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301 > Week 10 Motivating Employees and Reward Systems > Flashcards

Week 10 Motivating Employees and Reward Systems Flashcards

1
Q

The study of motivation helps managers understand:

A
  • what prompts initiation
  • what influence choice of action
  • why persist in that action over time
    (each will motivated by diff factor)
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2
Q

three major motivation theories are?

A

content - analysis of underlying human needs
process/cognitive - thought process that influence behaviour
reinforcement - learning of desired behaviour

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3
Q

what are the two main theories in content theory?

A

Maslow Hierarchy of Needs

Herzberg’s Two factor theory

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4
Q

Maslow’s Heirachy of needs developed by and when?

A

Abraham Maslow

developed in 1954 and popularised 1960s

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5
Q

Maslow’s heirachy of needs form five level which are

A

physiological, safety, love, esteem, and self actualisation

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6
Q

MAslow - examples of physiological needs?

A

breathing, food, shelter, clothes

BASE SALARY

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7
Q

MASLOW - example of safety/security?

A

health, employment, property, pension plan

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8
Q

MASLOW - example of love/belonging?

A

friends at work, family, intimacy, connection

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9
Q

MASLOW - example of self-esteem?

A

confidence, achievement, respect, uniqueness

JOB TITLE, PRAISE

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10
Q

MASLOW - example of self- actualisation?

A

morality, creativity, acceptance

CHALLENGING JOB

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11
Q

Herzberg’s Two Factor Theory - what are the two factors?

A
  1. Hygiene (maintenance) factors - influence level of dissatisfaction
  2. motivation factors - influence level of satisfaction
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12
Q

Herzberg’s Two Factor Theory: what are motivating factors?

A

achievement, recognition, responsibility, personal growth

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13
Q

Herzberg’s Two Factor Theory what are hygiene factors?

A

working condition, salary, security, company policies

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14
Q

Herzberg’s Two Factor Theory Implications of theory?

A

 Provide hygiene factors to reduce worker dissatisfaction
 Include motivational factors to motivate and increase satisfaction
 First eliminate dissatisfaction and then focus on motivation

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15
Q

what is the process perspective in theories of motivation?

A

focus on HOW people choose certain behavioural options to satisfy their needs and how they evaluate their satisfaction after attaining these goals.

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16
Q

what are the major theories for process theories?

A

Expectancy

Equity

17
Q

Explain expectancy theory:

A

Motivation depends on individuals’ expectations about two things:
• How much we want something
• How likely we think we are to get it.

18
Q

what are the 3 elements of expectancy theory? (all need to high for employee to be motivated)

A

EFFORT ->
(will greater effort lead to higher performance - depend on ability, experience, tools)
PERFORMANCE ->
(will successful performance lead to outcome)
OUTCOME

VALENCE - do i value the outcome -strength of individual’s preference for particular outcome

19
Q

What is equity theory by Stacey adams?

A
  • Equity is an individual’s belief that the treatment he or she is receiving is fair relative to the treatment received by others
  • Focuses on individual’s perceptions of how fairly they are treated
20
Q

Equity theory diagram steps

A

input -> job -> outcome

INPUT - what do i bring the job? eg eduction
OUTCOME - what do i get out of job? e.g,pay?

21
Q

equity theory - when is motivation effected?

A

when ppl claim they have been treated unfairly compared to others

-

22
Q

equity theory - what do people try to do?

A

try to eliminate the discomfort and restore a perceived sense of equity.

23
Q

equity theory - what are the possible responses to perceived inequity?

A

 Changing inputs - e.g. put in less effort,
 Changing outcomes – e.g. request pay rise
 Distorting perceptions - increase perceived status attached to job
 Leave the job

24
Q

reinforcement theory?

A

focuses on the impact of the external environmental consequences of behaviour.

Reinforcement causes behaviour to be either repeated or inhibited

25
Q

Reinforcement theory - what is law of effect?

A

Behaviour that results in pleasant outcome is likely to be repeated
Behaviour that results in unpleasant outcomes is not likely to be repeated

26
Q

Reinforcement theory - what are the 4 types of reinforcement?

A

Behaviour strengthened:

  • positive reinforcement
  • negative/avoidance reinforcement (avoid negative consequence)

Behaviour weakened:

  • extinction (no positive consequence)
  • punishment (negative consequence)
27
Q

Reinforcement Theory – Schedules of reinforcement?

A

Continuous reinforcement
- Each time a desired (undesired) behaviour occurs, a type of reinforcement is applied

Partial reinforcement
- a type of reinforcement applied periodically if desired (undesired) behaviour continue
fixed or variable interval
fixed or variable ratio

28
Q

Content motivation theory?

A

Managers can design work to meet needs & thus elicit appropriate & successful work behaviour.

29
Q

Process motivation theory?

A

Managers can clarify needs, define outcomes available from organisation & ensure each individual has ability & support to attain outcomes

30
Q

Reinforcement motivation theory?

A

Managers attempt to encourage desirable behaviour and inhibit undesirable behaviour by the use of reinforcers.

31
Q

what are the 2 types of rewards and what is reward?

A

Reward: An outcome of positive value to an individual

Intrinsic
Extrinsic

32
Q

what is intrinsic reward?

A
  • Positive emotional experience resulting directly and naturally from your behaviour or achieved results
  • Outcome that gives an individual internal (personal) satisfaction such as that derived from a job well done.
  • Feelings of competency, personal development, self- control…
33
Q

What is extrinsic reward?

A
  • Anything received from another person that the recipient values and is contingent on his or her behaviour or results
  • Are externally administered and are valued outcomes given to staff by a supervisor or higher level manager.
  • Examples include pay bonuses, promotions, time-off, special assignments, office fixtures, awards and praise…
34
Q

Issues with focusing solely on extrinsic rewards?

A
  1. Extrinsic rewards diminish intrinsic rewards
  2. Extrinsic rewards are temporary
  3. Extrinsic rewards assume people are driven by lower- level needs (vs self-enhancement)
35
Q

Effective reward systems 4 criteria?

A
  1. Must meet the needs of the individual for basic necessities.
  2. The rewards should compare favourably to those offered by other organisations.
  3. The distribution of rewards within the organisation must be equitable.
  4. The system must recognise that individuals have different needs and choose different paths to satisfy those needs.

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