Organisational - Motivation and Job Satisfaction Flashcards
Motivation is the ____ that ______ people to act, _______ behaviour towards the attainment of specific ______, and _______ the effort expended in reaching those goals
force energises directing goals sustaining
List the motivation theories discussed in the lecture
- Needs Theories
- Behaviour-based theories
- Job design theories
- Cognitive theories
- Needs Theories
Describe and critically evaluate the Achievement Motivation Theory of motivation
It states that motivation is a drive to satisfy various needs, and details three needs central for worker motivation
- achievement
- affiliation
- power
This has been well tested - people like to be successful in their job, they like to be in charge, and they work well in teams (affiliation)
2. Behaviour-based theories Describe and critically evaluate the three types of behaviour based theories of motivation - reinforcement theory - extrinsic vs intrinsic motivation - goal-setting theory
- reinforcement theory
Bx is motivated by consequences
rft is a better motivator than punishment because punishment stops unwanted bx, whereas rft strengthens the motivation. Also punishment can lead to decreased morality, retaliation, etc. - extrinsic vs intrinsic motivation
Reward systems often based on extrinsic rewards. Have to be careful to not undermine intrinsic rewards. For maximal productivity, people have to feel internally driven - goal-setting theory
People perform better at work and are more productive when they are given specific goals and clear standards for success/failure. Goals should be difficult but attainable.
- Job design theories
Describe and critically evaluate the job characteristics model of motivation
This has to do with the job characteristics and how it motivates workers. To be motivated, workers must:
- perceive the job to be meaningful
- feel responsible
- have knowledge of the results of their efforts.
5 job characteristics contribute to these states: MOTIVATING POTENTIAL SCORE incorporates: skill variety, task identity, task significance, autonomy, feedback
- Cognitive theories - Workers viewed as
rational beings who cognitively assess
personal costs and benefits before taking
action
Describe and critically evaluate the two cognitive theories of motivation
- Equity theory
- Expectancy theory (VIE)
- Equity theory - workers are motivated by desire to be treated fairly - the ratio between inputs (effort, experience, etc) and outcomes (pay and meaningfulness) should be the same for all workers - workers increase or decrease productivity levels when they feel overpaid or underpaid
- Expectancy theory (VIE)
- This is known to predict worker attendance, productivity, etc.
- People are rational decision makers who analyse the costs/benefits of possible actions.
Workers are more motivated when
- Valence - rewards are valuable and desirable
- Instrumentality - performance is recognised and rewarded
- Expectancy - their effort will result in improved performance (eg: HD essay - not matter how much effort you put in you won’t get it)
A performance appraisal is the ______ of an employee and communication of the _____ to that person. Although ______ measures are better, usually evaluations are based on ______ methods
evaluation
results
objective
subjective
Where is the performance criteria derived from for a performance appraisal?
job analysis
Describe the pros and cons of supervisor ratings.
PROS
- are based on relevant job characteristics because managers know about the job
- Higher reliability than that of peers
CONS
- they may have limited perspective on an employee’s performance eg: only see them at certain times. Employee might only work well when the boss is around.
Describe the pros and cons of self-evaluation ratings.
PROS
- can be reasonable
CONS
- often self-serving and inflated, especially from those in positions of power
- less predictive of job success
- people think more about effort expended than they do about performance
Describe the pros and cons of peer evaluation ratings.
PROS
- good agreement between ratings of peers and those of supervisors
CONS
- can present problems when competing for jobs
In general, subordinate evaluations have _____ agreement with those made by _______, so they can be a useful way to get appraisals.
Further, ________ evaluations can be used if the employee has ongoing _______ relationships
good
supervisors
agreement
customer
customer
The best evaluations are ____-degree evaluations, as these gather ratings from many people at different ______. They have improved ______ as they include diverse _____. However, they are quite ______.
360 level reliability perspectives costly
Describe the 6 issues with performance appraisals
- Leniency vs severity errors - some people see everyone as positive/negative
- Halo effect - if someone is good at one thing, they’re good at other things
- Contrast effects - comparing to other people instead of independently assessing
- Recency effects - have they done something good/bad recently?
- Causal attribution errors - is it really the person’s fault? Or is there a problem with the system/situation?
- Personal biases
How can performance appraisals be improved?
- make ratings straight after observation
- take careful notes
- use multiple raters
- train raters in necessary skills
- give raters evaluation instruments up front so they know what to look for.
