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I/O Psychology Chapter 9 Employee Motivation > Chapter 9 - Employee Motivation > Flashcards

Chapter 9 - Employee Motivation Flashcards

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1
Q

What is the definition of Motivation?

A

the internal force that drives a worker to action as well as the external factors that encourage that action

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2
Q

List four work behaviors that imply high motivation.

A
  1. Strong performance 2. Exemplary attendance 3. Organizational citizenship (i.e team player and individual contributor) 4. Personal improvement and development efforts
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3
Q

What are the four individual characteristics that are most related to work motivation?

A

Personality, self-esteem, an intrinsic motivation tendency and the need for achievement.

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4
Q

Define self esteem

A

the extent to which a person views him or herself as a valuable and worthy individual.

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5
Q

Consistency Theory

A

Korman’s theory that employees will be motivated to perform at levels consistent with their levels of self esteem.

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6
Q

Name five main personality dimensions

A
  1. openness to experience 2. conscientiousness 3. extraversion 4. agreeableness 5. stability
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7
Q

Which personality dimension is the best predictor of work performance, organization citizenship behavior and academic performance?

A

Conscientiousness

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8
Q

Salary and setting high goals correlates most with the stability personality dimension. True or False

A

True

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9
Q

What is Korman’s (1970s) consistency theory?

A

There is a positive correlation between self esteem and performance.

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10
Q

The positive or negative way in which a person views themselves overall

A

Chronic self-esteem - is a long lasting state

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11
Q

Self-efficacy or situational self-esteem

A

A person’s feeling about themselves in a particular situation such as when talking to others people.

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12
Q

How a person feels about themselves on the basis of the expectations of others.

A

Socially influenced self-esteem

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13
Q

When companies offer self-esteem workshops, and outdoor experiences like wall climbing and ropes exercises.

A

Ways an organization can increase employee self-esteem and productivity

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14
Q

What is the Pygmalion Effect?

A

Supervisor coaching behavior where an employee’s confidence levels are contingent upon positive communication regarding their performance

Ideal that if people believe that something is true, they will act in a manner consistent with that belief.

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15
Q

What is the Golem Effect? (supv coaching technique)

A

When negative expectations of an individual cause a decrease in that individual’s performance.

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16
Q

What is the Scientist-practitioner Model?

A

A model that uses scientific tools and research in the practice of I/O psychology i

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17
Q

Premack Principle (supervisor technique for reinforcement of desirable behaviors using reinforcers)

A

Employee creates a list of preferred and least preferred reinforcers needed to complete a job

Supervisor engages employee in “undesirable” behaviors by reinforcing with more desirable behaviors.

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18
Q

Archival Data

A

Follow-up studies

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19
Q

If standards of behavior are in line with strategy, what type of adaptation is this?

A

External adaptations

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20
Q

The idea that people behave in ways consistent with their self-image

A

Self-fulfilling prophecy

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21
Q

Work motivation in the absence of external factors of pay, promotion and coworkers

A

Intrinsic motivation

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22
Q

A measure of an individuals orientation toward intrinsic versus extrinsic motivation

A

Work Preference Inventory (WPI)

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23
Q

Theory developed by McClelland (1961) postulates that motivation is based on the need for achievement, affiliation and power.

A

Trait Theory

24
Q

Self Regulation Theory

A

Theory that employees can be motivated by monitoring their own progress toward the goals they set and adjusting their behavior to reach those goals

25
Q

Four step process of self-regulation

A
  1. Choose goals and set levels 2. Plan how to accomplish goals 3. Take action toward accomplishing the goals 4. Evaluate progress toward goal attainment or abandonment
26
Q

A method of of recruitment in which job applicants are told positive and negative aspects of the job.

A

Realistic job preview (RJP)

27
Q

Theory proposed by Hackman and Oldham that proposes that employees desire jobs that are meaningful, allow autonomy, and provide feedback regarding performance.

A

Job Characteristics Theory - jobs have motivation potential if they contain skill variety, task identification (meaningful outcomes), and is appreciated by coworkers (task significance).

28
Q

Which three theories focus on employees’ needs and values?

