IO Part 3 Flashcards
▪ comes from Latin word movere means to move. It is a process of understanding what causes the behavior and WHY. A state or a condition that activates person’s thoughts, feelings, and actions in accomplishing a particular task. It is a dynamic process.
MOTIVATION
- (Vroom) assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and to minimize pain. Vroom realized that an employee’s performance is based on individual factors such as personality, skills, knowledge, experience and abilities. He stated that effort, performance and motivation are linked in a person’s motivation.
EXPECTANCY THEORY
– Subjective estimation that a certain level of performance could lead to desired outcomes. (rel. between effort and performance
Expectancy
- Subjective perceptions of a good performance could lead to a desired outcome. (rel. between performance and outcome [
Instrumentality
- Value attaches to the outcome. (reward and personal goals
Valence
REINFORCEMENT THEORY
– positive behavior followed by positive consequences.
Positive Reinforcement
REINFORCEMENT THEORY
– positive behavior followed by removal of negative consequences.
Negative Reinforcement
REINFORCEMENT THEORY
– negative behavior followed by negative consequences.
Punishment
REINFORCEMENT THEORY
– negative behavior followed by removal of positive consequences.
Extinction
The crux of the theory is that individuals’ most basic needs must be met before they become motivated to achieve higher level needs.
▪ The hierarchy is made up of 5 levels:
- 1) – these needs must be met in order for a person to survive, such as food, water and shelter.
- 2) – including personal and financial security and health and wellbeing.
- 3) – the need for friendships, relationships and family.
- 4) – the need to feel confident and be respected by others.
- 5) – the desire to achieve everything you possibly can and become the most that you can be.
MASLOW’S HIERARCHY OF NEEDS
Physiological
Safety
Love/belonging
Esteem
Self-actualization
- (McClelland) Power, Affiliation, and Achievement.
Need Theory
- Inputs - effort on work
- Outputs - Reward for work
Equity Theory
▪ Self-Actualization Needs + Esteem Needs = Growth Needs
▪ Esteem Needs + Social Needs = Relatedness Needs
▪ Safety and Security Needs + Physiological Needs = Existence Needs
ERG THEORY (Alderfer)
- The idea that a manager’s attitude has an impact on employee motivation was originally proposed by Douglas McGregor, a management professor at the Massachusetts Institute of Technology during the 1950s and 1960s.
▪ 1) - managers tend to take a pessimistic view of their people, and assume that they are naturally unmotivated and dislike work. As a result, they think that team members need to be prompted, rewarded, or punished constantly to make sure that they complete their tasks.
▪2) - managers have an optimistic, positive opinion of their people, and they use a decentralized, participative management style. This encourages a more collaborative, trust based relationship between managers and their team members.
THEORY X AND Y
Theory X
Theory Y
was invented by the American economist and management professor William Ouchi,
was introduced in the 1980s by William Ouchi as the Japanese consensus style. He argued that western organizations could learn from their Japanese counterparts. In 1981 William Ouchi, of Japanese heritage, wrote his book ____: How American Business can meet the Japanese Challenge. ‘According to Ouchi, the ___ promotes stable employment, high productivity and high morality and employee satisfaction. The loyalty of employees is increased by offering them a job for life with a strong focus on employee well-being both on the job as well as in their private lives.
Theory Z
Was first described by Henry A. Landsberger in 1950 who noticed a tendency for some people to work harder and perform better when they were being observed by researchers.
▪ Employees became motivated to work harder as a response to the attention being paid to them, rather than the actual physical changes themselves.
Hawthorne Effect
– proposed by Herzberg
▪ _____ – are those job-related elements that result from but do not involve the job itself. Pay, Benefits, Friends, Colleagues, Supervisor, Working Conditions, Security, and Company Policies.
- Poor___ decrease employee job satisfaction
▪ _____ – are job elements that do concern actual tasks and duties. Achievement, Recognition, Responsibility, Advancement, and Growth.
- ____ increase employee job satisfaction.
Two-factor Theory
Hygiene Factors
Motivators