Chapter 9

Question 1

The psychological forces that determine the direction of a person’s behavior in an organization, a person’s level of effort, and a person’s level of persistence

Answer 1

Motivation

Question 2

Possible behaviors an individual could engage in

How hard an individual will work

Whether an individual will keep trying or give up

Answer 2

Direction
Effort
Persistence

Question 3

Behavior that is performed for its own sake

Behavior that is performed to acquire material or social rewards or to avoid punishment

Behavior performed to benefit or help others

Answer 3

Intrinsically Motivated Behavior

Extrinsically Motivated Behavior

Prosocially Motivated behavior

Question 4

• The theory that motivation will be high when workers believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcomes

Answer 4

Expectancy theory

Question 5

A requirement or necessity for survival and well-being

Theories of motivation that focus on what needs people are trying to satisfy at work and what outcomes will satisfy those needs
Basic premise is that people are motivated to obtain outcomes at work to satisfy their needs

Answer 5

Need

Need theories

Question 6

The lowest level of unsatisfied needs motivates behavior; once this level of needs is satisfied, a person tires to satisfy the needs at the next level.

Answer 6

Maslow’s Hierarchy of Needs

Question 7

Herzberg’s Motivation-Hygiene Theory - A need theory that distinguishes between motivator needs (related to the nature of the work itself) and hygiene needs (related to the physical and psychological context in which the work is performed) and proposes that motivator needs must be met for motivation and job satisfaction to be high

relate to the nature of the work itself and how challenging it is.

are related to the physical and psychological context in which the work is performed.

Answer 7

Herzberg’s Motivation-Hygiene Theory
Motivator need
Hygiene need

Question 8

• A strong desire to perform challenging tasks well and meet personal standards for excellence
• Extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with each other
• Extent to which an individual desires to control or influence others

Answer 8

Need for achievement
Need for affiliation
Need for power

Question 9

A theory of motivation that focuses on people’s perceptions of the fairness of their work outcomes relative to their work inputs

Justice, impartiality, and fairness to which all organizational members are entitled

Lack of fairness

Answer 9

Equity theory
Equity
Inequity

Question 10

• A person’s perception of the fairness of the distribution of outcomes in an organization
• A person’s perception of the fairness of the procedures that are used to determine how to distribute outcomes in an organization
• A person’s perception of the fairness of the interpersonal treatment he or she receives from whoever distributes outcomes to him or her

A person’s perception of the extent to which his or her manager provides explanations for decisions and the procedures used to arrive at them

Answer 10

Distributive Justice

Procedural Justice -

Interpersonal Justice -

Informational Justice -

Question 11

Focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and explaining why goals have these effects

Answer 11

Goal-Setting Theory

Question 12

Theories that focus on increasing employee motivation and performance by linking the outcomes that employees receive to the performance of desired behaviors and the attainment of goals

• A relatively permanent change in person’s knowledge or behavior that results from practice or experience

Answer 12

Learning theories

Learning

Question 13

People learn to perform behaviors that lead to desired consequences and learn not to perform behaviors that lead to undesired consequences

Giving people outcomes they desire when they perform organizationally functional behaviors
Negative Reinforcement - Eliminating undesired outcomes when people perform organizationally functional behaviors
-
Curtailing the performance of a dysfunctional behavior by eliminating whatever is reinforcing them

• Administering an undesired or negative consequence when dysfunctional behavior occurs

Answer 13

Operant conditioning 
Positive reinforcement 
Negative reinforcement 
Extinction 
Punishment

Question 14

A theory that takes into account how learning and motivation are influenced by people’s thoughts and beliefs and their observations of other people’s behavior

• Learning that occurs when a learner is motivated to perform a behavior by watching another person perform and be reinforced for
  doing so, also called observational learning
• Any desired or attractive outcome or award that a person can give himself or herself for good performance
• A person’s belief about his or her ability to perform a behavior successfully

Answer 14

Social learning theory
Vicarious learning
Self reinforcer
Self efficacy

Question 15

Expectancy: Instrumentality, the association between performance and outcomes (such as pay), must be high for motivation to be high.
Need Theory: Pay is used to satisfy many needs.
Equity Theory: Pay is given in relation to inputs.
Goal-Setting Theory: Pay is linked to attainment of goals.
Learning Theory: Outcomes (pay), is distributed upon performance of functional behaviors.

Answer 15

Pay as a motivator

Question 16

• A compensation plan that bases pay on performance
  Piece-Rate Pay - Employee’s pay is based on the number of units that the employee produces.
• Employee’s pay is based on a percentage of sales that the employee makes.
• Focuses on reducing expenses or cutting costs
• A share of an organization’s profits

A financial instrument that entitles the bearer to buy shares of an organization’s stock at a certain price during a certain period of time or under certain conditions

Answer 16

Merit Pay Plan 
Piece-Rate Pay
Commission Pay
Scanlon pay 
Profit Sharing
Employee Stock Option -