Motivation

Question 1

Motivation can be distinguished into

Answer 1

two main types known as intrinsic and extrinsic motivation (Herzberg et al.,1957)

Question 2

Whereas extrinsic motivation uses external incentives to drive action in the short run, intrinsic motivation requires the

Answer 2

work itself to be interesting, meaningful, challenging and important to the individual, providing them with a reasonable sense of achievement, autonomy and control over their tasks and opportunities for personal growth through the development of their skills and abilities (Armstrong, 2006)

Question 3

Motivators that lead to job satisfaction involve elements related to the

Answer 3

job context such as the employee’s participation in the decision-making, meaningful and challenging job tasks, as well as employee recognition for achievements.

Question 4

Intrinsic motivation can be enhanced by job design which includes, according to

Answer 4

the job characteristics model by Hackman & Oldman (1975), five important core job dimensions as motivators; skill variety, task significance, task identity, feedback and autonomy.

Question 5

Motivation-Hygiene theory indicates that generating intrinsic motivation and

Answer 5

therefore, job satisfaction, requires job enrichment to attain psychological growth rather than improvement of efficiency through either horizontal or vertical loading.

Question 6

Five circles in fig.1

Answer 6

Direct Feedback
Direct communications authority
Personal accountability
self-scheduling
control over resources

Question 7

rewards can be delivered to employees through formal recognition arrangements, focusing on the public applause and appreciation such as

Answer 7

an employee of the month scheme or some announcement on the company’s website or periodicals (Nickson, 2007).

Question 8

Job autonomy can be defined as

Answer 8

a set of management practices and procedures employed by managers to provide their employees with increased decision-making authority, as well as a sense of greater freedom and flexibility over their work tasks (Thompson, 2002).

Question 9

job autonomy could be considered employee’s discretion in

Answer 9

scheduling work tasks (scheduling autonomy), participating in decision-making about primary or peripheral job-related tasks (planning autonomy), selecting work procedures and methods (work methods autonomy) (Breaugh, 1985; Morgeson & Humphrey, 2006).

Question 10

Several empirical studies indicate that job autonomy has a significant impact on employee’s

Answer 10

intrinsic motivation (Ryan & Deci, 2000), job satisfaction, quality of performance ( Langfred, 2013), job commitment (Tastan, 2013), employees’ well-being (Thompson & Prottas, 2006).

Question 11

Not only do level of motivation differ between individuals, but also in the orientation

Answer 11

of that motivation (which type of motivation) (Ryan & Deci, 1985, 2000)

Question 12

motivational combination enhances the level of employees’

Answer 12

morale, job satisfaction and performance on meeting organizational goals, leading consequently to business success and profitability (Amabile, 1993).