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[Organizational behavior] > Lecture 3 (Motivation) > Flashcards

Lecture 3 (Motivation) Flashcards

1
Q

Motivation meaning

A

Motivation is the process that accounts for an individual’s direction. Intensity and persistence of effort toward attaining a goal.

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1
Q

Maslow’s hierarchy of needs

A

-Physical
–Safety
—Belonging
—-Esteem
—–Self-actualization

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2
Q

McGregor’s theory x and theory y

A

Theory X: People are lazy. People inherently dislike work and responsibility, and people need
to be coerced, monitored and controlled.

Theory Y: People like to work. People seek responsibility, and people don’t need to be coerced,
monitored, and controlled

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3
Q

Consequences of extrinsic rewards and deadlines in cognitive evaluation
theory

A

Rewards and deadlines diminish motivation to the extent they are perceived as mandatory

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4
Q

Goal setting theory (requirements for goals to motivate)

A
  • Specific and measurable
  • Difficult (yet realistic)
  • Feedback
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5
Q

Distributive organizational justice

A

Perceived fairness of distribution of resources

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6
Q

Procedural organizational justice

A

Perceived fairness of the distribution process

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7
Q

Interactional justice

A

Am I treated fairly and respectfully?

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8
Q

Job rotation

A

More tasks at the same level

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9
Q

Motivation through pay piece-rate pay, what is the base, pros, cons?

A

Base: Fixed sum per unit of production
Pros: Positive relationship effort-pay
Cons: Not fit for all jobs

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10
Q

Motivation through Merit-based pay, what is the base, pros, cons?

A

Base: Performance appraisal ratings
Pros: Potentially positive relationship performance-pay
Cons: Validity of performance ratings often questionable

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11
Q

Motivation through pay Bonuses, what is the base, pros, cons?

A

Base: Meeting targets
Pros: Financial gains
Cons: Meeting targets at all costs, short-termism

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12
Q

Motivation through pay skill-based pay, what is the base, pros, cons?

A

Base: Number of skills of employees, number of jobs they can do
Pros: Flexibility, facilitates communication
Cons: When all the required skills have been learned

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13
Q

Motivation through pay Profit-sharing, what is the base, pros, cons?

A

Base: Company’s profitability
Pros: Psychological ownership
Cons: ?

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14
Q

Motivation through pay Gainsharing, what is the base, pros, cons?

A

Base: Group productivity
Pros: Cost-saving
Cons: Shirkers

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15
Q

Motivation through pay ESOPs, what is the base, pros, cons?

A

Base: Company stock
Pros: Psychological ownership
Cons: Stock price volatility/risk of falling

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16
Q

McCelland’s theory of needs

A

-need for achievement (nAch) is the need to excel or achieve to a set of standards

-need for power (nPow) need to make others behave in a way they would not have otherwise

-need for affiliation (nAff) need to establish friendly and close interpersonal relationships

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17
Q

Two-factor theory of Herzberg

A

You can be satisfied or not satisfied with motivators, and dissatisfied or not dissatisfied with hygiene factors

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18
Q

Which are early theories of motivation?

A

-Maslow’s hierarchy of needs
-McCelland’s theory of needs
-Herzberg’s two factor theory
-McGregor’s theory of X and Y

19
Q

Which are contemporary theories of motivation?

A

-Deci and Ryan’s self-determination theory
-Locke and Latham’s goal-setting theory
-Bandura’s self-efficacy theory
-Vroom’s expectancy theory
-Adams’ equity theory

20
Q

Deci and Ryan’s self-determination theory

A

You should feel good about all of these 3 concepts to feel good at work:

-Autonomy (tasks which i need to do align with what i want to do)

-Competence (feeling of competence)

-Relatedness (feeling part of the group)

21
Q

Cognitive evaluation theory (CET) meaning

A

extrinsic rewards will reduce intrinsic interest in a task (Part of self-determination theory)

22
Q

Locke and Adam’s Goal-setting theory

A

-Specific and difficult (but realistic) goals with feedback lead to higher performance

23
Q

Goal-performance relationship

A

Assumption that individual is commited to the goal

Simple and independent tasks are better than complex tasks

Changes made according to dimensional GLOBE scores

(part of Goal-setting theory)

24
Q

Badura’s self-efficacy theory

A

-an individual’s belief of being capable of performing a task

enactive mastery - confidence through past experience

vicarious modeling - if others can do it..

verbal persuasion - “motivational speakers”

arousal - get energized

25
Q

Enactive mastery meaning

A

Gained confidence due to past experience

26
Q

Vroom’s Expectancy theory

A

people will choose to maximise pleasure and minimise pain

-
-Expectancy (will my effort lead to high performance)

-Instrumentality (will performance lead to outcomes

-Valence (do i find the outcomes desirable)

27
Q

Adams’ equity theory

A

Employees compare their own inputs and outputs (e.g., effort and rewards) to those of others, and when there is a perceived imbalance, they will act to restore equity.

28
Q

Actions taken by individuals when inequity is noticed

A

-Change inputs (less/more effort)
-Change outcomes (make influence if i work for piece-rate pay)
-Distort perception of self
-Distort perception of others
-Choosing a different reference (comparing to another person rather than originally)
-Leaving the field (Quit)

29
Q

Telecommuting meaning

A

working from home at least two days a week through virtual devices that are linked to the employer’s office

30
Q

Flextime meaning

A

Flexible work hours

31
Q

Job sharing meaning

A

An arrangement that allows two or more individuals to split a traditional full-time job.

32
Q

Job redesign methods

A
  1. Job rotation
  2. Job enrichment
33
Q

What are alternative work arrangements

A

Telecommuting
Flextime
Job sharing

34
Q

Job rotation meaning

A

Periodic shifting of an employee from one task to another

35
Q

Job enrichment meaning

A

Adding high-level responsibilities to a job to increase essential motivation

36
Q

Piece-rate pay base

A

Fixed sum per unit created

37
Q

Merit-based pay base

A

Performance appraisal ratings

38
Q

Bonuses pay base

A

Meeting targets (goals)

39
Q

Skill-based pay base

A

Number of skills of employees,
number of jobs they can do

40
Q

Profit-sharing base

A

Company’s profitability

41
Q

Gainsharing base

A

Group productivity

42
Q

ESOPs base

A

Company stock

43
Q

Methods of decision making based on information available:

A
  1. Rationality
  2. Bounded rationality
  3. Intuition
44
Q

Biases and errors in decision making

A
  1. Overconfidence bias
  2. Confirmation bias
  3. Escalation of commitment
45
Q

Escalation of commitment

A

Past investments “justify” current action

[Organizational behavior] (10 decks)

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