chapter 11 - Summary** Flashcards
Who is Fredrick Taylor
He is a human efficiency engineer
– one of the first people to study amamanmemt
–> the farther of sincific mananagemnt
What did Frederick Taylor do
—> conducted time-motion studies to learn the most efficient way of doing a job and then trained workers in those procedures
Frederick Taylors theory of scientific management
What was the greatest impact on motivation?
Hawthrone studies in 1920 and late 1930s & their scientific management
what did Elton Mayo find during the Hawthrone studies?
Found that…
human factors, such as feelings of involvement and participation led yo greater productivity gains then physical changes in the work place
what did Abraham Maslow studied & find
Studied basic human motivation
– found that motivation was based on needs
– he said that a person with an unfiled need would be motivated to satisfy it and that a satisfied need no longer served motivation
What levels of need did Maslow identify (Maslow’s highacry of needs)
(top)
5. self-actualization
- the desire to become the most one can be
4. esteem
- respect, status, strength freedom
3. love and belonging
- friendship, intimacy, family, connection
2. safety needs
- personal security, employment, resources, health, property
1. Physical needs
- air, water, shelter, sleep, clothing, reproduction
(bottom)
how can managers use Maslow’s theory?
Can recognize what unmet needs a person has and design work so that it satisfies these needs
What is the difference between Fredericks Herzberg’s motivators and hygiene factors?
Herzberg’s found that while some factors motivate workers (motivators)
others can cause job dissatisfaction if missing but are not motivators if present
ex. hygiene or maintenance factors
What are the factors called motivators
- the work itself
- achievement
- recognition
- responsibly
-growth
-advancement
What are hygiene (maintenance) factors?
- company policies
- supervision
- working conditions
- interpersonal relations
- salary
What theory did Douglas McGregor create about managers’ opposite attitudes toward employees?
- Theory X
- Theory Y
What is Theory X?
theory X assumes
–> The average person dislikes work and will avoid it if possible
–> Therefore, people must be forced, controlled and threatened with punishment to accomplish organizational goals
What is theory Y?
Theory y assumes
–> people like working and will accept responsibility for achieving goals if rewarded for doing so
What are more modern motivational theories
- goal-setting theory
- expectancy theory
- reinforcement theory
- equity theory
What is goal-setting theory?
(MBO)
- based on the notion that setting ambitions but attainable goals will lead to high motivation and performance
– this is if goals are accepted, accompanied by feedback, and facilities by organizational conditions
What is Management by Objectives (MBO)?
a system of goal setting and implementations
–> includes a cycle of discussion, reviews and evaluation by objectives among top and middle-level managers, supervisors & employees
who created the expectancy theory & what is it?
Victor Vroom
–> Employees expectations can affect an individual’s motivation
–> centers around 3 questions employers ask about their job (key elements)
What are the key elements (questions) involved in expectancy theory?
- can I accomplish this task
- if I do accomplish it, what my reward
- is the reward worth the effort
What are the variables of the reinforcement theory (P & N)
Positive Reinforcement:
–> rewards like praise, recognitions or pay raise
–> worker might strive to receive after performing well
Negative Reinforcement:
–> punishments such as reprimands, pay cuts, layoffs, firing
–> Workers might work to avoid these
Equity Theory
Employees try to maintain equity between inputs and outputs compared to other employees in similar positions
According to Equity Theory, what happens when employees perceive that their rewards are not equitable
perceive they are under-rewarded
–> reduce efforts
–> rationalize that it is not important
perceive they are over-rewarded
–> Increase efforts to justify their higher reward in future
–> Rationalize by thinking they are worth that much
What does inequity lead to?
- lower productivity
- reduces quality
- increase absenteeism
- voluntary resignation
What strategies can managers use to put motivational theories into action?
- job enrichment
- open communication
- job recognition
