Chapter 8 Flashcards
Motivation
A psychological process that arose and direct goal – directed behavior.
Process theories of motivation
Identified the process by which internal factors and cognition’s influence motivation.
Needs
Physiological or psychological deficiencies that arouse behavior.
Need hierarchy theory
Five basic needs – physiological, safety, love, esteem, and self actualization – influence behavior.
Equity theory
Holds that motivation is a function of fairness in social exchanges.
Negative inequity
Comparison in which another person receives greater outcomes for similar inputs.
Interactional justice
Extent to which people feel fairly treated when procedures are implemented.
Goal specificity
Quantifiability of a goal.
Job enrichment
Building achievement, recognition, stimulating work, responsibility, and advancement into a job.
Idiosyncratic deals (i-deals)
Process by which employees and managers negotiate tasks completed by employees.
Contrast Maslow, Alderfer and McClelland’s need theories.
Maslow proposed that motivation is a function of five basic needs arranged in a pre-prepotent hierarchy. The concept of a stairstep hierarchy has not stood up well under research. Alderfer concluded that three core needs explain behavior – existence, relatedness, and growth. He proposed that more than one need can be activated at a time and frustration of higher – order needs can influence the desire for lower – level needs. McClelland argued that motivation and performance vary according to the strength of an individual’s need for achievement. High achievers prefer tasks of moderate difficulty, and situations under their control, and a desire for more performance feedback then low achievers. Top managers should have a high need for power coupled with a low need for affiliation.
Explain the practical significance of Herzberger’s distinction between motivators and hygiene factors.
Hertzberg believes job satisfaction motivates better job performance. His hygiene factors, such as policies, supervision, and salary, erase sources of dissatisfaction. On the other hand, his motivators, such as achievement, responsibility, and recognition, foster job satisfaction. Although Herzberger’s motivator – hygiene theory of job satisfaction has been criticized on methodological grounds, it offers practical advice for motivating employees.
Discuss the role of perceived inequity and employee motivation.
Equity theory is a model of motivation that explains how people strive for fairness and justice and social exchanges. On the job, feelings of iniquity revolve around a person’s evaluation of whether he or she receives adequate rewards to compensate for his or her contributive inputs. People perform these evaluations by comparing the perceived fairness of their employment exchange with that of relevant others perceived iniquity creates motivation to restore equity.
Explain the differences among distributive, procedural, and interactional justice.
Distributive, procedural, and interactional justice the three key elements underlying organizational justice. Distributive justice reflects the perceived fairness of how resources and rewards are distributed. Procedural justice represents the perceived fairness of the process and procedures used to make allocation decisions. International justice entails fairness perceived of a decision-makers behavior in the past of decision making.
Describe the practice lessons derived from equity and interactional justice.
Equity theory has at least six practical implications. First, managers should pay attention to employees perceptions of what is fair and equitable. It is the employee’s view of reality that counts when trying to motivate someone, according to equity theory second employee should be given a voice in decisions that affect them. Third, employees should be given the opportunity to appeal decisions that affect their welfare. Fourth managers can promote cooperation with team work among group members by treating them effectively.
