Man: Test 1 motivation

Question 1

• motivated to meet the need, put something into practice to achieve, try to adjust till they are happy
  Felt Need->Behavioral response
  Goal attained =satisfaction
  Goal blocked= frustration

Answer 1

Need Satisfaction Model

Question 2

-people are motivated to satisfy certain needs and people seek higher need only when the lower needs have been predominantly met
Ex: what motivated employees at lowest level

Answer 2

Maslow’s Hierarchy of Needs

Question 3

(Top): Ex: be nurse practitioner= paying to go to school

Answer 3

Maslow’s Hierarchy of Needs

Self Actualization

Question 4

Ex: to advance, accomplish something, recognized for hard work

Answer 4

Maslow’s Hierarchy of Needs

Esteem

Question 5

Ex: accepted by peers, make you feel welcome, function well enough and get along

Answer 5

Maslow’s Hierarchy of Needs

Social/love

Question 6

Ex: know that you won’t lose job, safe enviro, parking lot safety lighting= how far walk, are their enough ppl working to help, resources for safe care

Answer 6

Maslow’s Hierarchy of Needs

Security/Safety

Question 7

(bottom) Ex: money to get food, shelter, clothing

Answer 7

Maslow’s Hierarchy of Needs

Physiological/Basic needs

Question 8

• lower level needs do not have to be met before perusing a higher level need
• Existence (physio/safety)  relatedness (belonging/love/social)  Growth (esteem/self actualization)

Answer 8

ERG Theory of Motivation (Alderfer)

Question 9

Employees can be motivated by the work itself and that there is an internal or personal need to meet organizational goals, presence of these things doesn’t mean your motivated, lack of them doesn’t mean you are demotivated

Answer 9

Hertzberg

Question 10

present in work itself give people the desire to work and work well
Ex: Achievement, recognition, work, responsibility, advancement, possibility for growth

Answer 10

Hertzberg

Motivators

Question 11

maintenance factors, keep employees from being dissatisfied or demotivated but do not act as real motivators, temporary satisfaction
Ex: Salary, supervision, job security, positive working conditions, personal life, interpersonal relationships and peers, company policy, status

Answer 11

Hertzberg

Hygiene

Question 12

• fall into one category or other, one primary thing motivates but can change, manager needs to know their employees and what motivates them= give them experiences that help to promote
• Examined what motives guide a person to action, stating that people are motivated by three basic needs

Answer 12

McClelland

Question 13

: accomplishing something, actively focus on improving what is, they transform ideas into action, take risk when necessary

Answer 13

McClelland

Achievement oriented

Question 14

: energy focused on family and friends(relationships), get to know team, Productivity is less, Higher in women

Answer 14

McClelland

Affiliation oriented

Question 15

: motivated by supremacy that can be gained as a result of a specific action, command attention, get recognition, and control others, advancement move up

Answer 15

McClelland

Power oriented

Question 16

: people could be conditioned to behave in a certain way based on a consistent reward or punishment system

1. behavior that is rewarded will be repeated
2. behavior that is punished or goes unrewarded is extinguished

Answer 16

Skinner: Operant Conditioning
positive
negative

Question 17

motivation in terms of the person’s valence, or preferences based on social values, what you ultimately expect will motivate you

• People make conscious decisions in anticipation of reward
• instrument=be able to do it and have the right resources to do the work
  
  • balance= need to know it is important and worth it

Answer 17

Vroom: Expectancy Model

Question 18

Effort should equal compensation (reward); input and output are equal; if you feel you receive less compensation than the amount effort you put in, you become less motivated

Answer 18

Equity Theory

Question 19

• assigning tasks that are more difficult than what the person is used to doing, need time to regroup after, challenging but capable to do will motivate you
• entails actively drawing employees into decisions affecting their work

Answer 19

Gellerman: Methods of Motivation
Stretching
Participation

Question 20

-Motivation at physiological and safety levels
-Must be closely controlled to achieve organizational goals
Ex: avoid work if possible, dislike work, must be directed, have little ambition, avoid responsibility
-negative reinforcement, micromanage

Answer 20

McGregor Theory X

Question 21

Motivation at social, esteem, and self-actualization levels, People can be self-directed and creative if properly motivated
Ex: Like and enjoy work, self-directed, seek responsibility, imaginative and creative, underutilized intellectual capacity, need general supervision, encouraged to participate in problem solving
-Praise, recognition, opportunities

Answer 21

McGregor

Theory Y

Question 22

• importance of a manager’s assumptions about workers on the intrinsic motivation of the workers.
  o How the manager views, and thus treats, the worker will have an impact on how well the organization functions

Answer 22

McGregor

Question 23

One of the most powerful motivators
• All employees should be recognized for meeting milestones
• Rewards and praise should be spontaneous and not relegated to predictable events or limited
• Should be given whenever possible and whenever they are deserved
• Must represent a genuine accomplishment
• Be somewhat individual in nature

Answer 23

Describe approaches to positive reinforcement & rewards.

Question 24

• Examine organizational climates or attitudes that directly influence worker morale and motivation
• Employees are an organization’s most valuable asset
• Organizations need to develop incentive systems that consistently align with the vales of the employees
• Managers must be cognizant of an employee’s individual values and attempt to reward each worker accordingly
• We achieve our goals through the people who work with us
• Positive Reinforcement: validating workers’ effort
• Employees should be recognized for meeting milestones
• Rewards and praise should be spontaneous and not relegated to predictable events
o Given whenever possible and whenever they are deserved

Answer 24

CREATING A MOTIVATING CLIMATE

Question 25

• Recognition, Incentives, Support for making progress, Clear goals
• Making progress toward goals was the most important factor  drive to succeed is at its peak
• Leaders must give their employees desire to engage in work because it is enjoyable, meaningful, and personally satisfying

Answer 25

STRATEGIES FOR CREATING A MOTIVATING CLIMATE

Question 26

—to a particular event; gives more meaning
• —be close to an event (within a day or so)
• —don’t set up at specific intervals; don’t be predictable
• —give reinforcement every time something positive occurs
• —elevate everyone who does a good job

Answer 26

positive reinforcement
specific
timing
frequency
consistency
equity