A

Maslow’s needs hierarchy; ERG (existence, relatedness and growth) Theory; Two-factor Theory

29
Q

Maslow (1954) Needs Theory

A

physical needs for shelter and food

safety needs for protection

social need to develop relationships on the job

ego needs to be stroked and encouraged

self-actualization “being the best that you can be in your job

30
Q

Alderfer (1972) ERG Theory

A

Aldefer suggests that a person can skip levels looking for levels of satisfaction- Existence, relatedness and growth

31
Q

Herzberg’s Need Theory (1966) two factor

A

Two factors in job satisfaction:

hygiene factors - benefits from being being an employee such as pay and benefits, security, work conditions

motivators - actions responsibility, independence, autonomy, interesting work

32
Q

Hygiene factors

A

job-related elements that result from but do not involve the job itself (i.e. pay and benefits)

33
Q

Motivators

A

actual duties performed by the employee

34
Q

A method of increasing performance in which employees are given specific performance goals to aim for.

A

Goal setting

35
Q

First goal setting study was conducted by Latham and Blades (1975) True or False

A

True

36
Q

For goals to be most successful, they must be ___?

A

SMART Specific, measurable, attainable (but difficult), relevant and time-bound

37
Q

Meta-analyses have indicated that employee participation in goal setting doesn’t increase performance. True or False

A

True

38
Q

What is goal setting?

A

A method of increasing performance in which employees are given specific performance goals to aim for.

Lathan and Blades conducted the first goal setting study in 1975

39
Q

What does the acronoym SMART mean?

by Rubin, 2002

A

Specific

Measurable

Difficult but Attainable

Relevant

Time-bound

40
Q

What is needed to increase the effectiveness of goal setting?

A

Positive and imformative feedback

41
Q

Tips for effective feedback

A

Identify the behavior, not the personality

Explain the behavior’s impact on others

Ask the employee for suggestions for change

Employee and Supervisor should set a specific goal

Set a time to evaluate whether the goal has been met

42
Q

Operant conditioning principles

A

Employees will engage in behaviors for which they are rewarded and avoid behaviors for which they are punished

43
Q

Research indicates that a reinforcer or a punisher is most effective if it occurs soon after the performance of the behavior

True or False

A

True

44
Q

Social recognition

A

A motivation technique using such methods as personal attention, signs of approval, and expressions of appreciation

45
Q

Define Pay for Performance

A

A system in which employees are paid on the basis of how much they individually produce.

46
Q

Merit Pay

A

An incentive plan in which employees receive pay bonuses based on performance appraisal scores. Two most common individual incentive plans are pay for performance and merit pay

47
Q

Merit pay is a good technique for jobs in which productivity is difficult to measure?

True or False

A

True

48
Q

What are the biggest problems with merit pay?

A

They are based on subjective performance appraisals

Availability and/or amount of merit pay changes every year

49
Q

What is profit sharing?

A

Gallatin developed in 1794. Programs provide employees with a percentage of profits above a certain amount when the company performs well overall

50
Q

Gainsharing

A

Group incentive system were employees are paid a bonus based on improvements in group productivity.

51
Q

Stock option

A

A group incentive method were employees are given the option of buying stock in the future at the price of the stock when the options were granted.

52
Q

Expectancy Theory

Motivation = E(I x V)

Expectancy(Instrumentality x Valence)

A

E - perceived relationship between the amount of effort an employee puts in the resulting outcome

I - the extent to which the outcome of a worker’s performance results in a particular conequence

V - the extent to which an employee values a particular consequence

53
Q

Internal locus of control

A

The extent to which people believe that they are responsible for and in control of their success or failure in ife.

54
Q

Equity Theory

A

A theory of job satisfaction stating that employeees will be satisfied if their ratio of effort to reward is similar to that of other employees.

Inputs - what employees put into their jobs

Outputs - what employees get from their jobs

Ratio = Input/Output or the ratio of what employees believe they put into and get out of their jobs

55
Q

Though equity theory has some theoretical problems, it was the springboard for modern research in organizational justice.

True or False

A

True, if employees believe they are being treated fairly, they will be more likely to be satisfied with their jobs

I/O Psychology Chapter 9 Employee Motivation (1 decks)

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