Chapter 7: Motivation Concepts

Question 1

motivation

Answer 1

process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal

Question 2

maslow’s hierarchy of needs

Answer 2

five needs - physiological, safety, social, esteem, and self actualization. as each need becomes substantially satisfied, the next need becomes dominant. most recent research does not support this theory

Question 3

two-factor theory of motivation (has not been well supported in research)

Answer 3

a theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. Also called motivation hygiene theory. under this theory, the factors that lead to job satisfaction are separate and distinct from those that lead to job dissatisfaction

Question 4

which factors are related to achievement and job satisfaction?

Answer 4

advancement, achievement, responsibility, and job satisfaction.

Question 5

mcclelland’s theory of needs (has research support across cultures)

Answer 5

a theory that states achievement, power, and affiliation are three important needs that help explain motivation

Question 6

need for achievement (nAch)

Answer 6

drive to excel, to achieve in relationship to a set of standards, and to strive to succeed

Question 7

need for power (nPow)

Answer 7

the need to make others behave in a way in which they would not have behaved otherwise

Question 8

need for affiliation (nAff)

Answer 8

the desire for friendly and close interpersonal relationships

Question 9

does personality moderate the effect of mclelland’s needs have on motivation?

Answer 9

yes, factors like neuroticism can prevent one from fulfilling the nAff, whereas agreeableness supports fulfillment of this need

Question 10

self-determination theory

Answer 10

a theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation

Question 11

cognitive evaluation theory

Answer 11

a version of the SDT in which allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling

Question 12

what does the SDT suggest about providing rewards?

Answer 12

suggests some caution in the use of extrinsic rewards to motivate is wise and that pursuing goals from intrinsic motives is more sustaining to human motivation than are extrinsic rewards. providing extrinsic incentives can undermine intrinsic motivation

Question 13

self-concordance

Answer 13

the degree to which people’s reasons for pursuing goals are consistent with their interests and core values

Question 14

goal-setting theory

Answer 14

a theory stating that specific and difficult goals, with feedback, lead to higher performance

Question 15

what does evidence suggest about setting goals?

Answer 15

specific goals increase performance; that difficult goals, when accepted, result in higher performance than do easier goals, and that feedback leads to higher performance than does non-feedback

Question 16

goal commitment

Answer 16

most likely to occur when employees expect that their efforts will pay off in goal attainment, when the accomplishing of the goal is attractive to them, and when they actively participate in goal setting

Question 17

task characteristics

Answer 17

goals themselves seem to affect performance more strongly when tasks are simple rather than complex, and when the tasks are independent rather than interdependent

Question 18

national culture

Answer 18

specific goals may have differing effects in different cultures, largely based on whether that culture is individualistic or collectivist

Question 19

promotion focus

Answer 19

a self-regulation strategy that involves striving for goals through advancement and accomplishment

Question 20

prevention focus

Answer 20

a self-regulation strategy that involves striving for goals by fulfilling duties and obligations

Question 21

management by objectives

Answer 21

(MBO) a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress

Question 22

self-efficacy theory

Answer 22

an individual’s belief that he or she is capable of performing a task. you can boost self efficacy through enactive mastery, vicarious modeling, verbal persuasion, and arousal

Question 23

reinforcement theory

Answer 23

a theory of suggesting that behavior is a function of its consequences

Question 24

behaviorism

Answer 24

a theory stating that behavior follows stimuli in a relatively unthinking manner

Question 25

social learning theory

Answer 25

the view that we can learn though both observation and direct experience

Question 26

expectancy theory

Answer 26

a theory stating that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual

Question 27

equity theory

Answer 27

a theory stating that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities

Question 28

organizational injustice

Answer 28

an overall perception of what is fair in the workplace, composed of distributive, procedural, information, and interpersonal justice

Question 29

distributive justice

Answer 29

perceived fairness of the amount and allocation of rewards among individuals

Question 30

procedural justice

Answer 30

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

Question 31

informational justice

Answer 31

the degree to which employees are provided truthful explanations for decisions

Question 32

interpersonal justice

Answer 32

the degree to which employees are treated with dignity and respect

Question 33

job engagement

Answer 33

the investment of an employee’s physical, cognitive, and emotional energies into job performance