Cognitive theories

Question 1

What is the Goal-setting theory

Answer 1

This theory suggests that goal-setting was a key motivator in getting people to work hard and improve their performance

Question 2

What are the 5 key principals?

Answer 2

These are divided into 4C F

CLARITY CHALLENGE COMPLEXITY COMMITMENT AND FEEDBACK

Question 3

what do the 4c f stand for

Answer 3

CLARITY- Goals should be clean, measurable and specific
CHALLENGE- Gols should be relevant and linked to rewards
COMPLEXITY- Goals must be achievable under a certain time period.
COMMITMENT- Goals must be understood and accepted
FEEDBACK- Must involve feedback on task progress and achievement

Question 4

Importance of feedback

Answer 4

If feedback does not take place, it is possible that make weaknesses can go missed. Feedback needs to be positive, effective and focus on the strategies used.

Question 5

What is the SMART method of goal setting

Answer 5

SPECIFIC, MEASURABLE, ATTAINABLE, RELEVANT, TIMESCALE.

Question 6

What did the expectancy theory propose? (1964)

Answer 6

VROOM suggested that workers are rational beings whose decision making is guided by logical thought processes in which potential costs and rewards play a significant role.

Question 7

What did VROOM propose

Answer 7

Vroom said that a worker’s performance would be influenced by a number of factors including knowledge, skills, experience as well as individual characteristics such as personality and different goals. Despite this he claims that workers can be motivated if there is a

1) clear relationship between effort and performance,
2) performance being rewarded,
3) satisfying reward and
4) if the desire to satisfy the need is strong enough

Question 8

What equation did Vroom propose

Answer 8

Motivation= expectancy * instrumentality * valence

Question 9

What is expectancy?

Answer 9

Worker’s confidence in what they are capable of doing

Question 10

What is instrumentality?

Answer 10

How much effort will be rewarded and whether workers believe they will be given the reward they had been offered.

Question 11

What is valence?

Answer 11

Size of the reward as well as the extent to which the reward is needed/wanted

Question 12

What is the meaning of this formula?

Answer 12

If any one of these is low, motivation will also be negatively affected.

Question 13

What is the equity theory? (1963)

Answer 13

This theory is an application of social psychology, where social exchange theory predicts that people will weigh up what an action will cost them in terms of the benefits it will produce. Equity theory puts this theory in a workplace.

Question 14

What does the equity theory propose?

Answer 14

Simple that workers expect things to be fair. Rewards to equate effort put in. A significant factor is comparison with others. If we perceive others to be treated better, perceived inequality will decrease motivation

Question 15

What does the equity theory suggest?

Answer 15

Workers bring skills, qualifications, enthu, effort etc to the job. This is referred to as INPUT (I), and may be

1) PERCEIVED (Ip)
2) ACTUAL (Ia)

Workers expect pay, recognition and benefits from the job. referred to as OUTPUT (O) and may be

1) PERCEIVED (Op)
2) ACTUAL (Oa)

Question 16

What is equity and underpayment equity?

Answer 16

Equity is a sense of fairness in the exchange of goods, services, time, and effort.
Underpayment equity is felt when a worker finds out that another who is less qualified is being paid more.

Question 17

How can an underpayment equity situation be bought back to equity?

Answer 17

1) Try to increase the outcome of the job (asking for an increase in salary)
2) Try to decrease output- after all, not being paid as much as someone else is demotivating
3) You could decide to compare yourself with someone 4) Leave and find another job