Session 7 - Motivation

Question 1

Congnitive Evaluation Theory

Answer 1

I + E < I

Question 2

“Role Taking” - Employees inherently dislike work. Must be coerced, controlled or threatened.

Answer 2

Theory X

Question 3

“Role Making” - Employees see work as natural as rest or play. Employees will exercise self-direction and self-control, if they are committed to objectives.

Answer 3

Theory Y

Question 4

Managers’ expectations of subordinates becomes self-fulfilling

Answer 4

Self-Fulfilling Prophesy (“Pygmalion”)

Question 5

Low/High Level Construal

Answer 5

• Low Level: focuses on the action itself.
• High Level: Focuses on the consequences of the action / the BIG PICTURE

Question 6

Maslow’s Hierarchy

Answer 6

5 Needs met in order:
- 1. Physical
- 2. Safety
- 3. Social
- 4. Esteem
- 5. Self-actualization

Question 7

Alderfer’s ERG

Answer 7

Maslow’s Hierarchy, split into 3 groups:
1 - Existence
2 - Relatedness
3 - Growth

Question 8

McClelland’s Learned Needs

Answer 8

Maslow’s Hierarchy, in 3 groups:
- nAff (affiliation)
- nPow (power)
- nAch (achievement)

Question 9

Herzberg two-factor theory

Answer 9

2 Factors of motivation:
- Motivators (increase M)
- Hygiene factors (decrease M)

Question 10

Job Design/Re-design

Answer 10

• Job Rotation (moving role)
• Job Enlargement (horizontal expansion)
• Job Enrichment (vertical expansion)

Question 11

Equity Theory

Answer 11

• Motivation from reward-to-effort ratio
• Perception issues need to be addressed (individuals over-estimated their contributions)

Question 12

Vroom’s Expectancy Model

Answer 12

Motivation = Expectancy x Instrumentality x Value of rewards (valence)

Question 13

Locke’s Goal-Setting Theory

Answer 13

• Specific, difficult goals, with feedback lead to high performance.
• Better for simple rather than complex tasks.
• Doesn’t matter who sets it. Commitment strengthen’s the impact.