Module 4 Flashcards
What leads to high performance? performance equation?
High Ability and High Motivation
Performance = f (AbilityX Motivation)
Define High Performance
Both Ability and Motivation must be highin order to get highperformance from employees.
Define Job satisfaction:
the degreeof enjoymentderivedfrom enjoyingthe job.
Define Morale
: theoverall attitude towardwork.
High job satisfactionand high moralelead to?
employeeretentionand commitment.
Job dissatisfactionand low moraleleads to?
low performance, absenteeism andturnover.
Higher satisfactiondoes what in performance?
NOTlead tohigher performance.
Define Work Motivation
= The set of forcesthat causepeople to want to increasetheir performance. Rewards Attention Need Satisfaction Intrinsic Motivation
Classical Theory:
Employeeswill workfor money;if theycan get moremoneyby producing more, they willproduce more. Scientific Managementmade productioneasier by simplifyingjobs.
Theory X:
Employees willworktoreceive rewardsand to avoid punishments.Job behavior must be closelysupervised and managed.
Expectancy Theory
:Employees willwork towards rewards they believe they will receivethrough their efforts.
Behavior Modification Theory:
Employees will continue high performanceif it is rewarded.They discontinuehigh performancewhenit is not rewarded.
ManagementbyObjectives:
Employees will work to achievegoalsset jointlywith theirmanagers.Goal achievement andtherewards associated with it motivateperformance.
Early BehavioralTheory:
Employeeswill work hard because of the special attention they receive from management.
Hawthorne Effect
Maslow’s HierarchyofNeeds:
Employees willwork totry tosatisfy their needs.Lower-levelneedsmust be satisfied before higher-levelneeds become motivating.
Equity Theory:
Employeeswill work if they receivefair treatment from managers. Fairness is determinedbya comparison betweenemployee’sI/O ratio vs. others’.
Theory Y:
Employees willworkifthejob capitalizes on their natural tendenciesto be energetic,growth oriented, self-motivated,productive.
Two-FactorTheory:
Employeeswill work if “motivators” are present in their joband “hygienefactors”are at acceptablelevel
Participative Management/Empowerment:
Employeeswill workif theytake responsibility for their own performance
Job Enrichment/JobRedesign:
Employees will work if their jobshave motivating characteristics(e.g., task variety,workingin a team, contact with the customer)
Define Job Description
A description of the important and frequentlyperformed tasksin a jo
Define Job Specifications
The knowledge, skills, and abilities (KSA’s) that are necessaryfor performingthe job successfully
Job analysismethods:
Observation
Interviews
Performthe job
Critical incidents
What is the problem in todays society in the workforce?
Too few workers coming into workforce.
• Widening skill gap: more skilled jobs, fewer skilled workers.
• Greater ethnic diversity, and more complex management .
• Greater competition for skilled workers globally.
What is the solution for todays society in the workforce?
- Develop the personal and professional skills of your employees—to increase the overall skill level of the workforce.
- Manage employees’ performance to maximize the talent we have.
- Increase satisfaction of workers to build loyalty and commitment.
- Utilize talent wherever it is found.
What are the four Building blocks of a company?
Mission
• Business Goals:
• Business Strategy:
• Organizational Culture:
Define companies mission?
: The company’s purpose and how it will
achieve its purpose.
Define companies Business Goals
The company’s performance
targets—how it measures success.
Define Companies Business Strategy
plans and programs that outline how the company will meet its goals.
Define Companies Organizational Culture
Norms and values that guide how employees behave in the company.
What four things should managers be focused on?
- Planning
- Organizing
- Directing/Leading
- Controlling
Define planning in mangers point of view?
: Determining what is best to do and how best to get it done.
Define Organizing in mangers point of view?
Determining how best to arrange an
organization’s resources and activities.
What are work samples?
A short simulation of a representative sample of tasksin ajob.
Define KSAs
knowledge, skills and abilities
The secret to effective selection (hiring) is
prediction
You select people who have thehighest predicted performanceon the job
job analysis produces two outcomes:
job description and job specifications
Civil Rights Act of 1964:
employer cannot deny someone employment or make an employment-related decision on the basis of a person’s sex, age, race, religion,national origin, or disability status
Affirmative Action:
says that employers must take affirmative action to increase the representation of women and minorities in under-represented positions—-it means that you should select women and minorities when you have equally qualified job
candidates for jobs in which they are under-represented
Affirmative Action:
Two equally qualified candidates
Break the tie betweenthe two candidates
•Pick the candidatewho isunder-represented in the workforce
adverse impact
\: when sex, age, race, religion, national origin, disability status IS used in employment decisions (e.g., selection)
Fair Employmentand HousingAct:
Employersmust be “blind”to a person’s… Age Ancestry Disability Marital Status Race Sex Religion Sexual Orientation
Employers are NOT required to hire a qualified disabled person
If employer do then they must accommodate the disabled person by law
When is overtime earned and what is the overtime hourly rate?
