KF Chapter 5

Question 1

Intrinsic motivation

Answer 1

Occurs when an individual is turned on to one’s work nexus of the positive internal feelings that are generated by doing well.

Question 2

McGregor’s theory X

Answer 2

A pessimistic view of employees; they dislike work, must be monitored, and can only be motivated with rewards and punishments,

Question 3

McGregor’s Theory Y

Answer 3

A modern and positive set of assumptions about people at work; they are self-engaged, committed, responsible and creative.

Question 4

Maslow’s Need Hierarchy Theory

Answer 4

Motivation is a function of 5 basic needs
(Order goes from down and up)
Physiological->safety->love->esteem->self actualization

Question 5

McClelland’s needs theory

Answer 5

Achievement, affiliation, and power

We are not born with our needs; rather we learn or acquire needs as we go about living out lives

Question 6

McClelland’s needs theory’s need for achievement

Answer 6

The desire to excel, overcome obstacles, solve problems and etc

Question 7

McClelland’s needs theory’s need for affiliation

Answer 7

The desire to maintain social relation, to be liked, and to join groups.

Question 8

McClelland’s needs theory’s need for power

Answer 8

The desire to influence, coach, teach, or encourage others to achieve

Question 9

Self-determination theory

Answer 9

Competence, autonomy, and relatedness

The 3 innate needs influence our behavior and well-being

Question 10

Self-determination theory’s Competence Needs

Answer 10

“Feeling efficacious”

Feel qualified, knowledgeable and capable to complete an act/task/goal

Question 11

Self-determination theory’s Autonomy needs

Answer 11

“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.

Question 12

Self-determination theory’s relatedness needs

Answer 12

“Be connected with others”

Feel part of a group, to belong, and to be connected with others

Question 13

Herzberg’s motivator-hygiene theory

Answer 13

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

Question 14

Process theories of motivation

Answer 14

Attempt to describe how various person factors and environmental factors in the integrative framework affect motivation

Question 15

Equity theory

Answer 15

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

Question 16

Justice theory

Answer 16

+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)

Question 17

Expectancy theory

Answer 17

Holds that people are motivated to behave in ways that produce desired combinations of expected outcomes

Question 18

Vroom’s expectancy theory

Answer 18

Effort—(expectancy)—performance goal—(instrumentality)—(valences)—outcomes

Question 19

Vroom’ expectancy theory —– expectancy

Answer 19

A individual’s belief that a particular degree of effort will be flowed by a particular level of performance
Ex. Achieve goal

Question 20

Vroom’ expectancy theory —– instrumentality

Answer 20

How an individual perceives the movement from performance to outcome
Ex. What rewards if I achieve it?

Question 21

Vroom’ expectancy theory —– valences

Answer 21

Positive or negative value people place on outcomes

Ex. How much do I value the rewards?

Question 22

Goal specificity

Answer 22

The quantifiability of a goal

Question 23

Job(work) design

Answer 23

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

Question 24

Job design- Top-Down Approach

Answer 24

Historical; management designs.

Things like Scientific Management, Job Enlargement, Job Rotation, Job Enrichment, and Job Characteristic Model.

Question 25

Job design- Bottom-Up Approach

Answer 25

Recent; employee/work teams.

Things such as Job Crafting

Question 26

Job design- Idiosyncratic Deals Approach

Answer 26

Emerging; employee and management.

Things such as I-Deals

Question 27

Scientific management

Answer 27

That kind of management which conducts a business or add aura by standards established by facts/truths gained through systematic observation, experience and reasoning.

Question 28

Job enlargement

Answer 28

Involves putting more variety into a worker’s job by combining specialized tasks of comparable difficulty

Question 29

Job rotation

Answer 29

Calls for moving employees form one socialized job to another

Question 30

Job enrichment

Answer 30

Entails modifying, a job such that an employee has the opportunity to experience achievement, recognition and etc.

Question 31

Job characteristic model

Answer 31

Promote high intrinsic motivation by designing jobs that possess the five core job characteristics: skill, task, identity, task significance, autonomy and feedback.

Question 32

Job crafting

Answer 32

The physical and cognitive changes individuals make in the task or relational boundaries of their work

Question 33

I-Deals

Answer 33

Employment terms individuals negotiate for themselves, taking myriad forms form flexible schedules to career development

Question 34

Extrinsic Motivaton

Answer 34

Results fro, the potential of actual receipt of extrinsic rewards.
Ex. Money, recognition, promotion

Question 35

What is motivation?

Answer 35

Physiological processes that arouse and direct goal directed behavior.
Aspects can be related to job, internal characteristics, but also to rewards, recognition and etc.

Question 36

What’s the P=AxMxO?

Answer 36

Performance=ability x motivation x opportunity

Question 37

Under the Maslow’s need hierarchy theory, which are growth needs, which are deficiency needs?

Answer 37

Self-actualization and esteem needs are growth needs.

Social(love) needs, safety needs and physiological needs are deficiency needs.

Question 38

What is the Alderfer’s ERG theory?

Answer 38

Existence needs, relatedness needs , and growth needs.

He believes that you can work on more than one area at the same time.

Question 39

What is the job characteristics model?

Answer 39

By Hackman and Oldham.

1. Core job characteristic(skill variety, task identity and etc)
2. Critical physiological states(experienced meaningfulness of the work and etc)
3. Outcomes(high intrinsic work motivation, and etc)

Question 40

What are things you can do to change the equity theory?

Answer 40

• change their outcomes
• distort their perceptions of inputs or outcomes
• distort your perceptions of other’s inputs or outcomes
• etc

Question 41

What is managerial courage?

Answer 41

The courage to have a tough conversation when it’s needed, and treat them with respect and dignity.

Question 42

In the ppt it says goals needs to be SMART, that does SMART stands for?

Answer 42

Specific, measurable, Attainable, relevant, time-based.

Question 43

What are the 3 key behaviors for employee engagement?

Answer 43

Say(say positive things about your job)
Stay(desire to work for the company)
Serve(dedicated to do their best)

Question 44

What are some factors that can influence employee engagement?

Answer 44

Relationships p, leadership, culture, quality of work life, career opportunity and etc.