Chapter 18Creating a Motivating Climate Flashcards
Exam 3
What is the fourth phase of management process?
Fourth Phase of Management Process: Directing/Coordinating/Activating
Fourth Phase of Management Process: Directing/Coordinating/Activating
What phase of management is this?
The “doing” phase of management
Fourth Phase of Management Process: Directing/Coordinating/Activating
Components include: creating what?
Creating a motivating climate
Fourth Phase of Management Process: Directing/Coordinating/Activating
Components include: managing what?
Managing conflict
Fourth Phase of Management Process: Directing/Coordinating/Activating
Components include: facilitating what?
Facilitating collaboration
Fourth Phase of Management Process: Directing/Coordinating/Activating
Components include: Negotiating what?
Negotiating; working with unions
Fourth Phase of Management Process: Directing/Coordinating/Activating
Components include: Complying with what?
Complying with employment laws
Fourth Phase of Management Process: Directing/Coordinating/Activating
Components include: Establishing what?
Establishing organizational communication
Motivation
May be defined as the force within the individual that influences or directs behavior
Motivation:
Where does motivation come from? What does this mean? What can the leader do?
Because motivation comes from within a person, managers cannot directly motivate subordinates. The leader can, however, create an environment that maximizes the development of human potential.
Intrinsic Versus Extrinsic Motivation
Intrinsic motivation—
internal drive to do or be something
Intrinsic Versus Extrinsic Motivation
Extrinsic motivation—
motivation enhanced by the job environment or external rewards
Intrinsic Versus Extrinsic Motivation
What plays a role in shaping a person’s values and what they want to do and be?
*Parents and peers often play major roles in shaping a person’s values about what he or she wants to do and be, and cultural background also has an impact on intrinsic motivation because some cultures value career mobility, job success, and recognition more than others.
Intrinsic Versus Extrinsic Motivation
Why does cultural background have an impact on intrinsic motivation?
cultural background also has an impact on intrinsic motivation because some cultures value career mobility, job success, and recognition more than others.
Intrinsic Versus Extrinsic Motivation #1
What is considered extrinsic motivation?
*Benefits and salary are considered extrinsic motivation when individuals are motivated to perform a behavior or engage in an activity to earn a reward or avoid punishment.
Intrinsic Versus Extrinsic Motivation #2
What is a key to retention? What is this term used to describe?
Engagement, a key to retention, is the term used to describe an employee’s emotional commitment to the organization and its goals.
Intrinsic Versus Extrinsic Motivation #3
What organization and teams perform at higher levels and have better employee retention?
Organizations and teams with higher employee engagement and lower active disengagement perform at higher levels and have better employee retention.
Motivational Theorists include
Maslow
Skinner
Herzberg
Vroom
McClelland
Gellerman
McGregor
Motivational Theorists:
Maslow
Hierarchy of Needs
Motivational Theorists:
*Skinner—
operant conditioning/behavior modification
Motivational Theorists:
*Skinner—What did he emphasize?
*Skinner emphasized the role of rewards and punishment as conditioning individuals’ behavior
Motivational Theorists:
*Skinner—operant conditioning and behaviors modification” demonstrated what?
operant conditioning and behaviors modification” demonstrated that people could be conditioned to behave in a certain way based on a consistent reward or punishment system.
Motivational Theorists:
*Skinner—operant conditioning and behaviors modification”
How is behaviors?
Behavior that is rewarded will be repeated, and behavior that is punished or goes on rewarded will be extinguished.
Motivational Theorists:
*Herzberg—
motivator/hygiene theory
Motivational Theorists:
*Herzberg— What did he maintain?
*Herzberg maintained that factors such as pay, working conditions, and job security were maintenance factors that prevent dissatisfaction but which do not actually motivate.
Motivational Theorists:
*Herzberg— What did he claim were motivators?
He claimed that recognition and achievement, however, were motivators.
Motivational Theorists:
Vroom—
Vroom—Expectancy Model
Motivational Theorists:
McClelland—
basic needs