quizlet chapter 11

Question 1

What is social loafing and what are the “ingredients” that contribute? How do attributions factor in?

Answer 1

The tendency for average levels of effort in a group to mask an individual’s lower level of output on a task. Lack of work is actually a perception of the rest of your group

Question 2

Mutual Enhancement:

Answer 2

caused by group climate and culture where members don’t take risks

Question 3

Low Psychological Safety:

Answer 3

no sharing of information with team because afraid to be criticized, leads to low team effectiveness

Question 4

Differentiate between a need and a want.

Answer 4

Need: gap between what is and what is required
Want: gap between what is and what is desired

Question 5

What state of tension results from unsatisfied needs and wants?

Answer 5

Motivation

Question 6

Define motivation.

Answer 6

Forces within a person that affect the direction, intensity,
and persistence of voluntary behavior

Question 7

What do direction, intensity, and persistence of voluntary behavior refer to in the definition of motivation?

Answer 7

Any individual is motivated when:
(1) They are willing to put forth the effort necessary (intensity)
(2) To achieve the goal or objective (direction)
(3) For the amount of time necessary to reach the goal (persistence)

Question 8

Differentiate between intrinsic and extrinsic motivation.

Answer 8

Intrinsic motivation: Come from within the individual (such as satisfaction)
Extrinsic motivation: Outside the individual (such as pay raises)

Question 9

What is the expectancy theory?

Answer 9

The link between motivation and behavior. The probability of an individual putting in work depends on what outcome they think will happen, good or bad

Question 10

What is the equity theory?

Answer 10

based on how fairly the worker thinks they are being treated compared to other workers; inputs (workload) vs outputs (benefits, salary, attention)

Question 11

Components of the expectancy theory: Expectancy:

Answer 11

the assessment that the likelihood that the effort will lead to expected performance

Question 12

Components of the expectancy theory: Instrumentality.

Answer 12

the belief that the performance will lead to reward

Question 13

Components of the expectancy theory: Valence:

Answer 13

employee’s motivation is an outcome of how much an individual wants a reward

Question 14

What types of things do people do to address inequity, and when are these triggered?

Answer 14

(1) We change our own inputs
(2) We change our own outcomes
(3) We change our perceptions (of ourselves or others)
(4) We change the basis of our comparison
(5) Leave

Question 15

What is then goal setting theory? What are its main components?

Answer 15

The urge to work towards a goal is the primary source of motivation.
(1) specific goals lead to a higher level of performance than do more generalized goals
(2) more difficult goals lead to better performance than do easy goals
(3) feedback on progress toward the goal enhances performance.

Question 16

What is the reinforcement theory and what are its three outputs?

Answer 16

People do things because they know other things will follow.
Possible Outputs:
(1) Reward: Anything that increases the behavior
(2) Punishment: Anything that decreases the behavior
(3) None: Nothing happens after someone puts something in

Note: What is a punishment for some is a reward for others and vice versa.

Question 17

What is empowerment (aka involvement or participative management)?

Answer 17

Delegating decision-making authority to employees at all levels of the organization, trusting employees to make the right decision. Based on the premise that human resources are capable of contributing more of their skills if they are included in the decision making process

Question 18

What is empowerment (aka involvement or participative management)?

Answer 18

Delegating decision-making authority to employees at all levels of the organization, trusting employees to make the right decision. Based on the premise that human resources are capable of contributing more of their skills if they are included in the decision making process

Question 19

Marlow Case: Key Takeaways.

Answer 19

1) From a motivational standpoint, we tend to overemphasize incentives (Removing barriers can be just as important)
(2) Extrinsic vs. Intrinsic Rewards
(3) Importance of accurate attributions
(4) Importance of perspective taking
(5) Our leadership approaches may be shaped by our own backgrounds and preferences

Question 20

What does it mean to set effective goals?

Answer 20

Goals that lead to desired performance outcomes are:
(1) Specific
(2) Challenging
(3) Achievable
(4) Accepted
(5) Fair

Question 21

Why does goal setting sometimes fail?

Answer 21

(1) Difference between what gets measured and what gets done
(2) Difference between what gets rewarded and what gets done
(3) Undermines intrinsic motivation
(4) Encourages risky or unethical behavior