Chapter 7 Motivation Concepts Power Point Version Flashcards
_______ is the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.
Motivation
_______: how hard a person tries
Intensity
________: which direction the effort is headed to
Direction
_______: how long a person can maintains effort
Persistence
The level of varies both between individuals and within individuals at different times.
motivation
Three theories were developed during 1950s to describe employee motivations.
Hierarchy Needs Theory
Two Factor Theory
McClelland’s Theory
Hierarchy Needs Theory by Abraham Maslow
Five needs
Physiological: Safety-security: Social-belongingness Esteem Self-actualization:
_______: Hunger, thirst, sex, etc.
Physiological
________: Safety and protection from physical and emotional harm.
Safety-security
_________: affection, belongingness, acceptance, and friendship.
Social-belongingness
______: internal factors (e.g., self-esteem, autonomy, achievement) and external factors (e.g., status, recognition, attention).
Esteem
________: drive to become what one is capable of becoming (e.g., personal/professional growth, achieving potential, self-fulfillment).
Self-actualization
Relates intrinsic factors to job satisfaction and links extrinsic factors with job dissatisfaction.Also known as Motivation-Hygiene Theory.
Two Factor Theory by Frederick Herzberg
Limitations
Limited because it relies on self-reports.
Reliability of methodology is questioned.
No overall measure of satisfaction was utilized.
Widely used in Asian countries (e.g., Japan and India)
Two Factor Theory by Frederick Herzberg
States achievement, power, and affiliationare three important needs that help explain motivation of employees.
McClelland’s Theory of Needs
________:the drive to excel, achieve a set of standards in a relationship, and strive to succeed.
Higher level of _____ is related to more positive moods, more interested in the task at hand, and better job performance.
Widely used in organizational behavior, psychology, and general business.
Need for Achievement (nAch)
_______:the need to make others behave in a way they would not behave otherwise.
More familiar to people in broad terms (e.g., a need to obtain any type of power)
Need for power (nPow)
_______: the desire for friendly and close interpersonal relationships.
Groups with a high affinity tend to perform the best, exhibit the most open communication, and experience the least amount of conflict.
Need for affiliation (nAff)
______ has had the best support. However, there are some limitations:
Because ________ argued that the three needs are subconscious—we may rank high on them but not know it—measuring them is not easy.
It has less practical effect than the others.
McClelland’s theory
_________: states people prefer to feel they have control over their actions.
Focus on the beneficial effects of intrinsic motivation and harmful effects of extrinsic motivation.
Some caution in the use of extrinsic rewards to motivate is wise.
Pursuing goals from intrinsic motives (e.g., a strong interest in the work itself) is more sustaining to human motivation than are extrinsic rewards.
This theory acknowledges that extrinsic rewards can improve even intrinsic motivation under specific circumstances (e.g., monetary bonuses).
Self-determination theory
_________: A version of self-determination theory-when people are paid for work, it feels less like something they want to do and more like something they have to do.
Cognitive evaluation theory
____________:
Goals tell an employee what needs to be done and how much effort is needed.
Evidence suggests:
Specific goals increase performance.
Difficult goals, when accepted, result in higher performance than do easy goals.
Feedback leads to higher performance than does non-feedback.
Goal Setting Theory by Edwin Locke
________: individuals believe that they can achieve the goal and they want to achieve it.
Goal commitment
______: tasks are simpler and independent.
Task characteristics
_______: in collectivists and high power-distance cultures, achieving moderate goals can be more motivating than difficult ones.
No support for whether group goals in a collectivist society are more effective.
National culture
People differ in the way they regulate their thoughts and behaviors.
Those with a _______ focus strive for advancement and accomplishment and approach conditions that move them closer toward desired goals.
Related to higher level of task performance, OCB, and innovation.
promotion
People differ in the way they regulate their thoughts and behaviors.
Those with a _______ focus strive to fulfill duties and obligations and avoid conditions that pull them away from desired goals.
Related to safety performance
prevention
The relationship between goal setting and ethics is ________:
if we emphasize the attainment of goals, what is the cost?
We may give up mastering tasks and adopt avoidance techniques so we don’t look bad, both of which can incline us toward unethical choices.
quite complex
________: An individual’s belief that he or she is capable of performing a task.
Self-efficacy theory
Four ways to increase self-efficacy:
Also known as social cognitive theory and social learning theory
Enactive mastery: gaining relevant experience with the task or job.
Vicarious modeling: becoming more confident because you see someone else doing the task.
Verbal persuasion: becoming more confident when someone convinces us we have the necessary skills to be successful.
Arousal: energized state that helps to be “psyched up,” feel up to the task, and perform better.
________:Behavior is a function of its consequences.
Reinforcement conditions behavior.
Behavior is environmentally caused.
Reinforcement theory
__________: People learn to behave to get something they want or to avoid something they don’t want.
B.F. Skinner’s behaviorism.
Operant conditioning theory
_________: We can learn through both observation and direct experience.
Social-learning theory
Models (e.g., parents, teachers, peers, film and TV performers, boss, etc.) are central, and four processes determine their influence on an individual:
Attentional processes:learning from paying attention to model’s critical features.
Retention processes:how well one remembers the model’s action once the model is not readily available.
Motor reproduction processes:how well one perform the model’s activities.
Reinforcement processes: how well the rewards appreciate the modeled behaviors.
______: Our tendency to act in a certain way depends on-
How strongly we expect a given outcome How attractive the outcome is to us
Expectancy theory
Three relationships of Expectancy theory
Expectancy:
Instrumentality:
Valence:
_______: the effort-performance relationship.
A given amount of effort will lead to a higher performance.
Expectancy
________: the performance-reward relationship.
Performing at a particular level will bring a desired outcome.
Instrumentality
_______: the rewards-personal goals relationship.
Rewards will satisfy individual’s personal goals.
Valence
________ helps explain why a lot of workers aren’t motivated and do only the minimum.
Expectancy theory
__________states-
employees compare their job inputs and outcomes with those of others
then respond to eliminate any inequities.
Equity theory
When employees perceive an inequity, they can be predicted to make one of six choices:
Change inputs. Change outcomes. Distort perceptions of self. Distort perceptions of others. Choose a different referent. Leave the field.
_________ is an overall perception of what is fair in the workplace. Composed of
Distributive Justice
Procedural Justice
Interactional Justice.
Organizational Justice
_______ is perceived fairness of the amount and allocation of rewards among individuals.
Distributive justice
________ is the perceived fairness of the process used to determine the distribution of rewards.
Procedural justice
_______: Sensitivity to the quality of interpersonal information exchange.
Interactional justice
Two categories of Interactional justice:
_______ justice is the degree to which employees are provided truthful explanations or decisions.
Informational
Two categories of Interactional justice:
_______ justice is the degree to which employees are treated with dignity and respect.
Interpersonal
________, or observer, reactions to injustice can be substantial.
Third-party
_______: Competitive pay plans and rewards for superior individual performance enhance feelings of justice.
Individualistic culture
Countries with ________: Employees would feel justice if there is fixed pay compensation, and they can participate to feel more secure.
uncertainty avoidance
________ is the investment of an employee’s physical, cognitive, and emotional energies into job performance.
Job engagement
_______: More engaged employees in successful organizations than in average organizations.
Gallup organization
________: Job engagement is positively associated with performance and OCB.
Academic studies
