Unit 2 - Lesson #2 (Motivation)

Question 1

What is motivation?

Answer 1

the forces within the individual that account for the level, direction, and persistence of effort expended at work

Question 2

What are rewards?

Answer 2

• Rewards: A work outcome of positive value to the individual

1. Extrinsic rewards-valued outcomes given to someone by another person (manager)
2. Intrinsic rewards-valued outcomes that are self-administered; they occur naturally as a person works on a task (feelings of competency, personal development, self-control people experience in their works)

Question 3

What is Maslow’s theory?

Answer 3

• Low-order needs (affect behavior and attitudes) →
  a) Physiological, safety, and social needs
  b) Desires for physical and social well being
• Higher-order needs →
  a) Esteem and self-actualization need
  b) Desire for psychological growth and development

Question 4

What is Hezberg’s theory?

Answer 4

• Hygiene factors:
  a) Elements of job context (part of work setting, working conditions, policies, salary)
  b) Source of job dissatisfaction
• Satisfier factors:
  a) Elements of the job content (sense of achievement, responsibility, opportunity for advancement, feelings of personal growth)
  b) Sources of job satisfaction and motivation

Question 5

What is McGregor’s Theory of X and Theory Y?

Answer 5

Theory X Managers
- Assume employees generally dislike work, lack ambition are irresponsible, resistant to change, prefer to be led rather than to lead
- Negative views of workers

Theory Y Managers
- Believe employees are willing to work, are capable of self-control, are willing to work, are capable of self control, are willing to accept responsibility, are imaginative and creative, and are capable of self-direction
- Positive view of workers

Question 6

Why is it bad to have these theory x or theory y managers?

Answer 6

• Through behavior, create situations where employees act in ways that confirm the original expectation
• “You already think I’m bad (or good), so I may as well act that way!”

Question 7

What is equity theory?

Answer 7

• Made by J. Stacy Adams
• When people believe that they have been treated unfairly in comparison to others, they try to eliminate the discomfort and restore a perceived sense of equity to the situation

1. Perceived inequity
2. Perceived equity

People respond to perceived negative inequity by changing:
1. Work inputs
2. Rewards received
3. Comparison points
4. Situation

Question 8

What are manager implication of equity theory?

Answer 8

• Underpaid people experience anger
• Overpaid people experience guilt.
• Perceptions of rewards determine motivational outcomes
• Negative consequences of equity comparisons should be minimized, if not eliminated
• Do not underestimate the impact of pay as a source of equity controversies in the workplace
  a) Gender equity
  b) Comparable worth

Question 9

What is expectancy theory?

Answer 9

• Victor Vroom
• “People will do what they can do when they want to do it”
• The motivation to work depends on relationships between the three factors below
• Key expectancy theory variables:
• Expectancy - belief that working hard will result in desired level of performance
• Instrumentality - belief that successful performance will be followed by rewards
• Valence - value a person assigns to rewards and other work-related outcomes

Question 10

Expectancy theory equation?

Answer 10

• Motivation (M), Expectancy (E), Instrumentality (I), and Valence (V) are related to one another in a multiplicative fashion:

M = E x I x V

• If either E, I, or V is low, motivation will be low!
• Managers must ensure to act in ways that maximize all three components!