Chapter 6

Question 1

Define motivation and give the 3 elements

Answer 1

The process that accounts for an individuals intensity, direction, and persistence of effort toward attaining a goal.

1. Intensity - how hard a person tries.
2. Direction - effort that is channelled toward, and consistent with, organizational goals
3. Persistence - how long a person can maintain effort.

Question 2

Maslows hierarchy of needs theory (5)

Answer 2

1. Physiological
2. Safety
3. Social
4. Esteem
5. Self-actualization

Question 3

What are the lower order needs?

Answer 3

Physiological and safety needs

Question 4

What are the higher order needs?

Answer 4

Social, esteem, and self-actualization

Question 5

Mcgregors Theory X

Answer 5

McGregor’s Theory X - the assumption that employees dislike work, are lazy, dislike responsibility and must be coerced to perform.

Question 6

Mcgregor’s theory Y

Answer 6

McGregor’s Theory Y - the assumption that employees like work, are creative, seek responsibility and can exercise self-direction.

Question 7

Hygiene factors

Answer 7

Hygiene factors - factors – such as company policy and administration, supervision and salary – that, when adequate in a job, people will not be dissatisfied, neither will they be satisfied.

Question 8

McCellend’s theory of needs

Answer 8

McCelland’s theory of needs - a theory which states that achievement, power and affiliation are three important needs that help explain motivation.
1. Need for achievement (nAch)
2. Need for power (nPow)
3. Need for affiliation (nAff)

Question 9

Cognitive evaluation theory

Answer 9

If people were to get rewarded for one type of behavior, each time they perform that behavior, it decreases the value of the reward each time.

Question 10

Self-concordance

Answer 10

People who pursue a goal which is consistent with their interests and core values, are more satisfied with their position and may perform better.

Question 11

Goal/setting theory

Answer 11

Theory which says that specific and difficult goals, with self-generated feedback, lead to higher performance.

Question 12

3 factors that influence goals-performance relationship:

Answer 12

1. Goal commitment-> The individual is determined not to lower/abandon the goal.
2. Task characteristics-> Goals seem to have a more substantial effect on performance when tasks are simple rather than complex, and independent rather than interdependent.
3. National culture

Question 13

Management by objectives (MBO)

Answer 13

A programmed which consists of specific goals, anticipatively set, for an explicit time period, with feedback on goal progress:
- Goal specificity
- Participation in decision making
- Explicit time period
- Performance feedback

Question 14

Self-efficacy

Answer 14

-> An individuals belief that they are capable of performing a task. Managers may improve or increase this by bringing goal-setting theory and self-efficacy theory.

Question 15

How can self-efficacy be increased?

Answer 15

1. Enactive mastery-> gaining relevant experience with the task or job. If you’re able to do the job successfully in the past, then you’re more confident you’ll be able to do it in the future.
2. Vicarious modeling-> Becoming more confident because you see someone else doing the task. (Someone familiar).
3. Verbal persuasion-> Becoming more confident because someone convinces you that you have the skills.
4. Arousal-> Leads to an energized state, which drives a person to complete the task.

Question 16

Pygmalion effect

Answer 16

A form of a self-fulfilling prophecy in which believing something to be true can make it true. Self-efficacy is increased by communicating to an individual’s teacher or supervisor that the person is of high ability

Question 17

Galatea effect

Answer 17

Occurs when high performance expectations are communicated directly to an employee.