Chapter 7 Flashcards
This refers to the act of giving employees
reasons or incentives to work to achieve organizational objectives.
Motivating
This refers to the process of activating behavior, sustaining it, and directing it toward a particular goal.
Motivation
There are certain factors influencing a persons desire to do his job well. They are the following:
- Willingness to do a job
- Self-confidence in carrying out a task
- Needs satisfaction
People who like what they are doing are highly motivated to produce the expected output. Which factor contributing to motivation is being described?
Willingness to do a job
When employees feel that they have the required skill and training to perform a task, the more motivated they become. Which factor contributing to motivation is being described?
Self-confidence in carrying out a task
People will do their jobs well if they feel that by doing so, their needs will be satisfied. Which factor contributing to motivation is being described?
Needs satisfaction
Theories of Motivation
- Maslow’s needs hierarchy theory
- Herzberg’s two-factor theory
- Expectancy theory
- Goal setting theory
This psychologist theorized that human beings have five basic needs which are as follows: physiological, security, social, esteem, and self-actualization.
Abraham Maslow
According to Abraham Maslow, human beings have five basic needs which are:
physiological, security, social, esteem, and self-actualization
Those that are concerned with biological needs like food, drink, rest, and sex fall under this category of needs. These needs take priority over other needs.
Physiological Needs
These needs include freedom from harm coming from the elements or from other people, financial security which may
be affected by loss of job or the breadwinner in the family, etc.
Security Needs
After satisfying physiological and
security needs, the employee will now strive to secure love, affection, and the need to be accepted by peers. Which basic need is being described?
Social Needs
These refer to the need for a positive self-image and self-respect and the need to be respected by others.
Esteem Needs
This involve realizing our full potential as human beings and becoming all that we are able to be.
Self-actualization Needs
Who developed the two-factor theory?
Frederick Herzberg
This theory indicates that a satisfied employee is motivated from within to work harder and that a dissatisfied employee is not self-motivated.
Herzberg’s Two-Factor Theory
Two Classes of Factors Associated
with Employee Satisfaction and Dissatisfaction by Herzberg
Satisfiers or Motivation Factors
Dissatisfiers or Hygiene Factors
These factors are responsible for job satisfaction like achievement, recognition, work itself, responsibility, advancement, and growth.
Satisfiers or Motivation Factors
These factors are responsible for job dissatisfaction like company policy and administration, supervision, relationship with supervisor, work conditions, salary, relationship with peers, personal life, relationship with subordinates, status, and security.
Dissatisfiers or Hygiene Factors
This is a motivation model based on the assumption that an individual will work depending on his perception of the probability of his expectations to
happen.
Expectancy theory
This theory poses the idea that motivation is determined by expectancies and valences.
Expectancy theory
This is a belief about the likelihood or probability that a particular behavioral act (like attending training sessions) will lead to a particular outcome (like a promotion).
expectancy
This is the value an individual places on the expected outcomes or rewards.
Valence
Expectancy theory is based on the following assumptions:
- A combination of forces within the individual and in the environment determines behavior.
- People make decisions about their own behavior and that of organizations
- People have different types of needs, goals, and desires.
- People make choices among alternative behaviors based on the extent to which they think a certain behavior will lead to a desired outcome.
This refers to the process of improving performance with objectives, deadlines, or quality standard. When individuals or groups are assigned specific goals, a clear direction is provided and which later motivates them to achieve these goals.
Goal setting
The goal setting model drawn by Edwin A. Locke and his associates consists of the following components:
- goal content
- goal commitment
- work behavior
- feedback aspects
To be sufficient in content, goals must
be challenging, attainable, specific and measurable, time-limited, and relevant. Which component of goal setting model is being described?
Goal Content
When goals are _________, higher performance may be expected. The sales quotas imposed by companies individual members of their sales force indicate reliance of these companies to the use of challenging goals.
challenging
Goals must be ________ if they are to be set. If they are not, then workers will only be discouraged to perform, if at all.
attainable
Goals must be stated in _____________ whenever possible. When exact figures to be met are set, understanding is facilitated and workers are motivated to perform.
quantitative terms
There must be a _________ set for goals to be accomplished.
time-limit
The more _________ the goals are to the company’s mission, the more support it can generate from various levels of employment in the organization.
relevant
When individuals or groups are committed to the goals they are supposed to achieve, there is a chance that they will be able to achieve them. Which component of goal setting model is being described?
