exam 2

Question 1

motivation

Answer 1

force that energizes, directs, and sustains behavior

Question 2

content theories

Answer 2

attempts to identify needs that motivate people and how those needs drive behavior

Question 3

process theories

Answer 3

psychological and behavioral models that explain how people choose behaviors and direct their efforts

Question 4

need theories

Answer 4

Needs: physiological or psychological deficiencies that an organism is compelled to fulfill
Eg. physiological: food and drive of hunger // psychological: need for human contact

Question 5

maslow’s hierarchy of needs

Answer 5

needs arranged in a hierarchy

1. self-actualization
2. esteem
3. affiliation
4. security
5. physiological

Question 6

mc’clelland’s achievement motivation theory

Answer 6

3 needs central to work motivation

1. need for achievement
2. need for power
3. need for affiliation

can be measured by thematic apperception test (uses pictures to assess motivation)

Question 7

Alderfelder - erg theory

Answer 7

collapses Maslow’s theory into 3 categories

1. existence needs (physiological and safety)
2. relatedness needs (social interactions)
3. growth needs

Question 8

schedules of reinforcement

Answer 8

interval: relate to time
- fixed variable: specific schedule (weekly paycheck)
- variable interval: determined by passage of time but not consistent (bonus)

ratio: focuses on behavior
- fixed ratio: based on set number of behaviors (pay per number of items assembled)
- variable ratio: based on behavior and number of responses required (car sales)

Question 9

goal setting theory

Answer 9

emphasizes the setting of specific and challenging performance goals (must be clear, specific, attainable, and quantifiable)

Question 10

job characteristics model

Answer 10

emphasizes the role that certain aspects of jobs play in influencing work motivation

Question 11

hezberg’s 2 factor theory

Answer 11

highlights role of job satisfaction in worker’s motivation

motivators: elements related to job content that when present lead to job satisfaction
hygienes: elements related to job context that when absent cause job dissatisfaction

job characteristics: skill variety, task significance, task identity, autonomy, feedback
physiological states: experienced meaningfulness, experienced responsibility, knowledge of results

Question 12

equity theory

Answer 12

workers motivated to keep their work inputs in proportion to their outcomes

Question 13

expectancy theory

Answer 13

states that workers weigh expected costs and benefits of particular courses

effort: attend class, study, take notes
–> expectancy
grade in class: A B C D F
–> instrumentality
outcome: self-confidence, self-esteem, personal happiness

Question 14

organizational commitment

Answer 14

consists of a worker’s feelings and attitudes about the entire work organization

measured by: organizational commitment questionnaire

Question 15

job satisfaction

Answer 15

consists of the positive and negative feelings and attitudes about one’s job

Question 16

global approach

Answer 16

views satisfaction overall

Question 17

facet approach

Answer 17

looks at multiple dimensions of job satisfaction

Question 18

models of organizational commitment

Answer 18

worker’s feelings and attitudes about the entire work organization

affective: employees emotional attachment to org

normative: employees feel sense of duty/obligation to org

continuance: employees stay bc there would be costs to leaving

Question 19

increasing job satisfaction and organizational commitment

Answer 19

changes in job structure
changes in pay strucutre
flexible work schedules
benefits programs

Question 20

employee attitudes and employee attendance

Answer 20

negative attitudes can lead to procrastination, absenteeism, decreased output

Question 21

employee job satisfaction

Answer 21

level of contentment and fulfillment an employee feels with their job

Question 22

stress

Answer 22

physiological or psychological reactions to stressors

Question 23

effects of stress on workers

Answer 23

distress: negative (perform poorly, more absenteeism and turnover)

eustress: positive (can help you perform better under the right conditions)

Question 24

organizational sources of stress

Answer 24

work task stressors - work overload, underutilization

work role stressors - job ambiguity, lack of control, physical work conditions, interpersonal stress, emotional labor, etc.

Question 25

dispositional sources (individual diff.)

Answer 25

type A behavior: personality that is driven, competitive, impatient, and hostile

susceptibility to stress v. hardiness: people with “hardiness” are more resistant to stress

self-efficacy: lack of “can do” mentality, reliance on external factors for explaining failures

Question 26

individual coping strategies

Answer 26

exercise and diet plans, meditation, time management, vacations, cognitive restructuring, etc.

Question 27

organizational coping strategies

Answer 27

improve training and orientation programs, increase employee autonomy, eliminate punitive management, improve person-job fit, etc.

Question 28

stressful life events

Answer 28

events that can threaten a person’s identity, social status, physical well-being or self esteem

Question 29

characteristics of effective groups

Answer 29

1. shared goals
2. agreed upon decision-making guidelines and procedures
3. communicate freely
4. help each other
5. deal with intergroup conflict
6. group processes

Question 30

stages of team development

Answer 30

1. forming
2. storming: seeing how other people doing things often leads to conflict
3. norming: conflict resolves, form norms in group
4. performing
5. adjourning

Question 31

common types of team

Answer 31

1. functional teams: work together daily on a cluster of ongoing and interdependent tasks
2. problem- solving teams: focus on specific issues, develop potential solutions, and often take action
3. cross-functional teams: bring together people from various work areas to identify and solve mutual problems
4. self-managed teams: work together to produce an entire product or service

Question 32

team member roles and behaviors

Answer 32

1. group task: getting job done
2. group building: interpersonal relations
3. self-centered: satisfying personal goals

Question 33

groupthink

Answer 33

consensus decision making at all costs
- occurs when there is too much compliance and cohesiveness in group
- people go along with the group instead of thinking critically
- tend to make decisions faster
- people withhold dissenting opinions
- illusion of invulnerability
- illusion of unanimity

Question 34

some influences on team effectiveness

Answer 34

1. team/ group size: as time size increases so does demand, direction, member tolerance, rules/ procedures, time, etc.
   2: norms: formal or informal rules about appropriate behavior for group members
2. cohesiveness: amount of degree of attraction among group members

Question 35

effective team decision making

Answer 35

• greater diversity of info is important
• acceptance of decisions is crucial
• participation is important for reinforcing the values of representation v. authoritarianism
• team members rely on each other in performing their jobs