Motivation: Chapter 5

Question 1

motivation

Answer 1

influences the direction, intensity, and persistence of a person’s efforts

Question 2

employees with higher levels of motivation…

Answer 2

• more likely to have high levels of organizational engagement and commitment,
• more efficient and effective,
• increases productivity for the company
• lowers company costs
• more likely to collaborate and problem-solve
• leads to positive relationships + improved organizational culture

Question 3

needs theories of motivation

Answer 3

variables within the individual that lead to motivation and behaviour

Question 4

needs

Answer 4

insufficiencies that provoke some type of behavioural response

Question 5

process theories of motivation

Answer 5

individual motivation as being controlled by external environmental forces, and focus on how motivation works, and what factors direct and sustain it

Question 6

maslow’s theory of needs

Answer 6

• physiological
• safety and security
• love/social needs
• esteem needs
• self-actualization

Question 7

theory X

Answer 7

employees are motivated by lower-order needs
they are inherently lazy
they will avoid responsibility where possible
they dislike their work
they are working only for a sustainable income.

Question 8

theory Y

Answer 8

employees are self-directed
internally motivated by higher-order needs
participative style of management
emphasize employee commitment to the organization and its goals.

Question 9

ERG (needs theory)

Answer 9

Existence, Relatedness, and Growth

Question 10

regression hypothesis (ERG theory)

Answer 10

proposes that an already-satisfied need can continue to motivate when a higher need cannot be achieved

Question 11

McClelland’s theory of needs

Answer 11

needs for achievement, power, and affiliation

Question 12

McClelland’s theory of needs (achievement)

Answer 12

individuals who are motivated by competition, challenging goals, persistence, and overcoming difficulties

Question 13

McClelland’s theory of needs (power)

Answer 13

desire to influence others, the urge to change people or events, and the wish to make a difference

Question 14

McClelland’s theory of needs (affiliation)

Answer 14

describes an urge to establish and maintain warm, close relationships with others

Question 15

equity theory

Answer 15

motivation is a function of perceived fairness (equity) in the social exchange and that inequity (unfairness) is an important motivator

Question 16

resolving inequity

Answer 16

(1)alter one’s outcomes
(2) alter one’s inputs
(3) alter the comparison other’s outcomes
(4) alter the comparison other’s inputs
(5) change who is used as a comparison other
(6) rationalize the inequity
(7) leave the organizational situation

Question 17

equity sensitives

Answer 17

want the ratio between their outcomes to inputs to be equivalent to that of their comparison others, and feel distressed when under-rewarded, and guilt when over-rewarded

Question 18

benevolents in equity

Answer 18

comfortable with an equity ratio less than that of their comparison other

Question 19

entitleds in equity

Answer 19

comfortable with an equity ratio greater than that of their comparison other

Question 20

expectancy

Answer 20

belief that effort leads to performance

Question 21

instrumentality

Answer 21

belief that performance is related to outcomes

Question 22

valence

Answer 22

value or importance an individual places on a particular outcome

Question 23

motivational problems in relation to expectancy theory

Answer 23

• disbelief in a relationship between effort and performance
• lack of trust in the relationship between performance and rewards
• lack of desire for the rewards offered

Question 24

moral maturity

Answer 24

measure of a person’s moral cognitive development

Question 25

goal setting

Answer 25

process of establishing desired results that guide and direct behaviour and is one of the most robust theories of motivation

Question 26

clarity

Answer 26

SMART
specific
measurable
achievable
relevant
time-bound

Question 27

challenge

Answer 27

highest level of effort occurs when tasks are moderately difficult—not very easy, and not very hard

Question 28

commitment

Answer 28

individual who is not truly committed to a goal will lack the motivation to achieve it

Question 29

feedback

Answer 29

allows one to gauge how well they are progressing toward their goal

Question 30

task complexity

Answer 30

people work harder to reach difficult goals, as long as they are committed to the goal and have the skills to achieve it