Ch 8. Motivation Flashcards
How do I/O psychologists define motivation? What are its 3 functions?
A force that Energizes, Directs, and Sustains Behavior.
How do I/O psychologists define needs?
Needs: physiological or psychological deficiencies that an organism is compelled to fulfill
What is Maslow’s Need Hierarchy Theory? What are the needs involved in this theory, from lowest to highest needs (see Table 8.1)?
Maslow’s Need hierarchy Theory: arranges needs in a hierarchy from lower, more basic needs to higher-order need
Psychological, Safety, Love/Belonging,Esteem, Self-Actualization
How does Alderfer’s ERG Theory simplify Maslow’s Needs Hierarchy Theory?
ERG Theory: it collapses Maslow’s 5 needs into 3 instead
Existence, Relatedness, and Growth Needs
What is McClelland’s Achievement Motivation Theory? What are the 3 needs involved in this theory?
McClelland’s Achievement Motivation Theory: emphasizes the importance of 3 needs (Achievement, Power, and Affiliation) in determining worker motivation
How is the Thematic Apperception Test (TAT) used to test for an individual’s motivational needs?
by using ambiguous pictures to assess psychological motivation (projecting their inner motivational needs)
What are distinguishing qualities about people who are high in “need for achievement” when it comes to work? What kind of careers are people like this more or less effective in?
Need for Achievement- Goal oriented, Challenges, feedback/Validation
More effective: Scientist (solving problems)
Least effective: HR managers (working in teams)
What types of jobs are best suited to those who are high in “need for affiliation” vs. “need for power”?
Need for Affiliation- jobs that work with others as part of a group
Need for Power- jobs that satisfy need for power, directing the activities of others
What is Reinforcement Theory?
Reinforcement Theory: behavior is motivated by consequences
What are positive vs. negative reinforcers?
Positive reinforcers: desirable events that strengthen the tendency to respond
Negative reinforcers: events that strengthen a behavior through the avoidance of an existing negative state
What is a punishment?
Punishment: unpleasant consequences that reduce the tendency to respond
Why is using reinforcements often better than using punishments?
Reinforcement Theory: goal of punishment is to stop unwanted behaviors, where as reinforcement is designed to strengthen the motivation to perform a desired behavior
What are the different reinforcement schedules that can be used (e.g., fixed-interval, variable-interval, fixed-ratio, variable-ratio)?
Fixed-Interval: reinforcement that follows the passage of a specified amount of time
Variable-Interval: follows the passage of a specified amount of time, w/ exact time of reinforcement varying
Fixed-Ratio: contingent on the performance of a fixed # of behaviors (# of baskets made)
Variable-Ratio: depends on the performance of a specified but varying # of behaviors (Salesperson)
What are the steps involved in organizational behavior modification?
Organizational Behavior Modification: the application of conditioning principles to obtain certain work outcomes
- Specifying the desired work behaviors
- measuring desired performance of these behaviors using trained observers
- Providing frequent positive reinforcement, including graphs demonstrating individual and group performance of desired behaviors
- Evaluation of the program’s effectiveness
What are intrinsic rewards?
the notion that people are motivated by internal rewards
Why is it important to offer workers intrinsic rewards (rather than extrinsic rewards) for their job?
to gain the reward of satisfaction of meeting a challenge or job well done over just a tangible object that they’ll get tired of
What is Self-determination Theory? What 3 factors are involved in this theory?
Self-determination Theory: motivational theory that focuses on the conditions & processes that lead to self-motivation & growth on the job
- Autonomy
- Competence
- Relatedness
What is Goal-setting Theory? What makes goals optimal for motivating workers?
the motivational theory that emphasizes the setting of specific & challenging performance goals
it allows for greater motivation once the goal is completed
What can be done to increase workers’ commitment to goals?
giving extrinsic rewards, feedback once goal is completed, positive/negative reinforcements
What has research shown about why Goal-setting Theory is effective in motivating workers?
can stimulate high quality planning which makes for better performance & Makes for more innovative and creative workers
What is Herzberg’s Two-factor Theory of motivation? According to this theory, what are “motivators” vs. “hygienes”?
Two-Factor Theory: proposes that 2 factors (1. Motivators & 2. Hygienes) are important in determining worker satisfaction and motivation
- elements related to job content that when present lead to job satisfaction
- elements related to job context that when absent cause job dissatisfaction
According to Herzberg’s Two-factor Theory, what can managers do to keep their workers happy?
eliminate job dissatisfaction and make work feel important
What are common criticisms of Herzberg’s Two-factor Theory?
distinguishing motivators and hygiene from one another & research that didn’t support his findings
What is the Job Characteristics Model of motivation?
Job Characteristics Model: theory that emphasizes the role that certain aspects of jobs play in influencing work motivation
What are 3 psychological states that employees should experience when working?
Work being meaningful, sense of responsibility w/ job, & knowledge of their efforts
What are 5 core job characteristics that help contribute toward these psychological states?
Skill variety, Task identity, Task significance, Autonomy, & Feedback
What is job enrichment? What elements are commonly included in job enrichment programs?
a motivational program that involves redesigning jobs to give workers a greater role in the planning, execution, and evaluation of their work
elements included: Increasing lvl of responsibility as well as sense of freedom/independence
allowing workers to complete entire task/function
feedback to improve performance
learning on the job through taking up challenges to gain mastery
