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engman finals > MOTIVATING > Flashcards

MOTIVATING Flashcards

1
Q

The act of giving employees reasons or incentives to work to achieve
organizational objectives.

A

Motivating

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2
Q

The process of activating behavior, sustaining it, and directing it toward
a particular goal.

A

MOTIVATION

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3
Q

A hormone and neurotransmitter that drives motivation.

A

DOPAMINE

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4
Q

He developed a hierarchy of needs to explain human motivation.

A

ABRAHAM MASLOW

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5
Q

Needs including freedom from harm and financial security

A

Safety Needs

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6
Q

Need for a positive self-image and self-respect and the need to be
respected by others.

A

ESTEEM NEEDS

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7
Q

The highest level of need involving realizing our full potential as human
being

A

SELF-ACTUALIZATION NEEDS

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8
Q

Concerned with the human survival and biological need of a human
being.

A

PHYSIOLOGICAL NEEDS

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9
Q

Sets of mutually exclusive factors in the workplace that either cause job
satisfaction or dissatisfaction.

A

Herzberg’s Two Factor Theory

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10
Q

The intensity of a tendency to perform in a particular manner is
dependent on the intensity of an expectation that the performance will be
followed by a definite outcome and on the appeal of the outcome to the
individual.

A

EXPECTANCY THEORY

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11
Q

Reward that is tangible and externally driven by factors including
compensation and punishment.

A

EXTRINSIC REWARDS

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12
Q

Practice of moving employees from one job to another on a regular basis.

A

JOB ROTATION

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13
Q

Self-administered and come from within the individual.

A

Intrinsic rewards

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14
Q

Process of making jobs more interesting, challenging, and rewarding for
employees

A

JOB ENRICHMENT

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15
Q

Honest and accurate descriptions of the job, its duties, and the work
environment.

A

Realistic job previews

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16
Q

Level of no satisfaction and no dissatisfaction

A

LEVEL ZERO OR POINT ZERO

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17
Q

Material and psychological benefits to employees for performing tasks
in the workplace.

A

Rewards

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18
Q

An arrangement which allows employees to determine their own arrival
and departure times within specified limits.

A

FLEXTIME

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19
Q

Provide the individuals with a way of knowing how far they have gone
in achieving objectives.

A

Feedback

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20
Q

Defined as specifying the tasks that constitute a job for an individual or
a group

A

JOB DESIGN

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21
Q

It is necessary to improve job satisfaction.

A

MOTIVATION FACTORS

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22
Q

Factors which decrease job dissatisfactions.

A

Hygiene Factors

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23
Q

The significance associated by an individual about the expected outcome.

A

Valence

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24
Q

The faith that if you perform well, then a valid outcome will be there.

A

Instrumentality

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25
The faith that better efforts will result in better performance
Expectancy
26
States that goal setting is essentially linked to task performance
Interpersonal relations
27
Provides the individuals with a way of knowing how far they have gone in achieving objectives
Feedback Aspect
28
When an individual is provided with direction, performance is facilitated.
Work Behavior
29
Goals must be challenging, attainable, specific and measurable, timelimited, and relevant.
Goal Content
30
When individuals or groups are committed to the goals, there is a chance that they will be able to achieve them
Goal Commitment
31
Which of the following is NOT an example of intrinsic rewards? a. Self-actualization b. Self-centered c. Sense of accomplishment d. Self esteem
B
32
Which of the following is an example of extrinsic rewards? a. Praise b. Trainings c. Comfort d. Self confidence
A
33
Which of the following is NOT a satisfier? a. Growth b. Achievement c. Salary d. Responsibility
C
34
Which of the following is a dissatisfier? a. Work itself b. Advancement c. Personal life d. Insecurity
C
35
Which of the following is NOT a type of benefit for employees? a. Business capital b. Health insurance c. Pension plan d. 13th month pay
A
36
People will do their jobs well if they feel that by doing so, their needs will be satisfied.
TRUE
37
Motivation and inspiration are interchangeable.
FALSE
38
A motivated employee needs can independently channel their desire and commitment.
FALSE
39
A person can be motivated even when their personal interests and job responsibilities do not align
FALSE
40
Investing in skill development and training can be a strategic approach to enhancing motivation.
TRUE
41
Friendship, intimacy, trust, acceptance, receiving and giving affection, and love is a physiological need
FALSE
42
Motivators ensure job dissatisfaction while a lack of hygiene factors spawned job satisfaction
FALSE
43
Company policies and administration include factors such as the extent to which organization and management policies and guidelines are clear or unclear.
TRUE
44
Supervision involves the personal and working relationships between an employee and his supervisors, subordinates, and peers.
FALSE
45
Responsibility encompasses both the responsibilities held by the individual and the authority granted to the individual in their role.
TRUE
46
When an employee returns after a leave, they might end up slacking due to post-vacation blues.
FALSE
47
Rewards that are not equitable will not produce the desired motivation.
TRUE
48
Properly administered reward systems can improve job performance and satisfaction
TRUE
49
Higher performance can be expected when challenging goals are set.
TRUE
50
An unfulfilled need does not motivate an individual.
FALSE
51
He defined the three stages in motivating
Matlin
52
According to him, "Nothing great was ever accomplished without enthusiasm."
Ralph Waldo Emerson
53
Goals must be stated in quantitative terms whenever possible.
measurable
54
There must be a time-limit set for goals to be accomplished.
TIME LIMITED
55
Involves the physical surroundings of the job.
Working conditions
56
He drew the goal setting model.
Edwin A. Locke
57
A group of employees usually doing related work and meet at regularly to discuss problems and solutions.
Quality Control Circle
58
Practice of reducing the amount of time that an employee spends performing a tedious job.
LIMITED EXPOSURE
59
Process of combining two or more specialized tasks into a single job
JOB ENLARGEMENT
60
Groups of employees who are responsible for planning, organizing, and executing their own work.
Self-Managed Teams
61
Can help employees to balance their work and family obligations
Family Support Services
62
Can be used for a variety of purposes, such as travel, study, or volunteering.
Sabbaticals
63
Selecting individuals who have the skills and abilities to perform a particular job.
Fitting People to Jobs
64
Employees could learn new skills and experience different aspects of the company.
Job Rotation
65
Psychological benefits, such as a sense of accomplishment, pride, and satisfaction.
INTRINSIC REWARDS
66
Stages of Motivation
* Activating * Sustaining * Directing
67
Factors Contributing to Motivation
* Willingness to do a job * Self-confidence in carrying out a task * Need satisfaction
68
Importance of Motivation
* Increased Efficiency and Output * Productive Use of Resources * Achievement of Goals * Development of Friendly Relationships * Stability in Workforce
69
Basic Needs According to Abraham Maslow
* Physiological Needs * Safety needs * Social Needs * Esteem Needs Self-Actualization Needs
70
Characteristics of Goal
* Challenging * Attainable * Specific and Measurable * Time Limited * Relevant
71
Other Motivation Techniques
* Flexible work schedules * Family support services * Sabbaticals
72
Theories of Motivation
* Maslow’s Need Hierarchy Theory * Herzberg’s Two-Factor Theory * Expectancy Theory * Goal Setting Theory
73
Main Techniques of Motivation
* Motivation through job design * Motivation through rewards * Motivation through employee participation
74
Activities where employees can participate
* Setting goals * Making decisions * Solving problems * Designing and implementing organizational changes

engman finals (5 decks)

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