of power?

A

personalized power: self-benefit

socialized power: benefit of others

41
Q

Expectancy Theory VROOM

A

INSTRUMENTALITY: link between performance and outcome
VALENCE: desirability of outcome
EXPECTANCY: link between effort and performance

effort –> performance –> outcome (valence)

42
Q

Expectancy Theory VROOM:

practical tips…

A

EXPECTANCY: workers must feel competent
INSTRUMENTALITY: workers must understand REWARDS
VALENCE: workers must understand the VALUE of their work

43
Q

Locke’s Goal-setting Theory…

A

goals must be SPECIFIC and CHALLENGING

44
Q

Equity Theory (Adams, 1962)

A

focus: perceived fairness of outcome/input ratio

–> organizational justice

45
Q

What comprises organizational justice?

A

DIP

Distributive justice: perceived fairness in specific outcome
Interactional justice: perceived fairness of procedure implementation
Procedural justice: perceived fairness of process used to make decision

46
Q

What is organizational justice?

A

perception of fairness in organizations

47
Q

Motivation through meaningful interpersonal relationships: who was the scientist?

A

GRANT ET AL. (2007)

48
Q

Grant et al. 2007

A

experiment in a fundraising organization

– student shares story on how a scholarship has changed his life by…

a) face-to-face meeting (171% more money raised)
b) letter
c) no exposure

49
Q

Motivation through meaningful interpersonal relationships:

RADIOLOGISTS

A

XRAY with patient photo –> diagnostic accuracy improved by 46%

50
Q

Summary: practical tips!!

A

PPAIR FF LCG

Positive work environment
Participation
Autonomy
Involvement in results
Rewards

Facilitate growth
Feedback

Listen!!!
Celebrate
Gratitude

51
Q

Why is autonomy effective?

A

increases intrinsic motivation

Organizational Psychology (9 decks)

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