Lecture 7 Flashcards
What is the Technology Acceptance Model (TAM)?
TAM explains how and why people adopt and use new technology, focusing on two key factors: perceived usefulness and perceived ease of use
Perceived Usefulness (PU)
The belief that the technology improves performance or makes tasks easier.
Perceived Ease of Use (PEOU):
How easy and user-friendly the technology seems
What does Perceived Usefulness (PU) mean in TAM?
PU refers to the degree to which a person believes that using a particular technology will enhance their performance or make their tasks easier. Example: A student adopting an online learning platform because it improves learning and saves time.
What is Perceived Ease of Use (PEOU) in TAM?
PEOU refers to how easy and user-friendly the technology appears to be. For example, people are more likely to use a smartphone app if it has an intuitive interface.
What is TAM3 and how does it extend the original TAM?
TAM3 is an extension of TAM that includes additional factors such as social influence, cognitive influences, and experience. It explores how perceived ease of use and its determinants affect technology adoption in complex environments like workplaces
How does TAM3 explain technology adoption?
TAM3 combines elements of TAM and TAM2, adding experience, social influence, and psychological factors to provide a more comprehensive understanding of why people adopt or reject technology, particularly in complex work environments.
What is the role of motivation in work and technology adoption?
Motivation is the drive or purpose behind a person’s behavior. In the context of work and technology, motivation is related to satisfaction, productivity, and engagement. Both extrinsic and intrinsic motivation play a role in how employees interact with technology
What are the two types of motivation in the workplace?
Extrinsic Motivation: Driven by external rewards or punishments (e.g., pay or penalties).
Intrinsic Motivation: Driven by internal satisfaction or the inherent enjoyment of the task itself.
What is Herzberg’s Two-Factor Theory of Motivation?
Herzberg’s theory states that:
Motivators lead to higher performance and job satisfaction (e.g., achievement, recognition).
Hygiene factors prevent dissatisfaction but don’t necessarily motivate (e.g., salary, job security).
What is the Work Design Model?
The Work Design Model explains how job dimensions influence motivation. It identifies key aspects that make a job motivating, including skill variety, task identity, task significance, autonomy, and feedback.
What are the key job dimensions in the Work Design Model that affect motivation?
Skill Variety: Using a range of skills.
Task Identity: Seeing the work as a complete operation.
Task Significance: Understanding the importance of the task.
Autonomy: Freedom to plan and execute work.
Feedback: Receiving regular feedback on performance.
How can you influence job dimensions to enhance motivation?
You can:
Combine tasks to make work more varied and meaningful.
Form natural work groups to make the work feel more complete.
Establish client relationships to increase autonomy, feedback, and task significance.
Vertical loading to give employees more management responsibility and decision-making power.
How do Information Systems (IS) affect motivation?
IS can enhance job characteristics by:
Combining tasks (e.g., ERP systems automate routine tasks, allowing employees to take on more meaningful work).
Supporting natural work groups by improving communication and knowledge sharing.
Improving customer relationships through CRM systems, offering feedback and task relevance.
Providing vertical loading by enabling more decentralized decision-making.
How do context and background factors influence motivation?
Context factors like HR policies and organizational culture affect motivation by shaping how employees perceive their duties (psychological contract), which impacts satisfaction, motivation, and ultimately performance.
