Chapter 6 The Nature of Work Motivation Flashcards
What is Work Motivation?
Work motivation is the psychological forces within a person that determine:
• the direction of a person’s behavior in an organization,
• a person’s level of effort, and
• a person’s level of persistence in the face of obstacles
What are Elements of Work Motivation?
Direction of Behavior
Level of Effort
Level of Persistence
What is Performance?
Performance is our evaluation of the results of a person’s behavior
What is Motivation?
Motivation is only one factor among many that contributes to an employee’s top performance
What are the two types of Motivation?
Extrinsic
Intrinsic
What is Extrinsic Motivation?
Source of motivation is acquisition of material or social rewards or to avoid punishment
What is Intrinsic Motivation?
Source of motivation is actually performing the behavior
Behavior performed for its own sake
What is the Motivation Equation?
Inputs + Performance produces Outcomes
In the Motivation Equation, What are types of Inputs?
Effort Time Education Experience Skills Knowledge Job behaviors
In the Motivation Equation, What are types of Performance?
Quantity
Quality
Level of customer service
In the Motivation Equation, What are the Outcomes?
Pay Job security Benefits Vacation Satisfaction Pleasure
What are some of the Theories of Motivation?
- Need Theory
- Expectancy Theory
- Equity Theory
- Procedural Justice Theory
Explain the focus of Need Theory
Focuses on employees’ needs as the sources of motivation
Explain the focus of Expectancy Theory
Focuses on how employees make choices among alternative behaviors and levels of effort
Explain the focus of Equity Theory
Focuses on employees’ perceptions of the fairness of their work outcomes and inputs
Explain the focus of Procedural Justice Theory
Perceived fairness of the procedures used to make decisions about the distribution of outcomes in an organization
In the Need Theory, What outcomes is an individual motivated to obtain from a job and an organization?
Employees have needs that they are motivated to satisfy in the workplace.
What are the levels of Maslow’s Hierarchy of Needs (pyramid)?
Self-actualization needs Esteem needs Belongingness needs Safety needs Physiological needs
From Maslow’s Hierarchy of Needs, What is the description for Self-actualization needs?
Needs to realize one’s full potential as a human being
From Maslow’s Hierarchy of Needs, What is the description for Esteem needs?
Needs to feel good about oneself and one’s capabilities, to be respected by others, and to receive recognition and appreciation
From Maslow’s Hierarchy of Needs, What is the description for Belongingness needs?
Needs for social interaction, friendship, affection, and love
From Maslow’s Hierarchy of Needs, What is the description for Safety needs?
Needs for security, stability and a safe environment
From Maslow’s Hierarchy of Needs, What is the description for Physiological needs?
Basic needs for things such as food, water, and shelter that must be met in order for an individual to survive.
From Maslow’s Hierarchy of Needs, give an example for Self-actualization needs?
By using one’s skill and abilities to the fullest and striving to achieve all that one can on the job.
From Maslow’s Hierarchy of Needs, give an example for Esteem needs?
By receiving promotions at work and being recognized for accomplishments on the job.
From Maslow’s Hierarchy of Needs, Give an example for Belongingness needs?
By having good relations with co-workers and supervisors, being a member of a cohesive work group, and participating in social functions such as company picnics and holiday parties.
From Maslow’s Hierarchy of Needs, Give an example for Safety needs?
By receiving job security, adequate medical benefits, and safe working conditions
From Maslow’s Hierarchy of Needs, Give an example for Physiological needs?
By receiving a minimum level of pay that enables a worker to buy food and clothing and have adequate housing.
What are the levels of Alderfer’s ERG Theory (pyramid)?
Growth needs
Relatedness needs
Existence needs
From Alderfer’s ERG Theory, What is the description for Growth needs?
Needs for self-development and creative and productive work.
From Alderfer’s ERG Theory, What is the description for Relatedness needs?
Needs to have good interpersonal relations, to share thoughts and feelings, and to have open two-way communication
From Alderfer’s ERG Theory, What is the description for Existence needs?
Basic needs for human survival such as the need for food, water, clothing, shelter, and a secure and safe environment.
From Alderfer’s ERG Theory, give an example for Growth needs?
By continually improving skills and abilities and engaging in meaningful work.
From Alderfer’s ERG Theory, give an example for Relatedness needs?
By having good relations with co-workers, superiors, and subordinates and by obtaining accurate feedback from others.
From Alderfer’s ERG Theory, give an example for Existence needs?
By receiving enough pay to provide for the basic necessities of life and having safe working conditions.
What are the two questions of Expectancy Theory?
- Does the individual believe that his or her inputs will result in a given level of performance?
- Does the individual believe that performance at this level will lead to obtaining desired outcomes?
What are the Three Factors of the Expectancy Theory?
Valence - how desirable is an outcome?
Instrumentality - What is the connection between job performance and outcomes?
Expectancy - What is the connection between effort and job performance?
In the Expectancy Theory, what is the equation?
Effort (Expectancy) leads to Performance (Instrumentality) which leads to Outcomes (Valence)
In the Expectancy Theory equation, describe the Expectancy
Expectancy must be high. Employees must perceive that if they try hard, they can perform at a high level.
In the Expectancy Theory equation, describe the Instrumentality
Instrumentality must be high. Employees must perceive that if they perform at a high level, they will receive certain outcomes.
In the Expectancy Theory equation, describe the valence
Valence must be high. Employees must desire or want the outcomes they will receive if they perform at a a high level.
In the Equity Theory what are the outcomes perceived as being at an appropriate level in comparison to inputs?
From past experience or observation, employees will have a sense of what level of inputs should result in a certain level of outcomes
Outcome/Input ratio, the relationship between what an employee gets from a job (outcomes) and what the employee contributes to the job (inputs)
In the Equity Theory, what are the Outcomes?
Pay Benefits Job satisfaction Status Opportunities for advancement Job security
In the Equity Theory, what are the Inputs?
Special skills Education Work experience Effort on the job Time
What are other aspects of the Equity Theory?
Inputs lead to outcomes
Outcome/input ratio compared to ratio of referent others leads to work motivation
Outcome/Input ratio, the relationship between what an employee gets from a job (outcomes) and what the employee contributes to the job (inputs).
