Reading 4: Motivation Flashcards
MASLOW’S HIERARCHY OF NEEDS
According to Maslow’s theory, behavior is triggered by a need __________ that drives the individual to reduce the tension it creates.
Deficit
MASLOW’S HIERARCHY OF NEEDS
Maslow’s hierarchy of needs is based on what 2 key assumptions?
- First, different needs are active at different times, and only needs not yet satisfied can influence behavior.
- Second, needs are arranged in a fixed order of importance called a hierarchy.
MASLOW’S HIERARCHY OF NEEDS
In Maslow’s theory, the idea that the most basic unsatisfied need (in the hierarchy) influences current behavior is called the _____________ of the need ?
This _____________ creates an urgency exerted by an unmet need that influences human behavior.
Prepotency (i.e. Priority or order) of the need.
MASLOW’S HIERARCHY OF NEEDS
Maslow identified five categories of needs: what are they?
- Psychological needs: such as food, sleep, and physical movement.
- Safety needs: such as freedom from fear or harm, stability, predictability.
- Social needs: such as friendship, love, Camaraderie, and teamwork.
- Self esteem needs: such as status and reputation.
- Self actualization needs: such as the fulfillment of human potential and personal growth.
MASLOW’S HIERARCHY OF NEEDS
Certain basic conditions of employment such as pay satisfy psychological needs. Safety needs are met by safe working conditions and job security. Social needs are satisfied by interaction and communication with fellow workers. And finally, work that is fulfilling can satisfy self esteem and self actualization needs.
True or false?
True
MASLOW’S HIERARCHY OF NEEDS
Maslow himself recognized that the hierarchy is not a stair-step approach. Humans have multiple needs that often occur simultaneously in modern society. It may make sense to think about two different categories one being the higher order needs and other set being a lower order needs.
Which needs belong in which order? Higher and lower sets.
- Higher order
Esteem and self-actualization - Lower order
Psychology, safety, and social needs.
Using just these two categories we can see that it is certainly possible for several needs to influence our behavior at once.
MASLOW’S HIERARCHY OF NEEDS
Maslow’s theory describes needs as internal. It says nothing about the environments effect on behavior. True or false?
True
MASLOW’S HIERARCHY OF NEEDS
The references that our needs deficit is not internal but rather external is true or false?
True. The definition of need for example regarding new clothing is determined through other people, society, education, and religion: the external environment.
MASLOW’S HIERARCHY OF NEEDS
Maslow’s ideas help us understand that everyone has basic needs that must be satisfied. Although Maslow’s needs hierarchy describe the model of basic human need, it offers little practical guidance for motivating workers. True or false?
True
HERZBERG’S TWO-FACTOR THEORY
Herzberg believed that not being satisfied is different from being dissatisfied. Herzberg and his colleagues were interested in Identifying those factors that caused workers to be satisfied with their work. True or false?
True
Of particular interest was a finding that participants identified different work conditions for each of the two feelings. That is, although the presence of one condition (fulfilling work) made participants feel good, the absence of that condition (fulfilling work) cannot make them feel bad. Herzberg postulated that motivators lead to satisfaction, but their absence does not necessarily lead to dissatisfaction.
HERZBERG’S TWO-FACTOR THEORY
Herzberg identified two factors _______________that he asserts can separately explain satisfaction and dissatisfaction.
- Hygiene
2. Motivators
HERZBERG’S TWO-FACTOR THEORY
Factors whose presence prevent dissatisfaction are called ______________ or maintenance factors.
Hygiene factors
Hygiene or maintenance factors refer to aspects of work that are peripheral to the task itself and more related to the external environment ( the job context)
Hygiene factors include:
Company policy and administrative practices
Technical supervision by the manager
Interpersonal relations with the supervisor
Worker salary, job status, and job security
The workers personal life
Physical conditions of the work setting(example air-conditioning)
HERZBERG’S TWO-FACTOR THEORY
Factors whose presence leads to satisfaction are called ___________?
Motivators.
Motivator factors relate directly to the job content (the specific aspects of the job). And they include:
Achievement Recognition Advancement The task or work itself The workers potential for personal learning or growth The workers responsibility for results
HERZBERG’S TWO-FACTOR THEORY
The distinction between motivational and maintenance factors is often clarified by the observation that motivational factors are __________, whereas maintenance factors are __________.
