Chapter 16: Motivating Employees Flashcards
What is the model for motivation?
The model for motivation in organizational behavior often involves a sequence starting from need identification, which leads to a drive that fuels the search for ways to satisfy this need. This process involves setting and pursuing goals that, once achieved, lead to rewards or incentives. These rewards then satisfy the initial needs, and the cycle may begin anew with different or higher-level needs.
What is the difference between intrinsic and extrinsic rewards?
Intrinsic rewards are internal, psychological rewards such as a sense of accomplishment, personal growth, and the feeling of mastery or competence.
Extrinsic rewards are tangible rewards provided by external factors, like pay raises, bonuses, promotions, or public recognition. While intrinsic rewards are self-motivated and linked to internal satisfaction, extrinsic rewards depend on performance outcomes or other people’s judgments.
What are the four categories of motives managers can use?
Intrinsic Motivation: Driven by internal rewards like satisfaction, personal achievement, and interest in the task itself.
Extrinsic Motivation: Involves external rewards such as pay, bonuses, and formal recognition.
Social Motives: Include the need for belonging, acceptance, and social interaction within the workplace.
Growth Motives: Focus on personal development, learning new skills, and career progression.
What is Maslow’s Hierarchy of Needs?
Answer: Maslow’s Hierarchy of Needs is a motivational theory presented in a pyramid with five levels of human needs. From the bottom of the hierarchy (basic needs) to the top (complex needs), these are: Physiological (food, water), Safety (security, stability), Love/Belonging (relationships, friendship), Esteem (achievement, respect), and Self-Actualization (realizing one’s potential, self-fulfillment).
What is Herzberg’s Two-Factor Theory?
Herzberg’s Two-Factor Theory divides motivational factors into two categories: hygiene factors and motivators. Hygiene factors (such as job security, salary, working conditions) do not create high levels of motivation but can lead to job dissatisfaction if absent. Motivators (like recognition, responsibility, challenging work) create satisfaction and are linked to long-term positive effects in job performance.
What is ERG theory?
ERG Theory, formulated by Clayton Alderfer, condenses Maslow’s hierarchy into three core needs: Existence (basic material needs), Relatedness (social and interpersonal relationships), and Growth (personal development and creativity). This theory acknowledges that more than one need may motivate at the same time and highlights the frustration-regression aspect, where individuals regress to lower-level needs if higher-level needs are unfulfilled.
What is the frustration-regression principle?
In Alderfer’s ERG Theory, the frustration-regression principle suggests that if a higher-level need remains unfulfilled, individuals might regress to lower-level needs that appear easier to satisfy. For instance, if an employee’s growth needs are not met, they might focus more on relatedness or existence needs.
What are process theories of motivation?
Process theories of motivation focus on how individuals make choices to work hard or not. These theories include:
Expectancy Theory: Posits that individuals are motivated to act in a certain way based on the expectation that their action will lead to a desired outcome.
Equity Theory: Suggests that individuals are motivated based on their perception of fairness in comparison to others.
Goal Setting Theory: Indicates that clear, challenging goals, and appropriate feedback contribute to higher performance.
What is goal setting theory?
Goal Setting Theory, proposed by Edwin Locke, argues that specific and challenging goals, along with appropriate feedback, enhance motivation and performance. Goals focus attention, mobilize effort, enhance persistence, and foster the development of strategies and action plans.
What is equity theory?
Equity Theory, developed by John Stacey Adams, focuses on the concept of fairness in the workplace. According to this theory, employees compare their job inputs (like effort, experience) and outcomes (like salary, recognition) with others to determine if they are being treated fairly. Perceived inequities can lead to low motivation.
What is expectancy theory?
Expectancy Theory, by Victor Vroom, posits that motivation is a result of how much an individual wants a reward (Valence), the assessment of the likelihood that the effort will lead to expected performance (Expectancy), and the belief that the performance will lead to a reward (Instrumentality).
What is valence?
Valence in the expectancy theory is the extent to which an individual values the expected outcome of a particular behavior or action. It’s subjective and can be positive (if the person prefers attaining the outcome) or negative (if the person prefers not attaining the outcome).
What is reinforcement theory?
Reinforcement Theory, based on B.F. Skinner’s operant conditioning, suggests that behavior can be shaped by controlling the consequences of that behavior. Positive reinforcement (rewarding desired behavior) and negative reinforcement (removing an unpleasant stimulus when the desired behavior occurs) can increase the likelihood of a behavior being repeated.
What is the law of effect?
The Law of Effect, proposed by Edward Thorndike, states that behaviors followed by pleasant consequences are likely to be repeated, while behaviors followed by unpleasant consequences are less likely to be repeated. This principle forms the basis of reinforcement theory.
What is avoidance learning?
Avoidance learning is a principle where individuals learn to avoid behaviors that result in unpleasant outcomes. It’s a form of negative reinforcement where avoiding a negative consequence acts as a reinforcement for the behavior.
