Prelims Flashcards
• Process of setting expectations, aligning goals, assessing
results and focusing on staff development through
ongoing conversations between managers and their
direct report
• Ensure organizations are able to achieve its objectives
• Set goals that are achievable
Performance Management System
2 Governing Principles in the World
VUCA- volatility, uncertainty, complexity and ambiguity
BANI- brittle, anxious, non-linear and incomprehensible
quality of subject to frequent, rapid,
significant change
Volatility
unpredictability of outcomes of the
events
Uncertainty
multiplicity of issues of factors
Complexity
lack of clarity or difficulty of understanding
what the situation is.
Ambiguity
Unexpected. Everything that we have can be lost in a snap. Standing in a brittle foundation
Brittle
Anxiety. Too much information to handle
Anxious
Not sure, long-term plans will definitely change
Non-linear
There are a lot of Questions with answers but not satisfaction.
Incomprehensible
the level of commitment,
energy and innovation that a company’s staff hold during the working day
Employee motivation
comes from the
Latin word “movere,” meaning “to move.”
Motivation
crucial driver of success in the
workplace
Motivation
an individual is motivated from within.
Intrinsic motivation
an individual’s motivation is
stimulated by external factors- rewards and recognition.
Extrinsic motivation
This are incentives or rewards that are directly related to an employee’s compensation, financial well-being or economic needs
Financial motivator
A behavioral scientist who proposed the two-factor theory, says there are two factors to which an organization can adjudt to influence the levels of motivation at the workplace
Frederick Herzberg
Involves a multiplicity of issies and factors, some of which kay be intricately interconnected
Complexity
Condiions are unstable, outcomes are hard to foresee. An outdated framework due to volatility being the new normal
VUCA
A motivation that drives an individual to engage in an activity because it personally rewards them and brings inner satisfaction
Intrinsic motivation
This are intangible reqards or factors that contribute to an employee’s job satisfaction and motivation but do not involve direct monetary compensation
Non-Financial Motivator
The term used to describe the level of commitment, energy and innovation that employees bring to their work during the working day
Employee motivation
A Two-factor theory that affect an individual’s satisfaction and motivation level
Herzberg’s Theory of Motivation
Shaped by a lack of clarity and difficulty understanding exactly what the situation is
Ambiguity
It describes a new world in which the old values and rules no longer apply. Conditions are chaotic, outcomes are unpredictable
BANI
It encourages employees to work harder. They are the factors found in thr workplace
Motivation factors
A motivation characterized by the desire to perform a task in order to obtain a rewaed or avoid punishment
Extrinsic Motivation
The kind of illusive fortress that seemingly solid systems have but which can easily crumble
Brittle
Surrounding factors that facilitate employees’ behavior. This arenot related to workplace satisfaction but must be present in the workplace in order to prevent dissatisfaction
Hygienic Factors
Occurs when events and outcomes are unpredictable
Uncertainty
5 motivating factors
Recognition
Growth
Achievement
The work itself
Responsibility
5 hygienic factors
Security
Company policies
Salary
Work conditions
Manager/Supervisor
an intrinsic and internal drive to put forth the necessary
effort and action towards work-related activities.
EMPLOYEE MOTIVATION
willingness to expend energy to achieve a goal or a reward.
Motivation
the sum of the
processes that influence the arousal, direction, and
maintenance of behaviors relevant to work settings’.
Motivation at work
• workers are motivated by money.
• giving employee’s individual tasks, supplying them with the
best tools and paying them based on their productivity was
the best way to motivate them
Taylorism byFredrick Winslow Taylor
• the idea that people change their behavior as a reaction to
being observed.
• employee’s productivity increased when they knew they
were being watched.
• employees were more motivated when they were allowed
to give input on their working conditions and that input was
valued.
Hawthorne effect by Elton Mayo
Classical Theories of Motivation
- Maslow’s Theory
- Herzberg’s Theory
- Theory X and Theory Y
charted set of human requirements that are important for
an individual to achieve complete development and selfactualization
Maslow’s Hierarchy of Needs
Developed by Abraham Maslow
• hierarchy of needs
• work their way up through these needs.
Maslow’s Theory
Developed by Frederick Herzberg
• two-factor theory or the motivator-hygiene theory
• job factors that result in satisfaction; job factors that
prevent dissatisfaction
Herzberg’s Theory
Developed by Douglas McGregor
• suggests two aspects of human behavior at work
Theory X and Theory Y
states that certain factors in the workplace cause job
satisfaction while a separate set of factors cause
dissatisfaction, all of which act independently of each other.
Herzberg’s Theory of Motivatio
involves high
supervision and control over the subordinates, and greater
degree of centralization. Theory Y, is an advanced theory,
wherein it is assumed that the workers are self-directed and
self-motivated, for growth and development and takes active
part in decision making.
Theory X and Theory Y
Modern Theories of Motivation
• Acquired Needs Theory
• Goal Setting Theory
• Theory of Self Efficacy
• Reinforcement Theory
• Cognitive Evaluation Theory
• Equity Theory
• Expectancy Theoryq
states that specific and challenging goals, along with
appropriate feedback, contribute to higher and better task
performance.
Goal Setting Theory Principles
The theory follows the principle that people are likely to engage
in activities to the extent that they perceive themselves to be
competent at those activities
Self-Efficacy Theory by Albert Bandura
It states that individual’s behavior is a function of its
consequences.
This theory focuses totally on what happens to an individual
when he takes some action
Reinforcement Theory by B.F. Skinner
a theory in Psychology that is designed to explain the effects of external consequences on internal motivation
Cognitive Evaluation Theory
describes the relationship between the employee’s perception
of how fairly is he being treated and how hard he is motivated
to wor
Equity Theory by John Stacey Adams
basically, states that a person behaves the way they do because
they are motivated to select that behavior ahead of others
because of what they expect the result of that behavior to be.
Expectancy Theory by Victor Vroom
Motivational force =
Expectancy x Instrumentality x Valence
