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BCOM 340 Chs 5,6,7,9,10 > Chapter 6 The Nature of Work Motivation > Flashcards

Chapter 6 The Nature of Work Motivation Flashcards

1
Q

What is Work Motivation?

A

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

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2
Q

What are Elements of Work Motivation?

A

Direction of Behavior
Level of Effort
Level of Persistence

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3
Q

What is Performance?

A

Performance is our evaluation of the results of a person’s behavior

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4
Q

What is Motivation?

A

Motivation is only one factor among many that contributes to an employee’s top performance

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5
Q

What are the two types of Motivation?

A

Extrinsic

Intrinsic

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6
Q

What is Extrinsic Motivation?

A

Source of motivation is acquisition of material or social rewards or to avoid punishment

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7
Q

What is Intrinsic Motivation?

A

Source of motivation is actually performing the behavior

Behavior performed for its own sake

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8
Q

What is the Motivation Equation?

A

Inputs + Performance produces Outcomes

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9
Q

In the Motivation Equation, What are types of Inputs?

A 
Effort
Time
Education
Experience
Skills
Knowledge
Job behaviors
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10
Q

In the Motivation Equation, What are types of Performance?

A

Quantity
Quality
Level of customer service

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11
Q

In the Motivation Equation, What are the Outcomes?

A 
Pay
Job security
Benefits
Vacation
Satisfaction
Pleasure
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12
Q

What are some of the Theories of Motivation?

A
  1. Need Theory
  2. Expectancy Theory
  3. Equity Theory
  4. Procedural Justice Theory
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13
Q

Explain the focus of Need Theory

A

Focuses on employees’ needs as the sources of motivation

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14
Q

Explain the focus of Expectancy Theory

A

Focuses on how employees make choices among alternative behaviors and levels of effort

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15
Q

Explain the focus of Equity Theory

A

Focuses on employees’ perceptions of the fairness of their work outcomes and inputs

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16
Q

Explain the focus of Procedural Justice Theory

A

Perceived fairness of the procedures used to make decisions about the distribution of outcomes in an organization

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17
Q

In the Need Theory, What outcomes is an individual motivated to obtain from a job and an organization?

A

Employees have needs that they are motivated to satisfy in the workplace.

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18
Q

What are the levels of Maslow’s Hierarchy of Needs (pyramid)?

A 
Self-actualization needs
Esteem needs
Belongingness needs
Safety needs
Physiological needs
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19
Q

From Maslow’s Hierarchy of Needs, What is the description for Self-actualization needs?

A

Needs to realize one’s full potential as a human being

20
Q

From Maslow’s Hierarchy of Needs, What is the description for Esteem needs?

A

Needs to feel good about oneself and one’s capabilities, to be respected by others, and to receive recognition and appreciation

21
Q

From Maslow’s Hierarchy of Needs, What is the description for Belongingness needs?

A

Needs for social interaction, friendship, affection, and love

22
Q

From Maslow’s Hierarchy of Needs, What is the description for Safety needs?

A

Needs for security, stability and a safe environment

23
Q

From Maslow’s Hierarchy of Needs, What is the description for Physiological needs?

A

Basic needs for things such as food, water, and shelter that must be met in order for an individual to survive.

24
Q

From Maslow’s Hierarchy of Needs, give an example for Self-actualization needs?

A

By using one’s skill and abilities to the fullest and striving to achieve all that one can on the job.

25
Q

From Maslow’s Hierarchy of Needs, give an example for Esteem needs?

A

By receiving promotions at work and being recognized for accomplishments on the job.

26
Q

From Maslow’s Hierarchy of Needs, Give an example for Belongingness needs?

A

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.

27
Q

From Maslow’s Hierarchy of Needs, Give an example for Safety needs?

A

By receiving job security, adequate medical benefits, and safe working conditions

28
Q

From Maslow’s Hierarchy of Needs, Give an example for Physiological needs?

A

By receiving a minimum level of pay that enables a worker to buy food and clothing and have adequate housing.

29
Q

What are the levels of Alderfer’s ERG Theory (pyramid)?

A

Growth needs
Relatedness needs
Existence needs

30
Q

From Alderfer’s ERG Theory, What is the description for Growth needs?

A

Needs for self-development and creative and productive work.

31
Q

From Alderfer’s ERG Theory, What is the description for Relatedness needs?

A

Needs to have good interpersonal relations, to share thoughts and feelings, and to have open two-way communication

32
Q

From Alderfer’s ERG Theory, What is the description for Existence needs?

A

Basic needs for human survival such as the need for food, water, clothing, shelter, and a secure and safe environment.

33
Q

From Alderfer’s ERG Theory, give an example for Growth needs?

A

By continually improving skills and abilities and engaging in meaningful work.

34
Q

From Alderfer’s ERG Theory, give an example for Relatedness needs?

A

By having good relations with co-workers, superiors, and subordinates and by obtaining accurate feedback from others.

35
Q

From Alderfer’s ERG Theory, give an example for Existence needs?

A

By receiving enough pay to provide for the basic necessities of life and having safe working conditions.

36
Q

What are the two questions of Expectancy Theory?

A
  1. Does the individual believe that his or her inputs will result in a given level of performance?
  2. Does the individual believe that performance at this level will lead to obtaining desired outcomes?
37
Q

What are the Three Factors of the Expectancy Theory?

A

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?

38
Q

In the Expectancy Theory, what is the equation?

A

Effort (Expectancy) leads to Performance (Instrumentality) which leads to Outcomes (Valence)

39
Q

In the Expectancy Theory equation, describe the Expectancy

A

Expectancy must be high. Employees must perceive that if they try hard, they can perform at a high level.

40
Q

In the Expectancy Theory equation, describe the Instrumentality

A

Instrumentality must be high. Employees must perceive that if they perform at a high level, they will receive certain outcomes.

41
Q

In the Expectancy Theory equation, describe the valence

A

Valence must be high. Employees must desire or want the outcomes they will receive if they perform at a a high level.

42
Q

In the Equity Theory what are the outcomes perceived as being at an appropriate level in comparison to inputs?

A

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)

43
Q

In the Equity Theory, what are the Outcomes?

A 
Pay
Benefits
Job satisfaction
Status
Opportunities for advancement
Job security
44
Q

In the Equity Theory, what are the Inputs?

A 
Special skills
Education
Work experience
Effort on the job
Time
45
Q

What are other aspects of the Equity Theory?

A

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).

BCOM 340 Chs 5,6,7,9,10 (2 decks)

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