KF Chapter 5 Flashcards
Intrinsic motivation
Occurs when an individual is turned on to one’s work nexus of the positive internal feelings that are generated by doing well.
McGregor’s theory X
A pessimistic view of employees; they dislike work, must be monitored, and can only be motivated with rewards and punishments,
McGregor’s Theory Y
A modern and positive set of assumptions about people at work; they are self-engaged, committed, responsible and creative.
Maslow’s Need Hierarchy Theory
Motivation is a function of 5 basic needs
(Order goes from down and up)
Physiological->safety->love->esteem->self actualization
McClelland’s needs theory
Achievement, affiliation, and power
We are not born with our needs; rather we learn or acquire needs as we go about living out lives
McClelland’s needs theory’s need for achievement
The desire to excel, overcome obstacles, solve problems and etc
McClelland’s needs theory’s need for affiliation
The desire to maintain social relation, to be liked, and to join groups.
McClelland’s needs theory’s need for power
The desire to influence, coach, teach, or encourage others to achieve
Self-determination theory
Competence, autonomy, and relatedness
The 3 innate needs influence our behavior and well-being
Self-determination theory’s Competence Needs
“Feeling efficacious”
Feel qualified, knowledgeable and capable to complete an act/task/goal
Self-determination theory’s Autonomy needs
“Feeling independent to influence my environment”
To have freedom and discretion in determining what you want to do and how you want to do it.
Self-determination theory’s relatedness needs
“Be connected with others”
Feel part of a group, to belong, and to be connected with others
Herzberg’s motivator-hygiene theory
Which purposes that job satisfaction and dissatisfaction from 2 different set of factors
1.) Hygiene Factors-dissatisfied
Includes company policy and administration, salary
2.) motivating factors- satisfied
Achievement, characteristic of the work, responsibility
Process theories of motivation
Attempt to describe how various person factors and environmental factors in the integrative framework affect motivation
Equity theory
A model of motivation that explains how people strive for fairness and justices in social exchanges or giving and take relationships
-inputs VS outputs VS comparison
Justice theory
+Distributive(reflects the perceived fairness of how resources and rewards are distributed or allocated)
+Procedural(defines as the perceived fairness of the process and procedures used to make allocation decisions)
+interactional(the quality of the interpersonal treatment people receive when procedures are implemented)
Expectancy theory
Holds that people are motivated to behave in ways that produce desired combinations of expected outcomes
Vroom’s expectancy theory
Effort—(expectancy)—performance goal—(instrumentality)—(valences)—outcomes
Vroom’ expectancy theory —– expectancy
A individual’s belief that a particular degree of effort will be flowed by a particular level of performance
Ex. Achieve goal
Vroom’ expectancy theory —– instrumentality
How an individual perceives the movement from performance to outcome
Ex. What rewards if I achieve it?
Vroom’ expectancy theory —– valences
Positive or negative value people place on outcomes
Ex. How much do I value the rewards?
Goal specificity
The quantifiability of a goal
Job(work) design
Any set fi activities that involve the alternation of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on the job productivity
Job design- Top-Down Approach
Historical; management designs.
Things like Scientific Management, Job Enlargement, Job Rotation, Job Enrichment, and Job Characteristic Model.
Job design- Bottom-Up Approach
Recent; employee/work teams.
Things such as Job Crafting
Job design- Idiosyncratic Deals Approach
Emerging; employee and management.
Things such as I-Deals
Scientific management
That kind of management which conducts a business or add aura by standards established by facts/truths gained through systematic observation, experience and reasoning.
Job enlargement
Involves putting more variety into a worker’s job by combining specialized tasks of comparable difficulty
Job rotation
Calls for moving employees form one socialized job to another
Job enrichment
Entails modifying, a job such that an employee has the opportunity to experience achievement, recognition and etc.
Job characteristic model
Promote high intrinsic motivation by designing jobs that possess the five core job characteristics: skill, task, identity, task significance, autonomy and feedback.
Job crafting
The physical and cognitive changes individuals make in the task or relational boundaries of their work
I-Deals
Employment terms individuals negotiate for themselves, taking myriad forms form flexible schedules to career development
Extrinsic Motivaton
Results fro, the potential of actual receipt of extrinsic rewards.
Ex. Money, recognition, promotion
What is motivation?
Physiological processes that arouse and direct goal directed behavior.
Aspects can be related to job, internal characteristics, but also to rewards, recognition and etc.
What’s the P=AxMxO?
Performance=ability x motivation x opportunity
Under the Maslow’s need hierarchy theory, which are growth needs, which are deficiency needs?
Self-actualization and esteem needs are growth needs.
Social(love) needs, safety needs and physiological needs are deficiency needs.
What is the Alderfer’s ERG theory?
Existence needs, relatedness needs , and growth needs.
He believes that you can work on more than one area at the same time.
What is the job characteristics model?
By Hackman and Oldham.
- Core job characteristic(skill variety, task identity and etc)
- Critical physiological states(experienced meaningfulness of the work and etc)
- Outcomes(high intrinsic work motivation, and etc)
What are things you can do to change the equity theory?
- change their outcomes
- distort their perceptions of inputs or outcomes
- distort your perceptions of other’s inputs or outcomes
- etc
What is managerial courage?
The courage to have a tough conversation when it’s needed, and treat them with respect and dignity.
In the ppt it says goals needs to be SMART, that does SMART stands for?
Specific, measurable, Attainable, relevant, time-based.
What are the 3 key behaviors for employee engagement?
Say(say positive things about your job)
Stay(desire to work for the company)
Serve(dedicated to do their best)
What are some factors that can influence employee engagement?
Relationships p, leadership, culture, quality of work life, career opportunity and etc.