Work over 40hours/week
Workover8 hours ina singleday
Overtime= 1.5 timeshourlyrate
Fair Labor Standards Act of 1938
Minimum wage
Overtime requirements
Quid Pro Quo
= Cannotreject a personfromemploymentor denyan
employmentadvantage(e.g., raise, promotion) when
the person declinessexualfavors.
= Cannot offer a person employmentoran employment
advantagein exchangefor sexualfavors.
HostileWork Environment
= Cannotcreate a hostilework environmentthrough
verbal orphysicalbehavior ofa sexual nature.
Howcan youattract qualified candidates?
Base salary Benefits Organizational culture Opportunity for advancement Meaningful work Signing bonus Opportunity for wealth
Define Leadership
= a match betweenwhat a leader offersand what followerswant
Emotional Intelligence(EQ)
Attributes Self-Awareness Self-Regulation Motivation Empathy Social Skill
What Happens when you try to change employee Behavior?
Resistance
How do you RecognizingWhen Change is Required?
Internalresourcesandcapabilities are insufficient
External factorsincreasethreat to theorganization
New membersof leadership
Culture doesn’t fit the new reality
Procedural Justice:
Three principles:Engagement, Explanation, Expectation clarity
Tell people what theproblem isandask for input on potentialsolutions.
Tell people what thechange will be and why.
Tellpeoplewhat to expect as a functionof the change.
Disruptive Justice :
Three principles: Resource allocation, Economic incentives,
Organizational structure
Tell people what will change butnot why.\
Tell people what they will getand hope theyare swayed by the benefits.
Useincentivesto drive behavior change.
Evaluating howwell people performin the job:
- Objective measures
- Subjective measures
Result: Knowing atwhatlevelaperson is
performing.
Performance Management
Communicating performance feedback.
•Coachingjob behavior.
•Developing employees’skills.
•Redirecting employee behavior.
Result: People achieve higher levels of
performance.
How to AddressPerformance Problems?
Cant do problems? Wont do problems?
•Can’t do problems
: Addressthrough training and coaching.
•Won’t do problems
: Addressthrough motivational techniques.
The EffectofAccurate Performance Measurement?
- Acceptanceof EvaluationResults
2. Willingnessto Improve Performance
4 goals of management
- Develop professional skills of your employees
- Manage employees performance
- Increase satisfaction of workers to build loyalty and commitment
- Utilize talent wherever it is found
management processes:
planning, organizing, directing/leading, and controlling.
How do you Managing Culture?
Recruit and selectemployeeswho fit the culture.
Socialize and train employees.
Reward and recognize employees
Difference Between Leadership and Management
Managementmaintains the status quo and keepsthings as theyare.
Leadership changesthe status quo and moves people inanew direction.
Specialization
Specialization; A single job, Varietyand numberof tasks,
Start-ups: verylittlespecialization,
Mature companies: highlyspecialized jobs
Lower-level employees: overspecialized
Chain of Command:
who reports to whom
Power =Level of the organization/Number of layers
How to Structurethe Organization:
Depends on purpose, mission, strategy, competition,size, stage ofmaturity.
Match: what makes iteasyto get the results you want.
Change structure asneeds and conditions change.
the five attributes of emotional intelligence:
self-awareness, self-regulation, motivation, empathy and social skill.
Define Ability and Motivation
Ability= SkillsandTraining Motivation= Incentives,Rewards,Intrinsic Motivators
Define Directing/Leading in a manager point of view
Guiding and motivating employees to meet objectives.
Define Controlling in a manager point of view
Monitoring performance to ensure goals are being met.
What is the importance of a SWOT analysis?
- To determine what business goals are reasonable for an organization to achieve in the short-term.
- To determine what knowledges, skills and abilities are required for performing a job effectively.
- To calculate the expected return on investment for a new HR program.
- To determine the best business strategy for a company given what it has to work with.
To determine the best business strategy for a company given what it has to work with.
According to lecture and reading, which of the following is FALSE regarding work motivation?
1/Increases in job satisfaction lead to increases in employee commitment and retention.
2/Decreases in job satisfaction lead to increases in employee turnover.
3/Increases in job dissatisfaction lead to increases in absenteeism and decreases in performance.
4/Increases in job satisfaction lead to increases in job performance.
Increases in job satisfaction lead to increases in job performance.
The Classical Theory of work motivation is MOST relevant to which of the following possible behaviors?
