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PERSO DEVELOPMENT > CHAPTER 10 > Flashcards

CHAPTER 10 Flashcards

1
Q

A psychological force that drives individuals to initiate, guide, and sustain goal-directed behavior. It energizes people to act and pursue specific objectives.

A

Motivation

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2
Q

(3) Importance in Organizations

A
  1. Enhanced Performance
  2. Job Satisfaction
  3. Increased Productivity
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3
Q

Motivated employees work better, improving productivity and quality

  1. Enhanced Performance
  2. Job Satisfaction
  3. Increased Productivity
A

1.

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4
Q

Motivation leads to higher job satisfaction, reducing turnover

  1. Enhanced Performance
  2. Job Satisfaction
  3. Increased Productivity
A

2

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5
Q

A motivated workforce contributes to overall organizational success

  1. Enhanced Performance
  2. Job Satisfaction
  3. Increased Productivity
A

3

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6
Q

In 1958, Henry A. Landsberger coined the term ‘Hawthorne effect’ while evaluating a series of studies at a plant near Chicago, Western Electric’s Hawthorne Works.

TRUE OR FALSE

A

TRUE

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7
Q

The Hawthorne Effect refers to the phenomenon in which individuals modify or improve their behaviour in response to their awareness of being observed.

TRUE OR FALSE

A

TRUE

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8
Q

Hawthorne effect leads to actor-observer-bias

Actor-observer bias is a type of cognitive bias. It is also known as an error in thinking.

This error manipulates our judgements and assumptions about why some people behave in certain ways.

TRUE OR FALSE

A

TRUE

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9
Q

The original study at the Hawthorne Works sought to determine the relationship between lighting levels and worker productivity. Surprisingly, researchers found that productivity increased both when the lighting was improved and when it was dimmed. It became clear that productivity was not necessarily linked to the lighting changes but rather to the fact that workers knew they were being observed.

TRUE OR FALSE

A

TRUE

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10
Q

He was a social psychologist who was interested in a broad spectrum of human psychological needs rather than on individual psychological problems. He is best known for his hierarchy-of-needs theory

A

Abraham Maslow

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11
Q

The needs in Maslow’s hierarchy include physiological needs (food and clothing), safety needs (job security), social needs (friendship), self-esteem, and self-actualization. This hierarchy can be used by managers to better understand employees’ needs and motivation and address them in ways that lead to high productivity and job satisfaction.

TRUE OR FALSE

A

TRUE

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12
Q

An American psychologist, speaker, writer, entrepreneur, consultant and scholar.

A

Clayton Paul Alderfer

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13
Q

The starting point for the development of this theory is Maslow’s hierarchy of needs which he further expanded into the ERG theory based on empirical research (1966-1989).

TRUE OR FALSE

A

TRUE

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14
Q

He carried out empirical research into three human needs, namely: Existence Needs, Relatedness Needs and Growth Needs.

TRUE OR FALSE

A

TRUE

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15
Q

The ERG theory that Clayton Alderfer had developed was ground-breaking and is still discussed today in many management books.

TRUE OR FALSE

A

TRUE

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16
Q

Alderfer’s model says that all humans are motivated by these three needs.

  1. Existence
  2. Relatedness
  3. Growth

TRUE OR FALSE

A

TRUE

17
Q

least concrete, but still important, which really relates to self-development, fulfillment and the sense of achieving your potential. Growth needs to describe our intrinsic desire for personal development. These needs align with the other portion of Maslow’s esteem-related needs and self-actualization needs.

  1. Existence
  2. Relatedness
  3. Growth
A

3

18
Q

a sense of community and a good relationship with yourself. Relatedness needs have to do with the importance of maintaining interpersonal relationships. These needs are based in social interactions with others and align with Maslow’s levels of love/belonging-related needs and esteem-related needs.

