4 - Motivation Flashcards
The act of giving employees reasons or incentives to work to achieve
organizational objectives.
Motivating
The process of activating behavior, sustaining it, and directing it toward
a particular goal.
Motivation
A hormone and neurotransmitter that drives motivation.
Dopamine
He developed a hierarchy of needs to explain human motivation
Abraham Maslow
Needs including freedom from harm and financial security
Safety needs
Need for a positive self-image and self-respect and the need to be
respected by others
Esteem need
The highest level of need involving realizing our full potential as human
being.
Self-actualization needs
Concerned with the human survival and biological need of a human
being.
Physiology needs
Sets of mutually exclusive factors in the workplace that either cause job
satisfaction or dissatisfaction.
Herzberg’s Two factor theory
The intensity of a tendency to perform in a particular manner is
dependent on the intensity of an expectation that the performance will be
followed by a definite outcome and on the appeal of the outcome to the
individual.
Expectancy theory
Reward that is tangible and externally driven by factors including
compensation and punishment.
Extrinsic rewards
Practice of moving employees from one job to another on a regular basis.
Job rotation
Self-administered and come from within the individual
Intrinsic rewards
Process of making jobs more interesting, challenging, and rewarding for
employees.
Job enrichment
Honest and accurate descriptions of the job, its duties, and the work
environment.
Realistic job previews
Level of no satisfaction and no dissatisfaction
Level zero /point zero
Material and psychological benefits to employees for performing tasks
in the workplace.
Rewards
An arrangement which allows employees to determine their own arrival
and departure times within specified limits.
Flextime
Provide the individuals with a way of knowing how far they have gone
in achieving objectives.
Feedback
Defined as specifying the tasks that constitute a job for an individual or
a group.
Job design
- It is necessary to improve job satisfaction.
Motivation factors
- Factors which decrease job dissatisfactions.
Hygiene factors
- The significance associated by an individual about the expected outcome.
Valence
- The faith that if you perform well, then a valid outcome will be there.
Instrumentality
- The faith that better efforts will result in better performance.
Expectancy
- States that goal setting is essentially linked to task performance.
Interpersonal relations
- Provides the individuals with a way of knowing how far they have gone
in achieving objectives.
Feedback aspects
- When an individual is provided with direction, performance is facilitated.
Work behavior
- Goals must be challenging, attainable, specific and measurable, time-
limited, and relevant.
Goal content
- When individuals or groups are committed to the goals, there is a chance
that they will be able to achieve them
Goal commitment
an example of intrinsic rewards?
a. Self-actualization
c. Sense of accomplishment
d. Self esteem
Which of the following is an example of extrinsic rewards?
a. Praise
a satisfier?
a. Growth
b. Achievement
Responsibility
Which of the following is a dissatisfier?
c. Personal life
type of benefit for employees?
Health insurance
c. Pension plan
d. 13th month pay
He defined the three stages in motivating
Matlin
According to him, “Nothing great was ever accomplished without
enthusiasm.”
Ralph Waldo Emerson
Goals must be stated in quantitative terms whenever possible.
Measurable
There must be a time-limit set for goals to be accomplished.
Time limited
Involves the physical surroundings of the job.
Working conditions
He drew the goal setting model.
Edwin A. Locke
A group of employees usually doing related work and meet at regularly to
discuss problems and solutions.
Quality control circle
Practice of reducing the amount of time that an employee spends
performing a tedious job.
Limited exposure
Process of combining two or more specialized
tasks into a single job
Job enlargement
Groups of employees who are responsible for
planning, organizing, and executing their own
work.
Self-managed teams
Can help employees to balance their work and
family obligations.
Family support services
Can be used for a variety of purposes, such as
travel, study, or volunteering.
Sabbaticals
Selecting individuals who have the skills and
abilities to perform a particular job.
Fitting people to job
Employees could learn new skills and
experience different aspects of the company.
Job rotation
Psychological benefits, such as a sense of
accomplishment, pride, and satisfaction.
Intrinsic rewards
Stages of Motivation
• Activating • Sustaining • Directing
Factors Contributing to Motivation
Willingness to do a job
• Self-confidence in carrying out a task •
Need satisfaction
7-11.Importance of Motivation
• Increased Efficiency and Output
• Productive Use of Resources
• Achievement of Goals
• Development of Friendly Relationships
• Stability in Workforce
Basic Needs According to Abraham Maslow
Physiological Needs •
Safety needs •
Social Needs •
Esteem Needs
Self-Actualization Needs
Characteristics of Goal
Challenging
• Attainable •
Specific and Measurable •
Time Limited •
Relevant
Other Motivation Techniques
Flexible work schedules •
Family support services •
Sabbatical
Theories of Motivation
Maslow’s Need Hierarchy Theory •
Herzberg’s Two-Factor Theory •
Expectancy Theory •
Goal Setting Theory
Main Techniques of Motivation
Motivation through job design •
Motivation through rewards •
Motivation through employee participation
Activities where employees can participate
Setting goals •
Making decisions •
Solving problems •
Designing and implementing organizational changes
