Motivation Flashcards
Define motivation
The set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal
Define needs
The physical or psychological requirements that must be met to ensure survival and well-being
What is the difference between lower-order needs and higher-order needs?
Lower-order needs are concerned with safety (e.g., security, protection from physical and emotional harm) and physiological and existence requirements (e.g., food, shelter, thirst)
Higher-order needs are concerned with relationships, challenges and accomplishments, and influence
What is Maslow’s Hierarchy of Needs?
Suggests that people are motivated by their lowest unsatisfied need, based on the following hierarchy (lowest to highest needs):
> Physiological needs > Safety needs > Belongingness/social needs > Esteem needs > Self-actualization needs
Define equity theory
A theory that states that people will be motivated when they perceive that they are being treated fairly
What are the four components of equity theory?
> Inputs: in equity theory, the contributions employees make to the organization
Outcomes: in equity theory, the rewards employees receive for their contributions to the organization
Referents: in equity theory, others with whom people compare themselves to determine if they have been treated fairly
Outcome/Input (O/I) Ratio: in equity theory, an employee’s perception of how the reward received from an organization compare with the employee’s contributions to that organization
What are the possible results of an employee’s comparison of his or her O/I ratio and the O/I ratio of a referent?
> The two ratios may be perceived to be equal, and the employee feels he/she is being treated fairly
The employee believes he/she is getting fewer outcomes relative to inputs as compared to the referent, the employee feels he/she is being under-rewarded which can lead to frustration or anger
The employee believes he/she is getting more outcomes relative to inputs as compared to the referent, the employee feels he/she is being over-rewarded which can lead to guilt
What actions might an employee take if he/she perceives an inequity?
> Reduce inputs > Increase outcomes > Rationalize inputs or outcomes > Change the referent > Leave
What should a manager do to use equity theory to motivate employees?
> Look for and correct major inequities
Reduce employees’ inputs
Make sure decision-making processes are fair
Be aware of and address as needed: A) distributive justice, which is the perceived degree to which outcomes and rewards are fairly distributed or allocated, and B) procedural justice, which is the perceived fairness of the process used to make reward allocation decisions
Define expectancy theory
The theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards
What are the three components of expectancy theory?
> Valence: the attractiveness or desirability of a reward or outcome
Expectancy: the perceived relationship between effort and performance
Instrumentality: the perceived relationship between performance and rewards
True or False: Expectancy theory holds that for people to be highly motivated, at least 2 of the 3 components/variables must be high
False - all of the components need to be high
What actions can a manger take to motivate employees using expectancy theory?
> Systematically gather information to find out what employees want from their jobs
Take specific steps to link rewards to individual performance in a way that is clear and understandable to employees
Empower employees to make decisions if management really wants them to believe that their hard work and effort will lead to good performance
Define goal-setting theory
The theory that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement
What are the four components of goal-setting theory?
> Goal specificity: the extent to which goals are detailed, exact, and unambiguous
Goal difficulty: the extent to which a goal is hard or challenging to accomplish
Goal acceptance: the extent to which people consciously understand and agree to goals
Performance feedback: information about the quality or quantity of past performance that indicates whether progress is being made toward the accomplishment of a goal