Intrinsic and extrinsic
HERZBERG’S TWO-FACTOR THEORY
When the two factor theory was tested in other organizations, researchers found little support for the theory. Controversy over Herzberg’s findings centers on three areas. What are they?
- Method of data collection: information was collected via potential bias, structured interview format.
- Individual differences: individual differences were discovered to affect the two factors. For example, some workers avoided advancement.
- Limited sample: conclusions were based primarily on studies of professionals (engineers an accountant). Whose task differ significantly from other kinds of workers.
HERZBERG’S TWO-FACTOR THEORY
Herzberg’s motivational factors corresponds to Maslow’s higher order needs, while his maintenance factors corresponds to Lower order needs. Interestingly, Maslow, Alderfer, and Herzberg i’ll provide evidence that the value of the work itself can contribute to worker motivation. True or false ?
True
HERZBERG’S TWO-FACTOR AND MASLOW THEORY
Herzberg and Maslow’s theory are based on___________ theories of motivation.
Content theories of motivation. It is based on the idea that people are driven to meet basic needs that produce satisfaction when they’re met.
VROOM’S EXPECTANCY THEORY
Victor H Vroom developed an expectancy theory of motivation sometimes referred to as ______________?
Valence, instrumentality, expectancy theory.
VROOM’S EXPECTANCY THEORY
Expectancy theory describes a process people used to evaluate what 2 outcomes?
- The likelihood that their effort or expenditure will yield the desired outcome.
- How much they want the outcome
VROOM’S EXPECTANCY THEORY
In expectancy theory motivation is based on three factors that determine the degree of effort put forth. What are they?
- Expectancy: The individual subjective assessment that an effort will lead to job performance, and job performance leads to first order outcome.
Effort to performance expectancy is the assessment that a person can complete the job. The can do mentality.
Performance to outcome expectancy is that hard work will be rewarded. - Valance: refers to the value of the outcome to the individual (rewards).
- Instrumentality: of successful task performance in leading to a second order outcome or desired reward. Instrumentality is a measure of the association between performance and rewards.
VROOM’S EXPECTANCY THEORY
It’s difficult to visualize expectancy theory, because it mainly involves an individuals cognitive assessment of “if I do this - I will get that”.
True or false?
True
VROOM’S EXPECTANCY THEORY
Expectancy theory provides a general guide to the factors that determine the amount of effort a worker puts forth. Expectancy theory also helps explain how it workers goals influence his efforts. The utility of VIE theory for managers lies in his suggestion of the complex thought process that individuals use in the process of becoming motivated.
True or false?
True
VROOM’S EXPECTANCY THEORY
What are some guidelines we can infer from insights offered by expectancy theory:
Asked what outcomes workers desire
Breakdown effort to performance barriers
Clarify and communicate instrumentalities
Develop meaningful self-administered rewards
VROOM’S EXPECTANCY THEORY
Expectancy theory is a __________ theory of motivation.
Process theory. It describes cognitive processes and decisions that help predict subsequent behavior.
Both process and content theories consider motivation a function of either________needs or ___________ cognition.
Internal needs or internal cognition
REINFORCEMENT THEORY
Reinforcement theory is a ______________theory of motivation.
Environmental theory.
Reinforcement theory states that we learn to express behavior that is rewarded and to avoid behavior that is punished. Hence, our behavior is influenced by its consequences, and we learn by the environment acting directly on us.
REINFORCEMENT THEORY
_____________ conditioning (also called reinforcement theory) characterizes motivation as largely determined by external factors.
Operant conditioning
Peoples experience with past situations dictate or guides their future behavior.
REINFORCEMENT THEORY
According to reinforcement theory, workers are motivated by the ________________ of their work behavior.
Consequences
REINFORCEMENT THEORY
Rewards may be made on a ____________or ___________basis.
Contingent or noncontingent
REINFORCEMENT THEORY
Contingent rewards are distributed based on a specific, preceding behavior. For example, a salesclerk may receive a free weekend trip for having the highest sales in her department.
