Test Three Chapt.10-12 Flashcards
What is Frederick Taylor known for?
Human efficiency engineer Frederick Taylor was one of the first people to study management and has been called the father of scientific management. He conducted time-motion studies to learn the most efficient way of doing a job and then trained workers in thise procedures. He published his book the The Principles of scientific Management in 1911.
What led to more human based managerial styles?
The greatest impact on motivation theory was generated by the Hawthorne studies in the late 1920’s and early 1930’s. In these studies, Elton Mayo found that human factors such as feelings of involvement and participation led to greater productivity gains than did physical changes in the workplace.
What did Abraham Maslow find human motivation to be based on?
Maslow studied basic human motivation and found that motivation was based on needs, He said that a person with an infilled need would be motivated to satisfy it and that a satified need no longer served as motivation.
What levels of need did Maslow identify?
Starting at the bottom of Maslow’s heirarchy and going to the top, the levels of need are physiological, safety, social, esteem, and self-actualization.
Can managers use Maslow’s theory?
Yes, they can recognize what unmet needs a person has and design work so that it satifies those needs
What is the difference between Frederick Herzberg’s motivator and hygiene factors?
Herzberg found that while some factors motivate workers (motivators) others cause job dissatisfaction if missing but are not motivators if present (hygiene or maintainance factors)
What are the factors called motivators?
The work itself, achievement, recognition, respondsibility, growth and advancement
What are the hygiene factors?
Company policies, supervision, working conditions, interpersonal relationships, and salary.
Who developed Theory X and THeory Y?
Douglas Mcgregor held that managers have two opposing attitudes toward employess. He called them Theory X and Theory Y.
What is Theory X?
Theory X assumes the average person dislikes work and will avoid it if possible. Therefore, people must be forced, controlled, and threatened with punishment to accomplish organizational goals.
What is Theory Y?
Theory Y assumes people like working and will accept respondsibility for achieving goals if rewarded for doing so.
What is Theory Z?
William Ouchi based Theory Z on Japanese management styles and stresses long-term employment; collective decision making; individual respondsibility; slow evaluation and promotion; implicit, informal control with explicit, formalized control; moderately specialized career paths; and a holistic concern for employess
What is goal-theory?
Goal setting theory is based on the notion that setting ambitious but attainable goals will lead to high levels of motivation and performance if the goals are accepted and accompanied by feedback, and if conditions in the organization make achievement possible.
What is management by objectives (MBO)?
MBO is a system of goal setting and implementation; it includes a cycle of discussion, review, and evaluation of objectives among top and middle- level managers, supervisors, and employees.
What is basis of expectancy theory?
According to Victor Vroom’s expectancy theory, employee expectations can affect an indivdual’s motivation.
What are the key elements of expectany theory?
Expectancy theory centers on three questions employees often ask about performance on the job: (1) Can I accomplish the task? (2) If I do accomplish it, what’s my reward? and (3) Is the reward worth the effort?
What are the variables in reinforcement theory?
Positve reinforcers are rewards like praise, recognition, or raises that a worker might strive to receive after performing well, Negative reinforcers are punishments such as reprimands, pay cuts, or firing that a worker might be expected to try to avoid.
According to the equity theory, employees try to maintain equity between inputs and outputs compared to other employees in similar positions. What happens when employess perceive that their rewards are not equitable?
If employees perceive they are under-rewarded, they will either reduce their effort or rationalize that it isn’t important. If they perceive that they are over-rewarded, they will either increase their effort to justify the higher reward in the future or rationalize by saying,” I’m worth it!” Inequity leads to lower productivity, reduced quality, increased absenteeism, and voluntary resignation.
What characteristics of work affect motivation and performance?
Skill variety, task identity, task significance, autonomy, and feedback.
Name two forms of job enrichment that increase motivation.
Job enlargement combines a series of tasks into one chalenging and interesting assignment. Job roatation makes work more interesting by moving employees from one job to another.
How does open communication improve employee motivation?
Open communication helps both top managers and employess understand the objectives and work together to achieve them.
How can managers encourage open communication?
Managers can create an organizational culture that rewards listening,train supervisors and managers to listen, use effective questioning techniques, remove barriers to open communication, avoid vague and ambiguous communication, and actively make it easier for all to communicate.
What is the difference between high-context and low context cultures?
In high context cultures people build personal relationships and develop group trust before focusing on tasks. In low context cultures, people often view relationship building as a waste of time that diverts attention from the task.
How are generation X managers likely to be different from their baby boomer predecessors?
Baby boomers ten to work long hours to build their careers and often expect their subordinates to do the same. Generation Xers may strive for a more balanced lifestyle and are likely to focus on results rather than on how many hours their teams work.
