HRM_L2

Question 1

Self-Determination Theory

Answer 1

• Emphasises autonomy, competence, and belonging.
• Distinguishes between controlled and autonomous motivation.

Question 2

Controlled Motivation

Answer 2

• Driven by external factors such as rewards, punishments, or pressures.
• Associated with feelings of ‘have to’ rather than ‘want to’.

Question 3

Autonomous Motivation

Answer 3

• Influenced by personal interest, values, or enjoyment.
• Promotes a sense of choice and psychological freedom.

Question 4

Approaches to Motivation

Answer 4

• Needs: e.g. autonomy, competence, affiliation.
• Goals: motivation depends on valence, instrumentality, and expectation.

Question 5

Goal-Setting Theory

Answer 5

• Based on SMART goals:
  
  • Specific
  • Measurable
  • Aligned
  • Realistic
  • Time-bound
• Prerequisites include self-efficacy, participation, commitment, and feedback.

Question 6

Individual vs Group Goals

Answer 6

• If tasks are highly interdependent, individual goals alone may be counterproductive.
• Collective targets often improve cooperation and team performance.

Question 7

Performance Indicators

Answer 7

• Must be reliable, valid, and objective.
• Should be influenced by the person assessed.
• Enable constructive feedback and fit the organisational culture.

Question 8

Dynamics of (Dis)Satisfaction

Answer 8

• Match or mismatch between needs/expectations and work situation.
• Can lead to:
  
  • Stable satisfaction
  • Progressive satisfaction
  • Resigned satisfaction
  • Constructive dissatisfaction
  • Fixed dissatisfaction

Question 9

Psychological Contract

Answer 9

• Unwritten mutual expectations between employer and employee.
• Can be more relational (long-term loyalty) or transactional (focus on performance).

Question 10

Managing Expectations

Answer 10

• Clarify reciprocal expectations early and often.
• Align verbal agreements with observable norms.
• Monitor discrepancies to maintain a healthy psychological contract.

Question 11

Linking Motivation, Satisfaction, and Performance

Answer 11

• Participation in goal setting fosters meaning and attainability.
• Provide leadership support but also encourage autonomy.
• Strengthen competence building and recognise achievements.
• Adjust reciprocal expectations regularly.