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Management- Junior Year > Chapter 12: Motivating Employees > Flashcards

Chapter 12: Motivating Employees Flashcards

1
Q

the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action

A

motivation

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2
Q

People have ______ – such as for recognition, achievement, or monetary gain– that translate into an internal tension that motivates specific behaviors with which to fulfill various needs.

A

needs

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3
Q

Match each description to which part of the simple model of motivation that it describes:
1. creates desire to fulfill needs (money, friendship, recognition, achievement)
2. results in actions to fulfill needs
3. satisfy needs; intrinsic or extrinsic _______
4. reward informs person whether behavior was appropriate and should be used again

A
  1. need
  2. behavior
  3. rewards
  4. feedback
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4
Q

the satisfactions that a person receives in the process of performing a particular action.

A

intrinsic rewards

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5
Q

given by another person, typically a manager, and include promotions, praise, and pay increases.

A

extrinsic rewards

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6
Q

What are the 4 categories of motives managers can use?

A
  1. Extrinsic Negative Approach
  2. Intrinsic Negative Approach
  3. Extrinsic Positive Approach
  4. Intrinsic Positive Approach
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7
Q

Which category of motives that managers can use do the following describe:
1. uses threats and punishments (driven by fear or pain)
2. taps into self doubts (driven by fear or pain)
3. help people enjoy their work, get a sense of accomplishment (driven by pleasure/growth)
4. rewards such as pay raises, bonuses, praise

A
  1. Extrinsic Negative Approach
  2. Intrinsic Negative Approach
  3. Intrinsic Positive Approach
  4. Extrinsic Positive Approach
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8
Q

Theories that emphasize the needs that motivate people.

A

Content theories

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9
Q

Needs translate into an ______ _____ that motivates specific behaviors in an attempt to fulfill the needs.
To the extent that managers understand employees’ needs, they can design _____ _______ to meet them.

A

internal drive; reward systems

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10
Q

What is the most famous content theory?

A

The Hierarchy of Needs

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11
Q

What are the 5 hierarchical needs that motivate people in Maslow’s Hierarchy of Needs? (start from lowest to highest)

A
  1. physiological (ex: food, heat, water, air, base salary)
  2. safety (ex: safe work, fringe benefits, job security)
  3. belongingness (ex: work groups, clients, coworkers, supervisors)
  4. esteem (ex: recognition, approval, high status, increased responsibilities)
  5. self-actualization/ developing one’s full potential (ex: opportunities for advancement, autonomy, growth, creativity)
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12
Q

A content theory which is a modification of the hierarchy of needs that proposes three categories of needs: existence, relatedness, and growth.

A

ERG Theory

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13
Q

What are the 3 levels of needs proposed in Alderfer’s ERG Theory?

A
  1. Existence (The needs for physical well-being)
  2. Relatedness (The needs for satisfactory relationships with others)
  3. Growth (The needs that focus on the development of human potential and the desire for personal growth and increased competence)
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14
Q

T or F: The ERG model and Maslow’s needs hierarchy are similar because both are in hierarchical form and presume that individuals move up the hierarchy one step at a time.

A

True

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15
Q

The ERG theory proposed that movement up the hierarchy reflects a ________-________ principle: failure to meet a high-order need may trigger a regression to an already fulfilled lower-order need.

A

frustration-regression (thus, people may move down as well as up the needs hierarchy.)

(ex: a worker who can’t fulfill a need for personal growth may revert to a lower-order need and redirect his or her efforts toward making a lot of money.)

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16
Q

In relation to the _____ _______ theory, Herzeberg found work characteristics associated with dissatisfaction were quite different from those pertaining to satisfaction.

A

Two-Factor

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17
Q

In the Two-Factor Theory, what are the two factors that influence work motivation?

A
  1. Hygiene factors
  2. Motivators
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18
Q

Elements that focus on lower-level needs and consider the presence or absence of job dissatisfiers, including working conditions, pay, and company policies. (the two-factor theory)

A

hygiene factors (these influence the level of dissatisfaction)

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19
Q

When hygiene factors are poor, work is (satisfying/dissatisfying).

A

dissatisfying

(However, good hygiene factors simply remove the dissatisfaction; they do not in themselves cause people to become highly satisfied and motivated in their work.)

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20
Q

Factors that influence job satisfaction based on fulfilling higher-level needs such as achievement, recognition, responsibility, and opportunities for personal growth. (the two-factor theory)

A

motivators

(Herzberg believed that when motivators are absent, workers are neutral toward work, but when motivators are present, workers are highly motivated and satisfied)

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21
Q

The ______ ______ content theory, developed by David McClelland, proposes that certain types of needs are acquired during the individual’s lifetime.

A

acquired needs

(In other words, people are not born with these needs but may learn them through their life experiences.)

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22
Q

The three needs most frequently studied in relation to the acquired needs theory are:

A
  1. Need for achievement
  2. Need for affiliation
  3. Need for power
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23
Q

a set of theories which explains how people select behavioral actions to meet their needs and determine whether their choices were successful.

A

process theories

24
Q

What are 3 main process theories?

