Employee Motivation Theories

Question 1

Employees would be motivated by and satisfied with their jobs at any given
point in time if certain needs were met.
There are five major types of needs and that these needs are
hierarchical—that is, lower-level needs must be satisfied before an individual will be concerned
with the next level of needs.,

Answer 1

Maslow’s Needs Hierarchy

Hierarchy of Needs

Question 2

Aldefer developed a needs theory that
has only three levels. The three levels are existence, relatedness, and growth— Aldefer suggested that a person can skip levels.

Answer 2

ERG Theory

Question 3

Herzberg believed that job-related factors could be divided into two categories—hygiene factors
and motivators.
Hygiene factors - are those job-related elements that result from but do not involve the job itself.
Motivators - are job elements that do concern actual tasks and duties.

Answer 3

Two-Factor Theory

Question 4

Employees monitor their own progress

toward attaining goals and then make the necessary adjustments; that is, they self-regulate.

Answer 4

Self-Regulation Theory

Question 5

Employees monitor their own progress

toward attaining goals and then make the necessary adjustments; that is, they self-regulate.

Answer 5

Self-Regulation Theory

Question 6

The best way to explain this principle is to construct a reinforcement hierarchy on which an
employee lists his preferences for a variety of reinforcers.

Answer 6

Premack Principle

Question 7

Proposed by Vroom. The perceived relationship between the amount of effort an employee puts in and the resulting outcome, the outcome of a worker’s performance, if noticed, results in a particular consequence, and the extent to which an employee values a particular consequence.

Answer 7

Expectancy Theory

Question 8

Our levels of motivation and job satisfaction are related to
how fairly we believe we are treated in comparison with others.
When an employee’s ratio is lower than those of others, he will become
dissatisfied and be motivated to make the ratios equal in one or more ways.

Answer 8

Equity theory

Question 9

This theory suggests that there is a positive correlation between self-esteem and performance

Answer 9

Korman’s Consistency Theory

Question 10

States that an individual will perform as well as or as poorly as he expects to perform.

Answer 10

Self-Fulfilling Prophecy

Question 11

Relationship between Self-expectations and performance. (Ex: positive/negative)

Answer 11

Galatea Effect

Question 12

If an employee feels that a manager has confidence in him, his self-esteem will increase, as well as his performance.

Answer 12

Pygmalion/Rosenthal Effect

Question 13

It occurs when negative expectations of an individual could decrease in that individual’s actual performance.

Answer 13

Golem Effect

Question 14

One of Divisions of Motivation wherein people are motivated because of their personal needs.

Answer 14

Content Theory

Question 15

One of Divisions of Motivation wherein people are motivated because of their thoughts, beliefs, and values.

Answer 15

Process Theory

Question 16

We will remain satisfied with our job if it meets our various needs, wants, expectations, and values.

Answer 16

Discrepancy Theories

Question 17

Developed by McClelland
This theory consists of needs for achievement, affiliation and power. It implies that employees may be motivated by jobs that are challenging, or by jobs in which they can work with and help other people, or be motivated by a desire to influence others rather than simply to be successful.

Answer 17

Learned Needs Theory

Three Needs Theory

Question 18

Developed by McClelland
This theory consists of needs for achievement, affiliation and power. It implies that employees may be motivated by jobs that are challenging, or by jobs in which they can work with and help other people, or be motivated by a desire to influence others rather than simply to be successful.

Answer 18

Learned Needs Theory

Three Needs Theory

Question 19

Developed by Locke.
A method of increasing performance in which employees are given specific performance goals to aim for. The goal has to be specific, measurable, attainable, relevant and time-bound.

Answer 19

Goal Setting (SMART)

Question 20

It states that employees will engage in behaviors for which they are rewarded and avoid behaviors for which they are punished.

Answer 20

B.F. Skinner’s

Reinforcement Theory

Question 21

Seek to perform well because they either enjoy performing the actual tasks or enjoy the challenge of sucesfully completing the task.

Answer 21

Intrinsically Motivated

Question 22

Don’t particularlt enjoy the tasks but are motivated to perform well to receive some type of reward or to avoid negative consequences.

Answer 22

Extrinsically Motivated.

Question 23

This theory believes that employees are extrinsically motivated or not innately motivated to do their work.
Employees are lazy and they only satisfy their lower order needs.

Answer 23

McGregor’s

Theory X of Motivation

Question 24

This theory believes that employees are intrinsically motivated or innately motivated to do their work.
Employees love their work and they satisfy their higher order needs.

Answer 24

McGregor’s

Theory Y of Motivation

Question 25

Focused on increasing employee loyalty to the company by providing a job for life with a strong focus on the well-being of the employee, both on and off the job.
Promotes stable employment, high productivity, and high emoloyee morale and satisfaction.

Answer 25

Ouchi’s

Theory Z of Motivation/Japanese Management

Question 26

Occurs when stressors result in feelings of challenge or achievement- the feelings of stress get converted into positive energy and actually become motivating.

Answer 26

Eustress

Question 27

Adverse psychological, physical, behavioral, and organizational consequences that may arise as a result of stressful events.

Answer 27

Distress

Question 28

Adverse psychological, physical, behavioral, and organizational consequences that may arise as a result of stressful events.

Answer 28

Distress

Question 29

Energy must be managed rather than time.

Classify important from not important.

Answer 29

Loehr and Schwarrtz’

Full Engagement Theory

Question 30

We will be more satisfied with our jobs if the task themselves are enjoyable to perform.
5 core dimensions lead to: high intrinsic motivation, high job performance, high job satisfaction and low turn-over.

Answer 30

Oldham and Hackman’s

Job Characteristics Theory