Lecture 4 - Motivation

Question 1

Motivation

Answer 1

Motivation concerns conditions responsible for variations in intensity, persistence, quality, & direction of ongoing behavior

Question 2

Instincts

Answer 2

inborn tendency that is thought to direct behavior

Question 3

Neuroticism and Conscientiousness on motivaion

Answer 3

Neuroticism negatively related to performance motivation

Conscientiousness positively related to performance motivation

Question 4

Reinforcement Theory

Answer 4

Behavior depends on 3 elements:

stimulus, response, & reward

Question 5

Superstitious learning

Answer 5

Superstitious learningtakes place when the connection between the cause of an action and the outcomes experienced aren’t clear, or are misattributed.

Question 6

Maslow’s Need Theory

Answer 6

Employer needs to know at what need level individual worker is operating

Group of workers may all be functioning at different need levels

Fits person-as-machine metaphor

Question 7

Maslow’s Need Theory (5 Levels)

Answer 7

Physiological needs
1. Basic needs like food & water
2. Security needs
Need to produce a secure environment
3. Love or social needs
Desire to be accepted by others
4. Esteem needs
Being respected for accomplishments or capabilities
5. Self-actualization
Desire to develop capabilities to fullest

Question 8

Valence, Instrumentality, Expectancy(person as scientist)

Answer 8

“If I am able to perform as expected, will I receive what has been promised”.

Question 9

Person-as-Scientist Models (Vroom’s VIE theory)

Answer 9

Valence
Strength of person’s preference for particular outcome.

Instrumentality
Perceived relationship between performance & attainment of a certain outcome.

Expectancy
Perceived relationship between effort and performance.

Question 10

Equity theory

Answer 10

Motivational
theory developed by Adams
(1965) that suggested that
individuals look at their
world in terms of
comparative inputs and
outcomes. Individuals
compare their inputs and
outcomes with others (e.g.,
peers, co-workers) by
developing an
input/outcome ratio.

Question 11

Person-as-Intentional Approach

Answer 11

Goal-setting theory
Motivational
approach that assumes that
individuals are intentional in
their behavior.

Question 12

Goal-Setting Theory

Answer 12

Feedback loop important between knowledge of results & intermediate stages

Theory
proposed by Locke and
colleagues in which the
general concept of a goal is
adapted to work motivation.
In this approach, a goal is
seen as a motivational
force, and individuals who
set specific, difficult goals
perform better than
individuals who simply
adopt a “do your best” goal
or no goal at all.

Question 13

Control theory

Answer 13

1. Based on principle of feedback loop
2. Assumes individuals compare a standard to an actual outcome & adjust their behavior to bring outcome into agreement with a standard

we expend effort in control of what we think, say and do, trying to be the person we want to be, both in particular situations and in the longer-term.

Theory
based on the principle of a
feedback loop that assumes
that an individual compares
a standard to actual
outcome and adjusts
behavior to bring the
outcome into agreement
with the standard.

Question 14

Motivation & Work-Life Balance

Answer 14

Investigates whether satisfaction one experiences at work is affected by satisfaction one experiences in non-work & vice versa

Question 15

Cross-Cultural Issues in Motivation (cont’d)

Answer 15

Types of motivational practices employed by managers across all cultures
Differential distribution of rewards
Participation in goal setting & decision making
Design & redesign of jobs & organizations
Quality improvement

Question 16

Motivational Interventions

Answer 16

Contingent rewards

A reward that depends on or is contingent
on a particular response.

Question 17

Job Enrichment (Tied to 5 job characteristics)

Answer 17

Skill variety
Task identity
Task significance
Autonomy
Task feedback

Question 18

Self-Efficacy in Modern Motivation Theory

Answer 18

Self-Efficacy is a belief in one’s capacity to perform a specific task or reach a specific goal

1. Developed & increased by:
2. Mastery experiences
3. Modeling
4. Social persuasion
5. Physiological states

Question 19

expectancy

Answer 19

is the belief that increased effort will lead to increased performance i.e. if I work harder then this will be better.

Question 20

instrumentality

Answer 20

is the belief that if you perform well that a valued outcome will be received. T

Question 21

valence

Answer 21

s the importance that the individual places upon the expected outcome. For the valence to be positive, the person must prefer attaining the outcome to not attaining it. For example, if someone is mainly motivated by money, he or she might not value offers of additional time off.