Chapter 7: Motivation as a Responsibility of Leadership

Question 1

Progression of Job Withdrawal Theory

Answer 1

people develop a set of behaviors in order to avoid their work situation.

1. behavior change
2. physical withdrawal
3. psychological withdrawal

Question 2

Hawthorne Studies

Answer 2

workers were happy to receive attention from researchers who expressed interest in them.

Conclusion: We should try to do things that make employees feel valued.

Question 3

Maslow’s Hierarchy of Needs:

Answer 3

1. Self-actualization needs:: to better ourselves
2. Esteem needs:: to feel good about ourselves.
3. Social needs:: to spend time with others
4. Safety needs:: to feel safe; job security
5. Physiological needs:: food, shelter, water

Question 4

Herzberg Two-Factor Theory

Answer 4

Motivation and Hygiene Factors

Question 5

Herzberg’s 6 Motivation Factors

Answer 5

1. achievement
2. recognition
3. the work itself
4. responsibility
5. advancement
6. growthH

Question 6

Herzberg’s 6 Hygiene Factors

Answer 6

1. company policies
2. supervision
3. relationship w/ manager
4. work conditions
5. salary
6. relationship w/ peers

Question 7

McGregor’s XY Theory

Answer 7

Theory X: employees are inherently lazy
Theory Y: employees generally want to do their best.

Question 8

Carrot and Stick

Answer 8

Carrot: reward
Stick: punishment

Question 9

Job Descriptive Index (JDI)

Answer 9

looks at 5 aspects of job satisfaction:
1. present job
2. present pay
3. opportunities for promotion
4. supervision
5. coworkers

Question 10

5 things to consider when developing employee satisfaction survey

Answer 10

1. communicate the purpose and goal of the survey
2. once the survey is complete, communicate what changes have been made as a result of the survey
3. assure employees that their responses will be anonymous and private.
4. Involve others in the survey development
5. Ask clear, concise, questions that get at the root of the morale issues.

Question 11

Salaries and Benefits should include

Answer 11

1. a standard process
2. pay communication strategy
3. PTO

Question 12

What is the purpose of training and development?

Answer 12

to meet higher-level needs of employees, employees must experience growth.

Question 13

Performance Appraisals

Answer 13

method by which job performance is measured

Question 14

Why are performance appraisals necessary?

Answer 14

Helps ensure self-actualization needs are met and to fulfill Herzberg’s motivational factors.

Question 15

Succession planning

Answer 15

identifying and developing internal people who have the potential to fill positions.

Question 16

Flextime, Telecommuting, and Sabbaticals

Answer 16

helps ensure work-life balance, but is not a viable option for retailers

Question 17

Leader-Member Exchange (LMX)

Answer 17

focuses on the 2-way relationship between managers and their employees; dyadic relationship

Question 18

What are important aspects of the LMX

Answer 18

1. employee is given resources and is allowed a certain amount of decision power granted by the leader.
2. the in-group and out-group

Question 19

In Group

Answer 19

due to LMX, this is the group of individuals who feel “seen” and have the highest job satisfaction.

Question 20

Out Group

Answer 20

due to LMX, this is the group of individuals who don’t feel appreciated and have the lowest job satisfaction.

Will often only do what is necessary in their job description.

Question 21

Why is Management Training important?

Answer 21

a poor supervisor/manager is the no. 1 reason why people leave their jobs.

Managers who use the Theory X approach have the lowest retention rates.

Question 22

How to become a better manager?

Answer 22

managers need to understand the skills needed to be a good leader, continually self-assess, and ask for feedback from employees.

Question 23

Outcome fairness

Answer 23

judgment of fairness based on the outcomes one receives in comparison to the outcomes received by others with whom they associate.

Question 24

Procedural justice:

Answer 24

the process used to determine the outcomes received

Question 25

6 areas looked at to measure outcome fairness:

Answer 25

1. Consistency
2. Bias Suppression
3. Information Accuracy
4. Correct-ability
5. Representatives
6. Ethicality

Question 26

Why is Job design, job enlargement, and empowerment important?

Answer 26

ensuring employees skills, and what they enjoy doing, matches with their job is important.

Question 27

Job enrichment

Answer 27

enhance a job by adding more meaningful tasks

Question 28

to achieve job satisfaction, you need:

Answer 28

skill variety, task identify, task significance, autonomy, and feedback.

Question 29

job enlargment:

Answer 29

adding new challenges or responsibilities to a current job.

Question 30

employee empowerment:

Answer 30

to involve employees in their work; allowing them to make decisions and act on those decisions with the support of the organization.

Question 31

Effective Delegation has 8 steps:

Answer 31

1. Define the task
2. Select an individual based on his/her abilities
3. Explain reasons for delegation
4. State the expected results
5. Consider the resources they will need to complete the task
6. Agree to deadlines
7. Support and Communicate
8. Give feedback

Question 32

4 delegation levels:

Answer 32

1. Do as I say
2. Look into this
3. Decide and let me know your decision
4. Decide and action and manage it