Mod 3: Motivation

Question 0

Needs theories

Answer 0

People are motivated to meet their needs
SO, managers should
-know employee’s needs
-satisfy those specific needs to improve well being & gratefulness

Question 1

Case studied to motivate desired behaviours & change undesired ones

Answer 1

Personal disclosure- alcoholic person who isn’t coming to work

Question 2

Expectancy theory

Answer 2

Motivation = expectancy x instrumentality x valence

Question 3

Expectancy

Answer 3

Perception of the probability that effort leads to performance level
(Alto con yo y marketing, bajo con yo y accounting)
As manager, to make them try hard,
Provide training to ensure that their effort is worth it

Question 4

Instrumentality

Answer 4

Perception of the probability that a certain performance level leads to a certain reward/compensation (no como la maestra en la escuela de mate, si como en commission)
As manager, to make them perform well, compensate them proportionally to results

Question 5

Valence

Answer 5

Cuando deseas ese reward/compensation
(Por ejemplo: desearia mas mantener mi trabajo que un carrote, asi q me conformaria con el 2 lugar, pero no con el tercero)
As manager, to increase their desire, customize compensation (bonus vs vacation time)

Question 6

Reinforcement theory

Answer 6

Behaviours have + or - consequences. Employees notice this and react accordingly.
To encourage a behaviour, reward it (+ reinforcement) or remove an in-commodity like monitoring (- reinforcement)
To discourage, punish it or extinct it (stop rewarding it)

Question 7

Equity theory

Answer 7

Output to input ratio comparison to others
Problem If it is low (under-rewarded impression, which leads to undesired behaviours (lower self perception, reduce inputs, quit…)
SO,
Keep equitable perception, BUT HOW?
Main input considered= behaviours (late, assistance…) because effort or attitude are too subjective and variable