Goal Commitment
Goals influence behavior in terms of ___________, ___________, ___________, and ____________.
direction, effort, persistence, and planning
When an individual is provided with direction, performance is facilitated. In trying to attain goals that are already indicated, the individual is provided with a direction to exert more effort. The identification of goals provide a reason for an individual to persist in his efforts until the goal is attained. Which component of goal setting model is being described?
Work Behavior
Once goals are set, the first important input to _________ is already in place.
planning
This provides the individuals with a way of knowing how far they have gone in achieving objectives.
Feedback
This facilitate the introduction of corrective measures whenever they are found to be necessary.
Feedback
Individual or groups of individuals may be motivated to perform through the use of various techniques. These techniques may be classified as follows:
- motivation through job design
- motivation through rewards
- motivation through employee participation
- other motivation techniques for the diverse work force
A person will be highly motivated to perform if he is assigned a job he likes. The first requisite, however, is to design jobs that will meet the requirements of the
organization and the persons who will occupy them. Which technique of motivation is being described?
Motivation through job design
This may be defined as specifying the tasks that constitute a job for an individual or a group.
Job design
In motivating through the use of job design, two approaches may be used:
fitting people to jobs
fitting jobs to people
Routine and repetitive tasks make workers suffer from chronic dissatisfaction. Which approach of motivating through job design is being described?
Fitting People to Jobs
Routine and repetitive tasks make workers suffer from chronic dissatisfaction. To avoid this, the following remedies may be adapted:
- Realistic job previews
- Job rotation
- Limited exposure
This is where management provides honest explanations of what a job actually entails.
Realistic job previews
This is where people are moved periodically from one specialized job to another.
Job rotation
This is where a worker’s exposure to a highly fragmented and tedious job is limited.
Limited exposure
Instead of changing the person, management may consider changing the job. Which approach of motivating through job design is being described?
Fitting Jobs to People
Instead of changing the person, management may consider changing the job. This may be achieved with the use of the following:
- Job enlargement
- Job enrichment
This is where two or more specialized tasks in a work flow sequence is combined into
a single job.
Job enlargement
This is where efforts are made to make jobs more interesting, challenging, and rewarding.
Job enrichment
These consist of material and psychological benefits to employees for performing tasks in the workplace.
Rewards
Rewards may be classified into two categories:
- Extrinsic
- Intrinsic rewards
Those which refer to payoffs granted to the individual by another party. Examples are money, employee benefits, promotions, recognition, status symbols, praise, etc.
Extrinsic
Those which are internally experienced payoffs which are self-granted. Examples are a sense of accomplishment, self- esteem and self-actualization.
Intrinsic rewards
To motivate job performance effectively, extrinsic rewards must be properly managed in line with the following:
- it must satisfy individual needs
- the employees must believe effort will lead to reward
- rewards must be equitable
- rewards must be linked to performance
When employees participate in deciding various aspects of their jobs, the personal involvement, oftentimes, is carried up to the point where the task is completed. Which technique of motivation is being described?
Motivation through employee participation
The specific activities identified where employees may participate are as follows:
- setting goals
- making decisions
- solving problems, and designing and implementing organizational changes
The more popular approaches to participation includes the following:
- quality control circles
- self-managed teams
The objective of the __________ is to increase productivity and quality of output.
Quality Control Circles
The _______ consists of a group of three to ten employees usually doing related work, who meet at regular intervals (once a week for an hour, for example) to identify
problems and discuss their solutions.
circle
The circle includes a ________ such as a foreman, but rely on democratic processes. The members are trained in various analysis techniques by a coordinator.
leader
These are also known as autonomous work
groups or high performance teams, which take on traditional managerial tasks as part of their normal work routine.
self-managed teams
Requisites to Successful Employee Participation Program
- a profit-sharing or gainsharing plan
- a long-term employment relationship with good job security
- a concerted effort to build and maintain group cohesiveness
- protection of the individual employee’s rights
Other Motivation Techniques
- flexible work schedules
- family support services
- sabbaticals
This is an arrangement, called ________, which allows employees to determine their own arrival and departure times within specified limits.
flextime
Employees are oftentimes burdened by family obligations like caring for children. Progressive companies provide day care facilities for children of employees. A multinational company in far flung Davao province has even opened an elementary and a high school within the plantation site. Which technique of motivation is being described?
Family Support Sevices
A ____________ is one given to an employee after a certain number of years of service. The employee is allowed to go on leave for two months to one year with pay to give him time for family, recreations, and travel. It is expected that when the employee returns for work, his motivation is improved.
sabbatical leave