- If a person is paid $5 for making a sale but other employees make $10 per sale, the person will quit the job.
- If a person is paid $5 per sale, the person will try to make as many sales as possible.
- If a person is punished each time she does not make a sale when interacting with a customer, the person will try harder to make the sale the next time.
- If a person is told that she can make $5 for one sale or $30 for making 5 sales, the person will choose a level of effort that maximizes her gain.
- If a person is paid $5 per sale, the person will try to make as many sales as possible.
One of our GSI’s, Kelly Ling, jumped rope to illustrate different motivation theories. Which motivation theory was demonstrated when she walked to the edge of the stage and jumped as you clapped and cheered for her?
- Behavior modification theory.
- Theory X.
- Expectancy theory.
- Early Behavioral Theory (Behavioral Theory).
- Early Behavioral Theory (Behavioral Theory).
Which of the following theories of motivation would explain why a person would be UNMOTIVATED to work hard if the job itself lacked meaningfulness, autonomy, and responsibility?
- Theory Y.
- Two-Factor theory.
- Management by Objectives
- Early behavioral theory.
two factor theory
Which of the following is NOT provided by the ONET?
- State and national wage rates for jobs listed in the ONET.
- Job specifications.
- Tools and technology used in a job.
- Benefits descriptions.
- Benefits descriptions.
Which of the following statements is FALSE regarding the Americans with Disabilities Act of 1990?
1. The employer is required to hire a disabled job candidate if he or she is qualified to perform the job.
2, The employer cannot deny a job candidate employment on the basis of their disability.
3. The employer is required to make reasonable accommodations to disabled applicants and disabled employees when requested unless it causes undue financial hardship.
4. A disability can be a physical or mental impairment that limits a major life activity.
- The employer is required to hire a disabled job candidate if he or she is qualified to perform the job.
According to California Wage Orders, what would be earned by an hourly employee who works a 12-hour workday?
- Two 10-minute paid rest breaks and one 30-minute unpaid meal break.
- Three 10-minute paid rest breaks and two 30-minute unpaid meal breaks.
- Three 30-minute unpaid meal breaks.
- Two 10-minute paid rest breaks and two 30-minute paid meal breaks.
2.Three 10-minute paid rest breaks and two 30-minute unpaid meal breaks.
The performance rating exercise demonstrated in class used what kind of performance measure? Diagnostic measure. Objective measure. Projective measure. Subjective measure.
Subjective measure.
What was demonstrated by the Ben & Jerry’s story presented in class?
1,Great missions can result in loyal and committed employees.
2. Structure follows strategy.
3.Specialization increases employee focus on key aspects of the business strategy.
4.Good leadership is defined by making the right decisions at the right time.
Structure follows strategy.
If you were a new manager in company ABC and you wanted to increase your power and influence within the company as quickly as possible, you would…
- Centralize decision-making at the top of the organization.
- Build in multiple layers of management in the company so that you have a defined path to the top.
- Increase your span of control as much as you can.
- Specialize your job so you can execute at higher levels of performance.
- Increase your span of control as much as you can.
A person who goes to work for a start-up where there are few employees to handle a wide variety of tasks would most likely have a \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ job. Highly departmentalized Highly unspecialized Highly centralized Highly standardized
Highly unspecialized
The two principles of strong culture illustrated in class when I offered a Stanford shirt to students in class are: 1Degree of agreement and Rivalry. 2Rivalry and Intensity. 3Degree of agreement and intensity. 4Proximity and Diversity.
Degree of agreement and intensity
According to lecture, which of the following is NOT one of the fundamental building blocks of effective organizations? Leadership Performance Management Management Processes Business Strategy
Performance Management
as long as job features don’t get in their way of doing the job (excessive rules, bureaucracy, poor articulation of what work hasto be done), people are motivated to work hard because the act of working is satisfying
This theory says that people are motivated by specific aspects of the job itself thatare called “motivators.” Motivators are things like sense of achievement, recognition and=responsibility
Theory Y
Two-Factor Theory:
focuses on employees having a say in determining how theywill get their work done, and this gives them a sense of ownership of the work.
also focuses on the motivating aspects of the work itself by making the job more interesting and important. Employees will be motivated to work hard because the workitself is self-satisfying
Participative management/empowerment
job enrichment/job redesign
Departmentalization:
dictates which jobs ought to be grouped together and supervised by the same leader/manager
Centralized: decision making
decision-making concentrates authority among a small number of people, usually located at the top of the organization.
Decentralized: decision-making
decision-making allows authority to be distributed down the organizational hierarchy and out into the field.
Motivation starts with??
job satisfaction and morale.
