Module 3: Becoming a Responsible Leader - Learning Objectives Study Guide Flashcards
Define extrinsic and intrinsic motivation.
Extrinsic motivation: Performing an activity to earn a reward, or to avoid punishment.
Intrinsic motivation: Performing an activity for personal gratification, internal satisfaction.
What is the overjustification effect?
Offering excessive external rewards for an already internally-rewarding behaviour, leading to a reduction in intrinsic motivation.
When should you use extrinsic motivation?
- Situations in which the person needs to complete a task they find unpleasant, or have no initial interest in –> Can induce interest and participation
- Situations in which you want to motivate people to acquire skills/knowledge –> Induce intrinsic motivation
What are the benefits of extrinsic motivation?
- Can be a source of feedback, by letting people know when their performance has reached a deserving standard
- Can boost feeling of competence, motivating high performance and creativity
- Controls what the employees do, and how
- Work quickly
How can extrinsic rewards influence intrinsic motivation?
- When unexpected, extrinsic rewards do not decrease intrinsic motivation
- Extrinsic rewards can decrease motivation when
(a) the individual already finds the activity intrinsically-motivating
(b) offering a rewards makes a ‘play’ activity seem like ‘work’
(c) they are given for completing particular task, doing minimal work
What is functional fixedness?
Cognitive bias that limits a person to use an object only in a way it is traditionally used
What are contingent motivators, and when do they work? What are their drawbacks?
‘If…Then’ rewards work in circumstances in which there is a simple set of rules, clear objectives.
- -> Narrows the focus, restricting creativity.
- -> Potential risk of unethical behaviour.
What three characteristics does intrinsic motivation require?
- Autonomy: Urge to direct own life (self-direction)
- Mastery: Desire to improve at something that matters
- Purpose: Yearning to do what we do, in service of something larger than ourselves
What are the benefits of intrinsic motivation?
- Employees do better work, and are happier
- Works in the long-term (but takes time to implement)
Influence tactics: What is reciprocity?
Reciprocity: Obligation to give when you receive. People are more likely to say yes to those they owe.
Meaning…
Be the first to give, something personalized and unexpected!
Influence tactics: What is scarcity?
Scarcity: People want more of things there are less of.
Meaning…
Tell people the benefits, your unique factors, and what they stand to lose.
Influence tactics: What is credibility?
Credibility: People tend to follow the lead of credible, knowledgeable people.
Meaning…
Before attempting to influence, signal what makes you authority, and use others to give you an expert intro.
Influence tactics: What is consistency?
Consistency, with what they have previously said/done.
Meaning…
Try to find an initial, voluntary, active and highly-public commitment and indicate it in writing.
Influence tactics: What is liking?
Liking: People prefer to say yes to those they like, thus people similar to them, that pay them compliments and cooperate with them
Meaning…
Exchange information/personal similarities prior to negotiating
Influence tactics: What is consensus?
Consensus: People look to others’ behaviours and actions to determine their own.
What is the linkage between power and status?
It is difficult to exert power without status. Status, which means being respected and admired, needs to be earned/granted by others. Otherwise, you cannot exert control/authority!
What are idiosyncracy credits?
Accrued through respect, not rank, idiosyncracy credits are based on work that is well-performed, contributions.
What is the Sarick effect, and why does it work?
Sarick effect: Using powerless communication, in which you accentuate the flaws in your presented project.
Works as it…
- Disarms the audience
- Makes you look smart
- Makes you more trustworthy
- Leaves audience with a more favourable assessment of ideas (you’ve given them the worst)
Why may double minorities not have the same success with influence tactics? What can they do about it?
Double minority status amplifies both the costs and the benefits of speaking up.
If failure, then they receive a harsher evaluation.
When acting dominantly, they may not face the same penalties, as people don’t know which stereotypes to apply to them.
THEY MUST EARN STATUS BEFORE EXERCISING POWER!
What is power?
Power: Measure of an individual’s ability to get others to do things that he/she wants them to do, and to resist the attempts of others to influence him/her in undesirable ways.
What is influence?
Influence: Process of using power to affect the behaviours, beliefs, or attitudes of others.
Fill in the blank: Power must be transformed into _________ to be used.
Power must be transformed into influence to be used.
What are organizational politics?
Organizational politics: Activities undertaken in organizations to acquire, maintain and increase power. They are considered political when they are taken outside of the formal organizational structure, or subvert the intent of the organizational structure/policies.
What does positional power derive from?
RELEVANCE, CENTRALITY, FLEXIBILITY, VISIBILITY
- Authority to structure tasks/relationships of others
- Right/ability to reward/punish others
- Control of organizational resources
- Access to information
- Central location
- Authority to initiate, interpret, implement organizational policy
What does individual (person) power derive from?
- Ability to create a vision of common goals
- Effective communication skills, with an ability to persuade
- Charismatic appeal to others
- Reputation as an expert
- Possession of resources or information desired by others
- Ability to reduce uncertainty felt by others