Chapter 6

Question 1

Motivation

Answer 1

the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal

Question 2

3 elements of Motivation

Answer 2

intensity, direction, and persistence.

Question 3

Who created the Hierarchy of Needs theory

Answer 3

Maslow

Question 4

Hierarchy of Needs theory

Answer 4

within every human being there exists a hierarchy of 5 needs

Question 5

5 needs of hierarchy of needs theory

Answer 5

physiological
safety
social
esteem
self-actualization

Question 6

who created Theory X and Y

Answer 6

McGregor

Question 7

Theory X and Y

Answer 7

two distinct views of human beings, on negative (x) and one positive (y)

Question 8

Theory X

Answer 8

managers believe employees inherently dislike work and must therefore be directed or even coerced into performing it.

Question 9

TheoryY

Answer 9

managers assume employees can view work as being a natural place to rest or play, and therefore the average person can learn to accept, and even seek, responsibility

Question 10

Creator of Two Factor Theory

Answer 10

herzburg

Question 11

Two Factor Theory

Answer 11

an individual’s relationship to work as basic and that attitude toward work can very well determine success or failure

Question 12

Hygiene factors

Answer 12

quality of supervisions, pays, company policies, physical working conditions, relationships with others, and job security. When adequate people will not be dissatisfied; neither will they be satisfied

Question 13

Creator of Theory of needs

Answer 13

McClelland

Question 14

3 needs of theory of needs

Answer 14

achievement
power
affliction

Question 15

Self Determination Theory

Answer 15

people prefer to feel they have control over their actions, so anything that makes a previously enjoyed task feel more like an obligation than a freely chosen activity will undermine motivation

Question 16

Cognitive Evaluation Theory

Answer 16

hypothesizes that extrinsic rewards (pay) will reduce intrinsic interest in a task

Question 17

Who created Goal Setting theory

Answer 17

LOCKE

Question 18

Goal Setting theory

Answer 18

The idea behind this theory is that goals, which are specific and effectively difficult, can lead to higher performance if they include self-generated feedback.

Question 19

3 factors that influence goal setting theory

Answer 19

goal commitment
task characteristics
national culture

Question 20

Management by Objectives (MBO)

Answer 20

emphasizes participative set goals that are tangible, verifiable, and measureable: Goal specificity, participation in decision-making, an explicit time period, and performance feedback. Converts overall organization objectives into specific objectives for work units and individuals

Question 21

four ingredients of MBO

Answer 21

• Goal specificity
• Participation in decisions making
• An explicit time period
• Performance feedback

Question 22

Self Efficacy Theory

Answer 22

refers to an individual’s belief that he or she is capable of performing a task. The higher your self-efficacy

Question 23

creator of self efficacy theory

Answer 23

BANDURA

Question 24

four ways to increase self efficacy theory

Answer 24

enactive mastery
vicarious modeling
verbal persuasion
arousal

Question 25

Enactive Mastery

Answer 25

Gaining relevant experience with the task of job

Question 26

Vicarious Modeling

Answer 26

becoming more confident because you see someone else doing the task

Question 27

verbal persuasion

Answer 27

Becoming more confident because someone convinces you that you have the skills necessary to be successful.

Question 28

Pygmalion effect

Answer 28

a form of self-fulfilling prophecy in which believing something can make it true. (Galatea effect)

Question 29

Arousal

Answer 29

leads to an energized state, which drives a person to a complete task

Question 30

Equity Theory

Answer 30

Employees perceive what they get from a job situation (salary levels, raises, recognition) in relationship to what they put into it (effort, experience, education, competence) and then compare their outcome-input ration with that of relevant others

Question 31

Distributive Justice

Answer 31

the employee’s perceived fairness of the amount and allocation of rewards among individuals (how much we should be paid relative to what we think we should be paid).

Question 32

Organizational Justice

Answer 32

a larger perception of what is fair in the workplace. Employees perceive their organizations as just when they believe the outcomes they have received and the way they received them are fair.

Question 33

Procedural Justice

Answer 33

the perceived fairness of the process used to determine the distribution of rewards.

Question 34

Interactional Justice

Answer 34

an individual’s perception of the degree to which she is treated with dignity, concern, and respect.

Question 35

Expectancy Theory

Answer 35

the strength of a tendency to act in a certain way depends on the strength of our exceptions of a given outcome and its attractiveness. Employees will be motivated to exert a high level of effort when they believe it will lead to a good performance appraisal, which will lead to rewards.

Question 36

Creator of Expectancy Theory

Answer 36

VROOMS

Question 37

Effort Performance relationship

Answer 37

The probability perceived by the individual that exerting a given amount of effort will lead to performance

Question 38

Performance Reward Relationship

Answer 38

The degree to which the individual believes performing at a particular level will lead to the attainment of a desired outcome

Question 39

Rewards-Personal Goals Relationship

Answer 39

The degree to which organizational rewards satisfy an individuals personal goals or needs and the attractiveness of those potential rewards for the individual