Chapter 8 Flashcards
What is the Need hierarchy theory?
Five basic needs that influence behaviour/motivation
- Physiological, safety, love, esteem, and self-actualisation
What is ERG theory?
Alternative theory to Need Hierarchy theory
Three basic needs influence behaviour:
- Existence, relatedness, and growth
What are hygiene factors?
Job characteristics associated with job dissatisfaction (such as bad policies, bad salary, bad interpersonal relations, etc.)
What is equity theory?
- motivation is a function of fairness in social exchanges
- people strive for fairness and justice in social relationships
- motivation is fueled by feelings of inequality or lack of justice
Difference between positive and negative inequity?
- Negative inequity: Comparison in which another person receives greater outcomes for similar inputs
- Positive inequity: Comparison in which another person receives lesser outcomes for similar inputs
Expectancy theory
People are motivated to behave in ways that produce valued outcomes
Job design
changing the content or process of a specific job to increase job satisfaction and performance
Intrinsic motivation
Motivation caused by positive internal feelings
Contrast Maslow’s, Alderfer’s, and McClelland’s need theories
- Maslow proposed that motivation is a function of five basic needs arranged in a prepotent hierarchy. The concept of a stair-step hierarchy has not stood up well under research.
- Alderfer concluded that three core needs explain behaviour; 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, situations under their control, and a desire for more performance feedback than low achievers. Top managers should have a high need for power coupled with a low need for affiliation.
Role of perceived inequity in employee motivation
- Equity theory is a model of motivation that explains how people strive for fairness and justice in social exchanges.
- On the job, feelings of inequity 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 inequity creates motivation to restore equity.
Differences among distributive, procedural, and interactional justice
- Distributive, procedural, and interactional justice are the three key components 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.
- Interactional justice entails the perceived fairness of a decision maker’s behaviour in the process of decision making.
What is Vroom’s expectancy theory?
- Expectancy theory assumes motivation is determined by one’s perceived chances of achieving valued outcomes.
- Vroom’s expectancy model of motivation reveals how effort-performance expectancies and performance-outcome instrumentalities influence the degree of effort expended to achieve desired (positively valent) outcomes.
- Managers are advised to enhance effort-performance expectancies by helping employees accomplish their performance goals.
What are three conceptually different approaches to job design?
- The premise of top-down approaches is that management is responsible for creating efficient and meaningful combinations of work tasks for employees.
- Bottom-up approaches, which are referred to as job crafting, are driven by employees rather than managers. Employees are viewed as job crafters who define and create their own job boundaries.
- Idiosyncratic deals (i-deals) view job design as a process in which employees and managers jointly negotiate the types of tasks employees complete at work.