Noncontingent rewards are not linked to any specific behavior. For example, a paid holiday may be available to all staff regardless of the level performance.
True or false?
True
REINFORCEMENT THEORY
Reinforcement theory deals with two types of behavior: ___________which we want to increase and ___________which we want to decrease.
Desirable what you want to increase and undesirable which we want to decrease
REINFORCEMENT THEORY
Increasing the behavior: reinforcement is the process of using contingent rewards to increase future occurrences of a specific behavior. Reinforcement can take either of two forms. _________ or __________.
Positive or negative
REINFORCEMENT THEORY
Positive reinforcement occurs when a positive consequence (reward) is applied to a desired behavior. For example, for each bag of fruit she picks, a fruit picker receives two dollars.
Negative reinforcement occurs when an unpleasant consequence is withdrawn after the desired behavior occurs. For example, a manager stop criticizing an employee when he achieves the daily production quota.
True or false?
True
Both positive and negative reinforcement increases the likelihood that a desired behavior will occur.
REINFORCEMENT THEORY
Decreasing the behavior: to decrease the current behavior, reinforcement theories suggest that either _________or _______.
Punishment or extinction
Punishment is the process of administering an undesirable consequence for undesirable behavior.
REINFORCEMENT THEORY
According to reinforcement theory, the other way of decreasing undesired behavior is through _________(the process of non-reinforcement of a behavior). Or to simply put it, if the behavior is unrewarded its occurrence will diminish over time.
Extinction
REINFORCEMENT THEORY
To be effective, positive reinforcement, negative reinforcement, punishment, and extinction must be applied on a contingent basis. That is, the consequences of the behavior must be known by the worker prior to the expression of the behavior. Without this contingency, the behaviors consequence may actually reinforce a variety of behaviors, not all of them desirable.
True or false
True
REINFORCEMENT THEORY
Managerial applications of reinforcement: several factors can influence the effectiveness of reinforcement. These principles help to ensure conditions of optimum reinforcement.
________________ reinforcement.
________________ Size
________________ deprivation
Immediate reinforcement: reinforcement should coincide as closely as is practical with the completion of the target behavior.
Reinforcement size: The larger the reinforcement delivered after the occurrence of the target behavior, the greater effect the reinforcing will have on the frequency of the behavior in the future.
Relative reinforcement deprivation: the more a person is deprived of the reinforcement, the greater the effect the reinforcement will have on the future occurrences of the target behavior.
GOAL SETTING THEORY
Goal setting theory states that people who set goals Outperform those who don’t set goals. The organizational process of goalsetting deals with 1. _______________ and 2. ______________
- Aligning personal and organizational goals
2. Rewarding goal attainment
GOAL SETTING THEORY
Goalsetting principles are evident in such popular programs as ___________and self-management.
Management by objective (MBO)
GOAL SETTING THEORY
People with goals perform at higher levels than people without goals. The following 4 things can help with goals
- Direct attention and action
- Mobilize effort
- Create persistent behavior over time
- Lead to strategies for goal attainment
GOAL SETTING THEORY
Goal-setting theory defines ______________as a psychological embracing of the goal as a workers own aspiration.
________________ Is a behavioral follow-through, meaning persistent work effort to achieve the goal.
- Goal acceptance
2. Goal commitment
GOAL SETTING THEORY
Five goal attributes, enhance the potential for goal acceptance and enduring goal commitment. What are the five goal attributes?
- Goal specificity. Statement of specific goals include four elements: action verb, outcome, deadline, and cost.
- Goal difficulty
- Goal feedback. Feedback can occur at three levels: 1-in goal-setting (what should I aim for?) 2-in ongoing feedback after the goal is set and work commences (how are my doing) 3- evaluating the final results (how did I do)
- Participating in goal-setting. These clarified task expectations are called assigned goals. For more experienced employees, the manager and the employee exchange information and jointly establish goals. This process produces interactive or negotiated goals. Finally, well-trained veteran workers can set their goal goals with little or no input from the manager, resulting in self set goals.
- Competition. However, competition also has its disadvantages. When one team’s performance depends upon the performance of another team, cooperation rather than competition is necessary.
