motivation (ch4)

Question 1

motivation

Answer 1

the drive/willingness of a person to expend energy and effort in doing a job or task

to thus achieve a business objective

Question 2

Maslow’s hierarchy of needs

Answer 2

representation of human needs that drive on to achieve goals

1. Physiological
2. Safety
3. Social
4. Self-esteem
5. Self-actualisation

Question 3

physiological

Answer 3

basic needs, survival needs
e.g. food, water, shelter

1. adequate pay
2. providing job

Question 4

safety

Answer 4

security + protection from physical and emotional harm

1. job security,
2. safe + healthy work conditions (OH&S, sexual harassment, bullying)

Question 5

social

Answer 5

sense of belonging, love, affection, friendship

1. collaborating to improve teamwork
2. social events/activities (birthdays, meals, parties)
3. form positive relationships

Question 6

self-esteem

Answer 6

feeling of satisfaction that someone has in themselves or their own abilities (external - status, recognition, attention, internal - self-respect and achievement)

1. merit rewards (bonus)
2. promotion
3. recognition (employee of the month)

Question 7

self-actualisation

Answer 7

sense of fulfillment by reaching full potential

1. opportunities for advancement/promotion + personal growth
2. opportunities for volunteering –> fulfill personal desire
3. challenging work allows for creativity

Question 8

hierarchy of needs: ads + disads

Answer 8

A:
accounts for both external + internal motivators

DA:
assumes all people will react in the same way

Question 9

locke and latham’s goal setting theory

Answer 9

a process theory of motivation that focuses on the process of setting and attaining goals

CCCFC

1. setting clear goals
2. setting challenging but achievable goals
3. secure commitment to goals
4. provide feedback
5. complexity of task –> too complex - lowers morale, motivation, productivity

Question 10

setting clear goals

Answer 10

uses SMART principle, used to ensure employee understands instructions

Question 11

setting challenging but achieable goals

Answer 11

realistic goals set, being neither too easily or too difficult to achieve

Question 12

secure commitment to goals

Answer 12

employees have a commitment towards business, want to achieve goal, believing that goal is important

in involvment with setting goal –> employees will work harder to achieve goal

Question 13

provide feedback

Answer 13

determines progress in achieving goal and whether the goal was correctly set or is in need of adjustment. managers can offer encouragement and advice

can boost morale, boost commitment, employees can learn from mistakes, provides direction + focus for goals

Question 14

complexity of task

Answer 14

goals should not be too complex or simple. breaking complex goals into smaller parts makes them less difficult or overwhelming

complex –> negative impact on morale, productivity, motivation

Question 15

business example of goal setting theory

Answer 15

management by objectives (MBO), strategic planning

Question 16

four drive theory (Lawrence and Nohria)

Answer 16

theory that identifies four basic motivational needs

ABCD

1. drive to acquire
2. drive to bond
3. drive to comprehend (learn)
4. drive to defend

Question 17

drive to acquire

Answer 17

split into two parts: basic + complex needs. basic needs are the necessities for survival (clothing, money, housing). complex needs relate to status, accomplishments and power (promotion)

business: develop reward system
manager: reward employee with praise, recognition

Question 18

drive to bond

Answer 18

refers to need to belong and form relationships with others. motivation is boosted when employees feel pride

business: develop and maintain culture within business (of collabaration, friendship, pride)
manager: encourage teamwork, adopt appropriate management style (two way communication)

Question 19

drive to comprehend (learn)

Answer 19

an individual’s desire to learn, develop new skills and improve skills.

business: provide challenging jobs that stimulate curiousity
manager: jobs are meaningful, interesting, challenging, training opportunities

Question 20

drive to defend

Answer 20

involves desire to feel safe in work environment, non-threatening, to defend themselves and others they care about

business: creating trustworthy processes in decision making, performance management, providing occupational health and safety training
manager: changing management style to a more open communication one to overcome fear

Question 21

four drive theory: ads + disads

Answer 21

A:
easy to utilise - simply understanding drives of employees
clear idea as to where motivation of employees is lacking

DA:
differences in strength of each individual’s drive - may lead to overemphasis of drive –> conflict