  1. Existence
  2. Relatedness
  3. Growth
A

2

19
Q

most concrete and motivating of Alderfer’s three needs. Existence needs concern our basic material requirements for living. These include what Maslow categorized as physiological needs and safety-related needs.

  1. Existence
  2. Relatedness
  3. Growth
A

1

20
Q

Physiological Needs

Satisfying our innate and physical needs including food, water, shelter, sleep, sex.

TRUE OR FALSE

A

TRUE

21
Q

Safety Needs

Satisfying needs of safety including physical and emotional security, housing, health and finances

TRUE OR FALSE

A

TRUE

22
Q

Social Belonging

Satisfying social needs including family, friendship, belonging and acceptance

TRUE OR FALSE

A

TRUE

23
Q

Self-esteem

Satisfying needs of the ego like status, respect, prizes & recognition.

TRUE OR FALSE

A

TRUE

24
Q

Self Actualization
Achieving potential ability and purpose.

TRUE OR FALSE

A

TRUE

25
Q

In Maslow’s Hierarchy of Needs, individuals need to have satisfied one level of needs before moving on to the next one. In Maslow’s Hierarchy of Needs, individuals need to have satisfied one level of needs before moving on to the next one. A standard example of this could be the starving actor who’s motivated by growth through their art, potentially at the expense of their existence (i.e. they can’t pay their rent but are pursuing their passion).

TRUE OR FALSE

A

TRUE

26
Q

A clinical psychologist and is one of the major writers in management and motivational theories.

A

Frederick Herzberg

27
Q

is recognized by his book The Motivation to Work (1959) and by the Two Factor theory

A

Frederick Herzberg (1923-2000)

28
Q

was one of the most influential management teachers and consultants of the post- world war II. His approach focuses on content theories and explains specific things that motivate an individual at work.

A

Frederick Herzberg

29
Q

Herzberg’s two-factor theory outlines that humans are motivated by two things: motivators and hygiene factors. These two factors are both critical to motivation: motivators encourage job satisfaction and hygiene factors prevent job dissatisfaction.

TRUE OR FALSE

A

TRUE

30
Q

What is Two Factor Theory?

A

a) Hygiene Factors
b) Motivation Factors

31
Q

Hygiene factors, like salary and working conditions, don’t motivate but can cause dissatisfaction if inadequate.

TRUE OR FALSE

A

TRUE

32
Q

Motivators, like achievement, recognition, and growth, can create satisfaction and enhance motivation when present.

TRUE OR FALSE

A

TRUE

33
Q

are those which decrease job dissatisfaction. Herzberg, Mausner, and Snyderman used the term hygiene as “medical hygiene… [which] operates to remove health hazards from the environment” (1959; Alshmemri et al., 2017), Herzberg also states that hygiene factors are extrinsic to the job and function in “the need to avoid unpleasantness” (Herzberg, 1966).

A

Hygiene Factors

34
Q

Herzberg et al. (1959) argue that motivation factors are necessary to improve job satisfaction. According to Herzberg, these motivators are intrinsic to the job and lead to job satisfaction because they satisfy the needs for growth and self-actualization (Herzberg, 1966).

A

Motivation Factors

35
Q

The role of Employees’ expectations in this theory.

According to Herzberg, intrinsic motivators and extrinsic motivators have an inverse relationship. That is, intrinsic motivators tend to increase motivation when they are present, while extrinsic motivators tend to reduce motivation when they are absent. This is due to employees’ expectations.

TRUE OR FALSE

A

TRUE

36
Q

are expected, so they won’t increase motivation when they are in place, but they will cause dissatisfaction when they are missing.

a) Hygiene Factors
b) Motivation Factors
c) Intrinsic motivators
d) Extrinsic motivators
.

A

d.

37
Q

(e.g., challenging work, growth potential), on the other hand, can be a source of additional motivation when they are available

a) Hygiene Factors
b) Motivation Factors
c) Intrinsic motivators
d) Extrinsic motivators

A

c

PERSO DEVELOPMENT (9 decks)

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