E3, Ch 11: Motivation

Question 1

motivation

Answer 1

energetic forces initiating work-related effort and determines its direction, intensity, and persistence

Question 2

direction
intensity
persistence

Answer 2

what do you do?
how hard do you do it?
how long?

Question 3

goal-setting theory

Answer 3

motivation is fostered when employees are given SPECIFIC and DIFFICULT goals

Question 4

in goal-setting theory, performance is highest for specific, difficult, and accepted goals that are coupled with…

Answer 4

feedback

Question 5

feedback leads to greater ____________ and __________.
_____ __________ satisfies one’s need for competence.

Answer 5

satisfaction and motivation,
goal attainment

Question 6

promotion focus

Answer 6

achieving goals through “ideals goals,” advancement, and accomplishment

Question 7

prevention focus

Answer 7

achieving goals through “ought goals,” duties, and obligations

Question 8

management by objectives

Answer 8

application of goal-setting in the workplace

Question 9

MBO improves performance __% of the time and average increase in performance is large:
__% for objective indices
__% for subjective indices

Answer 9

97
45
42

Question 10

goals are effective because they… (4)

Answer 10

• energize and direct behavior
• increase persistence
• sense of competence
• encourage planning

Question 11

moderators of the effects of goals (4)

Answer 11

• ability (can you reach it?)
• acceptance (do you want to reach it?)
• feedback (will you know when your reach it?)
• self-efficacy (do you think you’ll reach it?)

Question 12

in goal-setting ____-________ is key: the belief you’re capable of performing a task

Answer 12

self-efficacy

Question 13

higher efficacy is related to… (2)
self-efficacy __________ goal-setting theory

Answer 13

1. greater confidence and persistence
2. better response to negative feedback (working harder)

competence

Question 14

enactive mastery

Answer 14

MOST IMPORTANT SOURCE OF EFFICACY
gaining relevant experience w/ a task or job
“practice makes perfect”

Question 15

vicarious modeling

Answer 15

increasing confidence by watching others perform the task
most effective when observer sees model to be similar to themselves

Question 16

social persuasion

Answer 16

shift from prevention to promotion focus

Question 17

arousal

Answer 17

getting “psyched-up” to complete a task
*can hurt performance if emotion isn’t a component of the task

Question 18

goal setting is more effective where there is ________, tasks are _______, and goal commitment is ____

Answer 18

feedback
simpler
high

Question 19

expectancy theory

Answer 19

motivation is fostered when an employee believes:
1. expectancy: effort will result in performance –>
2. instrumentality: performance will result in outcomes –>
3. valence: outcomes will be valued

Question 20

expectancy can be hindered by… (3)

Answer 20

• low self-efficacy
• lack of necessary resources
• lack of supportive leadership

Question 21

instrumentality can be hindered by… (4)

Answer 21

• poor methods of measuring performance
• inadequate budget for outcomes
• policies that reward things other than performance, like attendance
• time delays in giving rewards

Question 22

why does pay have such high valence? the meaning of money: (3)

Answer 22

• achievement
• respect
• freedom

Question 23

multiplicative nature

Answer 23

motivation will be zero is expectancy, instrumentality, or valence is zero

Question 24

equity theory

Answer 24

motivation is fostered when employee’s mental ledger of outcomes compares favorable to others

Question 24

equity theory is a ________ assessment. it is a ratio of _____ to ______

Answer 24

relative
inputs, outputs

Question 25

equity distress

Answer 25

internal tension that can be alleviated by restoring balance to the ratios of equity theory

Question 26

methods to restore balance (3)

Answer 26

• alter the ratio (change your inputs/outputs)
• cognitive distortion (change perception)
• change your comparison-other

Question 27

psychological empowerment

Answer 27

intrinsic form of motivation derived from belief that one’s work tasks serve a greater purpose

Question 28

meaningfulness

Answer 28

value of a work goal or purpose, relative to one’s own ideals

Question 29

self-determination

Answer 29

sense of choice in the initiation and the continuation of work tasks

Question 30

competence

Answer 30

belief in own capacity to performance tasks successfully

Question 31

impact

Answer 31

sense that one’s actions “make a difference”

Question 32

your performance/motivation will be highest when goals are…

Answer 32

specific and difficult, but still attainable

Question 33

expectancy

Answer 33

ex. if you make more sales calls, you will sell more

Question 34

instrumentality

Answer 34

ex. if you have a high sales performance, it will lead to a bonus