Motivating Employees Flashcards
Provide Maslow’s Model and explain how it can be sued to motivate employees
Maslow recognized we are motivated simultaneously by several needs, but behavior is mostly motivated by the lowest unsatisfied need at the time.
- physiological - basics food, water
- safety - need for a secure environment/ no threats
- belongingness - need to love
- esteem - respect from others
- self-actualization - need for self-fullfilment
Provide Alderfer’s Model and explain how it can be sued to motivate employees
contains 3 levels instead of 5
Existence needs - need for food shelter and sake working conditions
Related needs - need to interact with other people receive public conditions
Growth - person’s self esteem through personal achievement as well as concept of self actualization
Provide McClelland’s theory of learned needs Model and explain how it can be sued to motivate employees
it is believed that people have 4 fundamental innate drives built by nature through darwins survival of fitness
- drive to acquire
- drive to bond
- drive to learn
- drive to defend
His secondary needs:
need for achievement
need for affiliation
need for power
what are 4 general recommendations arising from needs theory
- need to balance the drive to acquire competition with drive to bond cooperation
- to achieve this recommend financial and symbolic rewards that emphasize both individual achievement and teamwork
- organizations also need to support to learn by giving employees opportunities to experience novel situations and practice new skills
- minimize unnecessary threats to personal safety, well-being
Provide the expectancy theory and explain how it can be used to motivate employees
Motivation theory based on idea that work effort is directed toward behaviors that people will lead to desire outcomes.
Effort -> Performance (Expectancy)
an individual perceived probability that his/her effort will result in a particular level of performance
Performance -> Outcome (Instrumentality)
That perceived probability that a specific behavior or performance level will lead to specific outcome
Outcome (Valences)
The anticipated satisfaction or dissatisfaction that an individual feels toward an outcome
What are 3 ways to improve expectancy?
- make sure employees have skills for the task
- provide training
- assign reasonable tasks and goals
What are 3 ways to improve Instrumentality?
- observe and recognize performance
- deliver rewards as promised
- indicate to employees how previous good performance led to greater rewards
What are 3 ways to improve valence?
- ask employees what rewards they value
2. give rewards that are valued
Provide the equity theory and explain how it can be used to motivate employees
Employees determine whether allocations of resources/rewards are fair by comparing their own outcome/input ratio to the outcomes/input ratio of some other persons
Inputs: skills, efforts, experience, amount of time worked, performance results
Outputs: pay, promotions, recognitions
Provide 7 managerial implications arising from the process theories
- pay attention to employees perceptions of what is fair
- reduce perceptions of equity issues by clearly explaining decisions
- involve employees in decision making
- what values and the relative importance of the outcomes
- clearly state performance expectations
- makes sure employees have the skills necessary to complete tasks
- make clear the relationship between desired outcomes and performance
What is goal setting theory and how can it be used to motivate employees?
- the theory that specific and difficult goals lead to higher performance
- goals tell an employee what needs to be done and how much effort will need to be expended
Provide the characteristics of effective goals to motivate employees. Give a sentence to describe each.
- specific goals - employees put more effort into a task when they work toward specific goals rather than do your best targets
- relevant goals - goals must also be relevant to the individuals job and within his or her control
- challenging goals - employees tend to increase work effort when they have a challenging rather than an easy goal
- goal commitment - need to find an optimal level of goal difficulty where the goals are challenging yet employees are still motivated to achieve them and hence committed to accomplishing the goal.
- goal participation - encourage participative style management where employees have a say about the work
- goal feedback - people are not motivated to accomplish their goal if they are not given feedback on progress or whether in the end they achieved their goal or not
What are the 5 characteristics of effective feedback?
- specific
- credible
- relevant
- sufficiently frequent
- timely
Provide 5 Hackman & Oldham’s job characteristics model and explain how it can be used to motivate employees
- Skill variety
- Task Identity
- Task significance - impact
- Autonomy - freedom
- Job feedback
What are the 3 critical psychological states and 3 moderators / individual differences in Hackman and Oldhams model. give a sentence to describe each
Psychological
- meaningfulness
- responsibility
- knowledge of reality
Moderators
- knowledge and skill
- context satisfaction
- growth need strength
