Motivating Individuals & Groups

Question 1

Motivation is…

Answer 1

…a decision making process through which the individual chooses desired outcomes and sets in motion the behaviour appropriate to acquiring them

Question 2

Morale is…

Answer 2

…a term drawn primarily from a military context to denote the state of mind or spirit of a group, particularly regarding discipline and confidence

Question 3

Content vs. Process Theories:

Answer 3

Content Theory: What are the things that motivate people (Maslow’s hierarchy)
Process Theory: How can people be motivated

Question 4

Maslow’s Hierarchy of needs:

Answer 4

5. Self-Actualisation (personal potential)
6. Esteem needs (Status & respect)
7. Love / social needs (Affection, belonging)
8. Safety needs (Security)
9. Physiological needs (Food, shelter)

Question 5

Maslow: Several major limitations:

Answer 5

1. Difficult to explain or predict behaviour
2. Deferred gratification; altruistic behaviour
3. Empirical verification hard to come by
4. Reflects UK & US cultural values only

Question 6

Herzberg’s 2-factor theory:

Answer 6

1. Avoid unpleasantness (Hygiene factors)

2. Personal growth (Motivator factors)

Question 7

Hygiene factors include: (dissatisfiers)

Answer 7

1. Company policy and admin
2. Salary
3. Quality of supervision
4. Interpersonal relationships
5. Working conditions
6. Job security

Question 8

Motivator factors include: (satisfiers)

Answer 8

1. Status (may be Hygiene factor!)
2. Advancement (or opportunities)
3. Recognition
4. Responsibilities
5. Challenging work
6. Sense of achievement
7. Growth in job

Question 9

Herzberg suggested 3 types of job design which offer job satisfaction through enhanced motivator factors:

Answer 9

1. Job enlargement
2. Job rotation
3. Job enrichment

Question 10

Process theories of motivation:

Answer 10

1. Vroom’s expectancy theory

Question 11

Process theory: Victor Vroom suggested the strength of motivation is the product of 2 factors:

Answer 11

1. Preference for a certain outcome
2. Expectation that outcome will result in behaviour
   F = V x E

Question 12

Victor Vroom’s Formula:

Answer 12

F = V x E
Force or strength of motivation
=
Valence: Strength of preference for outcome or reward
x
Expectancy: Perception that behaviour will result in outcome

Question 13

Managerial implications: Process theory:

Answer 13

1. Intended results should be made clear
2. Individuals will be more committed if they helped to set the goals
3. Feedback should be given
4. Rewards should not be tied to performance tied to standards

Question 14

McGregor: Theory X

Answer 14

Theory X: Most people dislike work and responsibility and will avoid both
Coerced, controlled, directed, threatened

Question 15

McGregor: Theory Y

Answer 15

Theory Y: Physical and mental effort in work is as natural as play or rest
consultative, facilitating, positive feedback, challenge and responsibility

Question 16

A reward is…

Answer 16

…a token given to an individual or team in recognition of some contribution or success

Question 17

An incentive is…

Answer 17

…the offer or promise of a reward for contribution or success ((designed to motivate)

Question 18

Extrinsic rewards:

Answer 18

Separate from the job itself
Dependent on the decisions of others
Pay, benefits, non-cash incentives, working conditions

Question 19

Intrinsic rewards:

Answer 19

Arise from the performance of the work itself
Psychological rather than material
Satisfaction from completing a task, achievement of doing a difficult job well

Question 20

Child’s reward system should do 6 things:

Answer 20

1. Fill vacancies & not resign
2. Increase predictability of behaviour
3. Increase willingness to accept change
4. Encourage innovative behaviour
5. Reflect nature of jobs & skills required
6. Motivate

Question 21

Job enrichment is…

Answer 21

…planned, deliberate action to build greater responsibility, breadth and challenge of work into a job (similar to empowerment)

Question 22

Job enlargement is…

Answer 22

…the attempt to widen jobs by increasing the number of operations in which a job holder is involved

Question 23

Job rotation is…

Answer 23

…the planned transfer of staff from 1 job to another to increase task variety

Question 24

Job optimisation should provide 5 core dimensions contributing to job satisfaction:

Answer 24

1. Skill variety
2. Task identity
3. Task significance
4. Autonomy
5. Feedback

Question 25

2 main types of feedback:

Answer 25

1. Motivational feedback (reward and reinforce)

2. Developmental feedback (needs improvement)

Question 26

Participation as a motivator: Given the following 5 conditions:

Answer 26

1. Certainty
2. Consistency
3. Clarity
4. Capacity
5. Commitment

Question 27

PRP: Performance Related Pay is…

Answer 27

…related to output or results achieved

Piecework: Payment per unit produced or operation completed