Motivation Flashcards
What is a “Need” theory? Describe the major features of one
A Need-Motive-Value Theory emphasizes the role of personality, needs, and values as the basis of behavioral differences. One of the need theories is Maslow’s Hierarchy of Needs. It states that we are driven by certain biological and instinctive needs in nature. There are lower order needs that are : physiological, safety and love, and higher order needs that include self-esteem and self-actualization. People are first motivated by lower order needs, and whey they are met, higher order needs become more important.
What are the major features of Control Theory?
They are motivational theories that center around the existence of a negative feedback loop. We compare where we are to where we want to be. This depends on a person’s evaluation of idiscrepancies and th adjust behaviors . Here, it’s important for people to find value in the goal in order to adjust for discrepancies. Evaluation of discrepancies depends on perceived performance instead of actual performance.
What are the 5 features of more effective goals?
Specific – The more specific the goal, the greater the productivity and the more concentrated and directed the effort. Vague goals result in more variable performance.
Measurable—Have to able to evaluate if goal has been met.
Attainable – Needs to be difficult but attainable. They motivate more commitment.
Relevant – Should relate to the job
Time-bound – Goals work best when there is a time frame for their completion.
Do goals have to be set with employee participation? Why or why not?
Latham, Erez, and Locke found that while performance was higher in those than participate in goal settings than those who are simply told their goals, people that were told vs. people that were told and sold had similar performance. So participation didn’t seem to matter in this study of class scheduling. What matters is that individuals are given a reason to care. When things like self-efficacy and goal difficulty are held constant, the motivational effects of goals are as effective as participation in setting goals for generating high commitment and performance. Participation may be helpful when the task is complex; participating in setting the goal so you can ask more questions, and when there is resistance to change in the company.
Describe Equity Theory and its predictions about employee behavior?
People put one of their inputs on one side and then they think about their outcomes and what they get out of the job on the other side.
Inputs can include how much time you put into the job and how dangerous the job is, how loyal you are to the company, how much experience and education you have, and how much effort and risks you take.
Outcomes include pay and benefits, but they also include how much praise, opportunities, job flexibility and challenges (self-actualization).
When the balance shows that a person is putting more input s than they are getting in terms of outcomes, they experience inequity. People then experience distress; they may have lower efforts and steal to balance the equation. If the outcomes are greater than inputs, the person experiences distress and tries to increase effort to compensate (overpayment). The data shows that if inputs are greater than outputs, people are more likely to steal and use more company time. However, the data does not support that people increase effort when outcomes are greater than inputs. People just decide they are worth it and don’t do anything to compensate.
List and describe the kinds of inputs and outcomes people supposedly consider in Equity Theory beyond simple time spent work and payment for work.
Inputs can include how much time you put into the job and how dangerous the job is, how loyal you are to the company, how much experience and education you have, and how much effort and risks you take. Outcomes include pay and benefits, but they also include how much praise, opportunities, job flexibility and challenges (self-actualization).
What are the elements of Vroom’s VIE Theory? How are they said to determine performance motivation?
Expectancy theory argues that behavior is the result of conscious choices from alternative courses of action. People make some expectancy evaluations (instrumentality and valence )..
An Expectancy is the idea that you believe that there is a chance that you can accomplish something. Like the expectancy of completing a sales offer. Instrumentality has to do whether the task you’re thinking about is useful for getting you something. Valence is how you value the outcome that you think is going to come out, like how much you value a bonus or a recognition.
For instance, some universities evaluate how much scholarship is produced, the more money brought in the more bonus. But a cutoff (one research for product)
