Ch 13

Question 1

Performance

Answer 1

=f(ability x resources x motivation)

Question 2

Motivation

Answer 2

accounts for the level, direction, and persistence of effort expended at work;; psychological process by which a person’s efforts are energized, directed, and sustained towards attaining a goal

Question 3

Content based Theories of Motivation

Answer 3

• Maslow Hierarchy of Needs
• Alderfer’s ERG
• Herzberg Two-Factor
• McClleland Acquired needs

Question 4

Process Theories

Answer 4

• Adam’s Equity
• Vroom’s Expectancy
• Locke’s Goal Setting

Question 5

Motivation (3)

Answer 5

• energy/desire/passion
• focused/directed
• persistance

Question 6

Types of Motivation

Answer 6

-extrinsic & intrinsic

Question 7

Extrinsic (comic)

Answer 7

• transactional;; carrot-and-stick motivation)

- -more vacations; benefits; and mechanical jobs

Question 8

Intrinsic (comic)

Answer 8

-transformational–inspire, where employee want to go to work;; can see it through employees working there because they want to be there

Question 9

Extrinsic motivation

Answer 9

behavior that is performed to acquire external material or social rewards or to avoid punishment; the source of motivation is the consequences of the behavior, not the behavior itself–mechanical jobs, $

Question 10

Intrinsic motivation

Answer 10

behavior that is performed for its own sake, because you enjoy doing that job or activity; gives a sense of accomplishment and achievement in doing the job–CISCO choice, non profits, $ can cause demotivation

Question 11

Companies are doing…

Answer 11

1) autonomy
2) mastery
3) purpose/challenge

Question 12

Maslow’s Hierarchy of Needs

Answer 12

• -works from lower level to upper levels
• -only one type of need motivates you at a time
• -the higher in the organization you are, the more your needs will shift to the top of they pyramid

Question 13

Physiological needs

Answer 13

breathing, food, water, sex, sleep, homeostasis, excretion–extrinsic

Question 14

Safety needs

Answer 14

security of body, of employment, of resources, of morality, of the family, of health, of property–extrinsic

Question 15

Love/Belonging

Answer 15

friendship, family, sexual intimacy–extrinsic

Question 16

Esteem

Answer 16

self-esteem, confidence, achievement, respect of others, respect by others–instrinsic

Question 17

Self-actualization

Answer 17

morality, creativity, spontaneity, problem solving, lack of prejudice, acceptance of facts–intrinsic

Question 18

Alderfer’s ERG Theory

Answer 18

• -more than one type of need may exist at a time
• -no starting or stopping point
• -3 categories of needs
• —–Growth (workshops & promotions), Relatedness (Office parties), Existence (safety, psychological)

Question 19

Herzberg’s Two Factor Theory

Answer 19

-job satisfaction and job dissatisfaction are created by different factors

Question 20

Hygiene factors

Answer 20

extrinsic (environmental) factors that create job dissatisfaction, when absent–> create problem

• -context
• Quality of supervision, pay, organisational policies, physical working conditions, relations with others, job security

Question 21

Motivators

Answer 21

intrinsic (psychological) factors that create job satisfaction, when present–> motivate you

• -content
• promotion opportunities, opportunities for personal growth, recognition, responsibility, achievement

Question 22

Acquired Needs theory (McClelland)

Answer 22

• Need for achievement (good managers-top effective)
• Need for affiliation (teams)
• Need for power (president-top leadership)

Question 23

Adam’s Equity Theory

Answer 23

–based on employee perceptions of their inputs-outcomes ratio compared with the inputs-outcomes ratios of relevant othes
compare accomplishments

Question 24

IF ratio= Outcomes A/Inputs A=Outcomes B/Inputs B

Answer 24

state of equity (fairness) exists

Question 25

IF ratios are unequal;Outcomes A/Inputs A

Answer 25

inequity exists and the person feels under-appreciated

Question 26

Inequities occur Outcomes A/Inputs A>Outcomes B/Inputs B

Answer 26

inequality (overrewarded) employees will attempt to do something to re-balance the ratios (seek justice)

Question 27

Vroom’s expectancy Theory

Answer 27

theory that motivation will be high when workers believe that high levels of effort lead to high performance, and high performance leads to attainment of desired outcomes E-I-V Theory

Question 28

Effort–> Performance–> Outcome

Answer 28

Expectancy–will my effort be enough to attain the desired performance?
Instrumentality–Will my performance yield the desired outcome? (CPA get job?)
Valence–is the outcome desirable enough for the effort involved? (benefit options)

Question 29

Locke’s Goal-Setting theory

Answer 29

proposes that setting goals that are accepted, specific, and challenging yet achievable will result in higher performance than having no or easy goals

Question 30

Participation in Goal-Setting

Answer 30

• increases the acceptance of goals
• fosters commitment
• provides for self-feedback that guides behavior and motivates performance

Question 31

MBO

Answer 31

Management by Objectives (everyone sets own goals)

Question 32

Self Empowered teams

Answer 32

self directed; managed autonomy

Question 33

Motivation is

Answer 33

one of the most important leadership challenges for managers today

Question 34

there are 2 types of motivation/motivating factors, intrinsic and extrinsic

Answer 34

balance of these two factors make the best organizations depending on the environment and types of employees

Question 35

Not everyone is motivated the same way

Answer 35

• managers must know what their employees want, and provide clear and attainable goals to reach these motivators
• workers inputs should match the outputs that they wish to attain for an organization to run successfully and be prosperous
• managers should provide a just and fair workplace to the employees and ensure a fair compensation system based on input-output