Management- Chapter 16 Flashcards
Motivation
The arousal of enthusiasm and persistence to pursue a certain course of action.
Intrinsic Rewards
The satisfactions a person receives in the process of performing a particular action.
Extrinsic Rewards
Given by another person, such as a manager, and include pay increases, promotions, and praise.
Content Theories
Emphasize the needs that motivate people.
Hierarchy of Needs Theory
The most well-known content theory is Maslow’s, which proposes that people are motivated by five categories of needs- physiological, safety, belongingness, esteem, and self-actualization- that exist in a hierarchical order.
ERG Theory
A modification of the needs hierarchy and proposes three categories of needs: existence and relatedness, and growth.
Frustration-Regression Principle
The idea that failure to meet a nigh-order need may cause a regression to an already satisfied lower-order need; thus, people may move down as well as up the need hierarchy.
Hygiene Factors
One element of Herzberg’s two-factor theory, hygiene actors, focuses on lower-level needs and involves the presence or absence of job dissatisfiers, including working conditions, pay and company policies.
Motivators
Herzberg’s second factor influences job satisfaction based on fulfilling higher-level needs such as achievement, recognition, responsibility, and opportunities for personal growth.
Process Theories
Including goal-setting theory, equity theory, and expectancy theory, explain how people select bahviors with which to meet their needs and determine whether their choices were successful.
Goal-setting Theory
Proposes that specific, challenging goals increase motivation and performance when the goals are accepted by subordinates and these subordinates receive feedback to indicate their progress toward goal achievement.
Equity Theory
Focuses on individuals’ perceptions of how fairly they are treated relative to others.
Equity
A situation of equity exists when the ratio of one person’s outcomes to inputs equal that of another’s.
Expectancy Theory
Proposes that motivation depends on individual’s expectations about their ability to perform tasks and receive desired rewards.
E->P Expectancy
A person’s E-P expectancy is the expectancy that you putting effort into a given task will lead to high performance.
P->O Expectancy
The expectancy that high performance of a task will lead to the desired outcome.
Valence
The value of outcomes (rewards) to the individual.
Reinforcement Theory
Based on the relationship between a given behavior and its consequences.
Behavior Modification
Refers to the set of techniques by which reinforcement theory is used to modify human behavior.
Law of Effect
Asserts the positively reinforced behavior tends to be repeated, and unreinforced or negatively reinforced behavior tends to be inhibited.
Reinforcement
Anything that causes a certain behavior to be repeated or inhibited.
Positive Reinforcement
The administration of a pleasant and rewarding consequences following a desired behavior.
Avoidance Learning
Managers apply avoidance learning, called negative reinforcement, when they remove an unpleasant consequence once a behavior is improved.
Punishment
Refers to the imposition of an unpleasant outcome following an undesirable behavior.
Extinction
Refers to withholding positive rewards and essentially ignoring undesirable behavior.
Social Learning Theory
Proposes that an individual’s motivation can result not just from direct experience of rewards and punishments but also from thoughts, beliefs and observations of other people’s behavior.
Vicarious Learning
Occurs when an individual sees others perform certain behaviors and get rewarded for them.
Self-reinforcement
Refers to an individual motivation herself by setting goals and ways of reaching them and then providing positive reinforcement to herself when goals are achieved.
Self-Efficacy
An individual’s belief about his or her ability to successfully accomplish a specific task or outcome.
Job Design
Refers to applying motivational theories to the structure of work to improve motivation, productivity an satisfaction.
Job Enrichment
Refers to incorporating high-level motivators such as achievement, recognition, and opportunity for growth into the work.
Work Redesign
Altering jobs to increase both the quality of employees’ work experience and their productivity.
Job Characteristics Model
A model of job design that considers core job dimensions, individuals’ critical psychological states, and employee growth-need strength.
Empowerment
The delegation of power and authority to subordinates in an organization.
Engagement
An emotional and mental state in which employees enjoy their work, contribute enthusiastically to meeting goals, and feel a sense of belonging and commitment to the organization.
