OB Flashcards
What are the basic hygiene factors influencing the job dissatisfaction? (Herzberg)
Working conditions Coworker relations Policies and rules Supervisor quality Base wage, salary
What are Herzberg’s two-factor principles?
- Improving the satisfier factors increases job satisfaction
- Improving hygiene factors decreases job dissatisfaction
What are the satisfier factors affecting the satisfaction of the job? (Herzberg)
Achievement Recognition Responsibility Work itself Advancement Personal growth
Which of the following is not recognized as a defence mechanism?
A) Projection
B) Intellectualization
C) Denial
D) Depression
D) Depression
In the book, the defence mechanisms are Denial
and Projection. However, intellectualization is brought up as a defence mechanism in other literatures.
McClelland found that most managers tend to be high in needing …
A) achievement
B) power
C) affiliation
D) all of the above
B) Power
The Pygmalion effect is a:
A) major social phenomenon with far-reaching implications
B) unique and practical model that pulls together leadership, expectation,
motivation and performance at work
C) model used to raise self-expectations, self-efficacy and goal-setting
D) all of the above
D) All of the above
In order to become a charismatic leader, one needs to:
A) Have spent a lot of time amidst one’s followers
B) Isolate oneself under a veil of mystery
C) Have highly developed cognitive skills
D) Dress for success
A) Have spend a lot of time amidst one’s followers
Charismatic and transformational
leaders have to be very good storytellers and communicators, with high verbal abilities,
because the stories they tell must be convincing.
They also need to have an intimate
knowledge of their followers and their culture (organizational and national) so that the
vision they articulate is compatible with them, yet more meaningful and motivating.
Charismatic leaders according to Shamir et al: Charismatic leaders influence their followers by
motivating them to an extraordinary extent. Charismatic leaders do so through at least
four mechanisms:
(1) they change their followers’ perceptions of the nature of work itself
(2) they offer an appealing future vision
(3) they develop a deep collective
identity among followers
(4) they heighten both individual and collective selfefficacy (the belief that one has the capabilities to perform in a certain manner or
attain certain goals).
What are the factors that affect group development and performance?
A) Leadership
B) Group Structure
C) Member Composition
D) All of the above
D) All of the above
Expectations shared by group members of how they ought to behave are:
A) Ethics B) Norms C) Guidelines D) Tasks E) Values
Norms
According to book:
“Norms are expectations shared by group members of how they ought to behave under a given set of circumstances.”
Udai Pareek further developed McClelland’s work by extending the need for achievement
and need for power into six needs or motives that are relevant for understanding the behavior of people in organizations. Which are the 6 needs?
- Achievement. Characterized by concern for excellence, competition with the standards
of excellence set by others or by oneself, the setting of challenging goals for oneself,
awareness of the hurdles in the way of achieving those goals, and persistence in trying
alternative paths to one’s goals. - Affiliation. Characterized by a concern for establishing and maintaining close, personal
relationships, a value on friendship, and a tendency to express one’s emotions. - Influence. Characterized by concern with making an impact on others, a desire to make
people do what one thinks is right, and an urge to change matters and develop people. - Control. Characterized by a concern for orderliness, a desire to be and stay informed,
and an urge to monitor and take corrective action when needed. - Extension. Characterized by concern for others, interest in superordinate goals, and an
urge to be relevant and useful to larger groups, including society. - Dependence. Characterized by a desire for the help of others in one’s own self-development, checking with significant others (those who are more knowledgeable
or have higher status, experts, close associates, and so on), submitting ideas or proposals
for approval, and having an urge to maintain an “approval” relationship
What are Intrinsic rewards?
Intrinsic rewards are those that individuals get from the work itself or give to themselves.
Herzberg’s motivators are intrinsic. A sense of accomplishment, self-esteem, pleasure at a job
Describe the following managerial approaches to motivation:
Traditional model
Human relations model
Human resources model
Traditional model - the individual is self-centered, is inclined to be lazy, and prefers to be led rather than take responsibility. Therefore, the manager should supervise and control subordinates.
Human relations model/viewpoint - people want to feel useful and important, that people desire to belong and to be recognized as individuals. The manager should make the worker feel important.
Human resources model/viewpoint - people want to contribute to meaningful goals. Managers should create an environment in which all members can contribute to the limits of their ability. Furthermore, encourage full participation on important matters.
What is a high-performance team?
- Accomplishes objectives efficiently
- Contributes to the effectiveness of the larger business unit
- Learns and continuously improve
- Builds team-member commitment
How is Work motivation defined?
“a set of energetic forces that originates both within as well as beyond an individual’s being, to initiate work-related behaviour, and to determine its form, direction, intensity and duration. “
Explain Maslow’s hierarchy of needs
The tool is used to better understand motivation.
From top to bottom: Self-actualization (self-fulfillment) Esteem (Ego) Love (Social) Safety needs Physiological
If a need is not satisfied, it generates tension and a drive to act. Once a need has been satisfied, it does not motivate.
According to Herzberg, what two kinds of needs do people have?
- Hygiene needs
Influenced by the physical and psycological conditions in which people work - Motivator needs
Higher-order needs such as in Maslows hierarchy perspective (self-actualization, ego, love)
Achievement, recognition, responsibility.
What is Goal-setting theory?
The goal setting theory is concerned with the effect of goals on individual performance. Goal-setting theory suggests that goals are associated with enhanced performance because they mobilize effort, direct attention and encourage persistence and strategy development.
What is the expectancy theory?
Expectancy theory suggests that individuals consider alternatives, weigh costs and benefits, and choose a course of action of maximum utility.
What is the Porter-Lawler motivation model?
P-L model relates rewards to effort to performance.
The model relates a number or different factors to performance and satisfaction and highlights how these factors interact.
An integral part of understanding and impacting motivation at work is the ability to
counter the feeling of alienation. What are the four ways of describing “feeling of alienation”? (According to Blanuer)
Powerlessness
Meninglessness
Social alienation
Self-estrangement
What are the six stages of demotivation, according to Mayer?
- Confusion stage - Productivity drops and the employee is confused whether it is the boss or himself who is at fault.
- Anger stage - where the employee’s attitude becomes less positive and angrier
- Subconscious hope - no longer any doubt who is at fault and the employee avoid the manager/boss.
- Disillusionment stage - the employee is not taking any initiatives and does the basic job.
- Uncooperative stage - the employee refuses to do anything that is not clearly part of his job.
- Final stage - Employee leaves or accept the job as “8-hour routine”