A
  1. Goal-setting theory
  2. Equity theory
  3. Expectancy theory
25
Q

a process theory that proposes that managers can increase motivation and enhance performance by setting specific, challenging goals, and then helping people track their progress toward goal achievement by providing TIMELY feedback.

A

goal-setting theory

26
Q

What are the 4 pieces of criteria for goals to be motivational and lead to higher motivation?

A
  1. Challenging
  2. Provide feedback
  3. Accepted
  4. Specific
27
Q

a process theory that focuses on individuals’ perceptions of how fairly they are treated compared with others.

A

equity theory

(proposes that people are motivated to seek social equity in the rewards they receive for performance)

28
Q

The 4 most common methods for reducing a perceived inequity are changing:

A
  1. work efforts
  2. outcomes
  3. perceptions
  4. jobs
29
Q

When the ratio of one person’s outcomes to inputs equals the ratio of another’s outcomes to inputs.

A

equity

30
Q

________ occurs when the input-to-outcome ratios are out of balance, such as when a new, inexperienced employee receives the same salary as a person with a high level of education or experience.

A

inequity

31
Q

a process theory which suggests that motivation depends on an individual’s expectations about their ability to perform tasks and receive desired rewards.

A

expectancy theory

32
Q

Expectancy theory is based on the relationship among the individual’s _____, the individual’s _______, and the desirability of _______ associated with high performance.

A

effort; performance; outcomes

33
Q

T or F: What motivates one person may not necessarily motivate another.

A

True

34
Q

A theory based on the relationship between a given behavior and its consequences; looks at the relationship between behavior and its consequences

A

reinforcement theory

35
Q

refers to the set of techniques by which reinforcement theory is used to modify human behavior.

A

behavior modification

36
Q

The basic assumption underlying behavior modification is the _____ _____ _______: states that behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated.

A

law of effect

37
Q

anything that causes a certain behavior to be repeated or inhibited.

A

reinforcement

38
Q

What are the 4 reinforcement tools?

A
  1. positive reinforcement
  2. avoidance learning
  3. punishment
  4. extinction
39
Q

Which reinforcement tool does this describe:
the administration of pleasant consequences following a desired behavior.

A

positive reinforcement

40
Q

Which reinforcement tool does this describe:
the removal of an unpleasant consequence once a behavior is improved.

A

avoidance learning (sometimes called negative reinforcement)

41
Q

a supervisor who constantly reminds or nags an employee who is goofing off on the factory floor and stops the nagging when the employee stops goofing off is applying which reinforcement tool?

A

avoidance learning

42
Q

Which reinforcement tool does this describe:
the imposition of unpleasant outcomes.

A

punishment
(ex: verbal reprimands, firing)

43
Q

Which reinforcement tool does this describe:
the withholding of a positive reward; idea is that behavior that is not positively reinforced will gradually disappear

A

extinction
(ex: witholding raises, merit pay, or praise)

44
Q

the application of motivational theories to the structure of work for improving productivity and satisfaction

A

job design

45
Q

______ _______ moves employees systematically from one job to another to provide variety and stimulation.

A

job rotation

46
Q

______ _______ combines a series of small tasks into one new, broader job so that people perform a variety of activities.

A

job enlargement

47
Q

Incorporating high-level motivators, such as achievement, recognition, and opportunities for growth, into work.

A

job enrichment (is what the overall trend of job design is going toward)

48
Q

In an _______ job, employees have control over the resources necessary for performing tasks, make decisions on how to do the work, experience personal growth, and set their own work pace

A

enriched

49
Q

altering jobs to increase both the quality of employees’ work experience and their productivity

A

work redesign

50
Q

The job characteristics model (a model of job design) consists of what 3 major parts?

A
  1. Core job dimensions
  2. Critical psychological states
  3. Employee growth-need strength
51
Q

Match each of the following descriptions to which major part of the job characteristics model they describe:
a. include skill variety, task identity, task significance, autonomy, and feedback (these determine a jobs motivational potential)
b. include experienced meaningfulness of the work, experienced responsibility, and knowledge of actual results.
c. relates to the idea that people have different needs for growth and development.

A

a. core job dimensions (the more these five core characteristics can be designed into the job, the more the employees will be motivated and the higher will be the employees’ performance, quality of work, and satisfaction.)
b. critical psychological states
c. employee growth-need strength

52
Q

What are 3 innovative ideas for motivating?

A
  1. Empowerment
  2. Employee engagement
  3. Making progress principle
53
Q

is power sharing, the delegation of power and authority to subordinates in an organization.

A

empowerment (shifting power down from the top of the organization and sharing it with employees to enable them to achieve goals)

54
Q

T or F: Increasing employee power (empowerment) heightens motivation for task accomplishment because people improve their own effectiveness, choosing how to do a task and using their creativity

A

True

55
Q

means that people enjoy their jobs, contribute enthusiastically, and feel a sense of belonging and commitment.

A

employee engagement

56
Q

the idea that the single most important factor that can boost motivation, positive emotions, and perceptions during a workday is making progress toward meaningful goals; is a key to high motivation.

A

making progress principle

57
Q

T or F: People are most motivated when they have the opportunity to experience achievement.

A

True (making progress principle)

Management- Junior Year (11 decks)

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