Week 3

Question 1

Intensity

Answer 1

• how hard a person tries

Question 2

Direction

Answer 2

• where effort is channelled

Question 3

Persistence

Answer 3

• how long effort is maintained (commitment)

Question 4

Intrinsic motivators

Answer 4

• a person’s internal desire to do something

- e.g. interest, challenge, personality satisfaction

Question 5

Extrinsic motivators

Answer 5

• motivation that comes from outside the person

e. g. pay, bonuses, other tangible rewards

Question 6

The formula for performance

Answer 6

= motivation x ability

Question 7

formula for motivation

Answer 7

= desire x commitment

Question 8

formula for ability

Answer 8

= aptitude x training x resources

Question 9

Maslow’s hierarchy of needs

Answer 9

• the most famous pyramid in the social sciences

Question 10

self actualization (Maslow’s hierachy of needs)

Answer 10

• achieving one’s full potential, including creative activites
• 1st on the pyramid

Question 11

esteem needs (maslow’s hierachy of needs)

Answer 11

• prestige and feeling of accomplishment

- 2nd on the pyramid

Question 12

belongingness and love needs (maslow’s hierachy of needs)

Answer 12

• intimate relationships, friends

- 3rd on the pyramid

Question 13

safety needs (maslow’s hierachy of needs)

Answer 13

• security, safety

- 4th on the pyramid

Question 14

physiological needs

Answer 14

• food, water, warmth, rest

- 5th on the pyramid

Question 15

What does Maslow’s hierachy of needs suggest?

Answer 15

• money motivates to a point
• many OB theories address higher order needs - important for knowledge workers
• managing through fear (phsychological/safety) prevents people from achieving higher needs

Question 16

McCleland’s hierachy of needs

Answer 16

• three specific needs drive individuals within organizations

Question 17

need for affiliation (McCleland’s hierachy of needs)

Answer 17

• the desire for friendly and close interpersonal relationships

Question 18

need for achievement (McCleland’s hierachy of needs)

Answer 18

• the drive to excel to acheive in relation to a set of standards, to strive to achieve

Question 19

need for power (McCleland’s hierachy of needs)

Answer 19

• the need to make others behave in a way they would not have behaved in otherwise

Question 20

How do goals motivate?

Answer 20

• specific and moderately difficult goals lead to higher performance
• difficult goals, when accepted, result in higher performance than do easy goals
• feedback facilitates higher performance

Question 21

Expectancy theory

Answer 21

• individuals act depending on
• whether their effort will lead to good performance
• whether good performance will be followed by a given outcome
• whether that outcome is attractive to them

Question 22

expectancy

Answer 22

• the perceived probability that exerting a given amount of effort will lead to performance
• if i make the effort, will I be recognized?

Question 23

Instrumentality

Answer 23

• the degree to which individuals believe that performing at a particular level will lead to organizational rewards
• If I get a good appraisal will I get a reward?

Question 24

Valence

Answer 24

• the degree to which organizational rewards satisfy an inidividual’s personal goals or needs and are attractive to the individual

Question 25

Justice & Fairness

Answer 25

• the extent to which total rewards are perceived as “fair” greatly influences performance, motivation, and job satisfaction

Question 26

Procedural justice

Answer 26

• the perceived fairness of the process and procedures used to make decisions about employees and pay

Question 27

interactive justice

Answer 27

• the perceived degree to which one is treated with dignity and respect
• important in relationships with our supervisors

Question 28

distributive justice

Answer 28

• the perceived fairness in the distribution of outcomes

Question 29

distributive justice by equality

Answer 29

• everyone should get either the same outcomes or an equal chance at it regardless of how much they contribute

Question 30

distributive justice by equity

Answer 30

• the more people contribute, the more they should be rewarded

Question 31

equity theory

Answer 31

• individuals are concerned not only with the absolute amount of rewards for their efforts, btu also with the relationship of this amount to what others receive
• individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities

Question 32

job enrichment

Answer 32

• increasing the depth of a job by adding responsibility for planning, organizing, controlling, or evaluating the job

Question 33

job enlargement

Answer 33

• broadening the scope of a job by expanding the number of different tasks to be performed

Question 34

five core job demensions

Answer 34

• skill variety
• task identity
• task significance
• autonomy
• feedback

Question 35

skill variety

Answer 35

• variety of different activities required

Question 36

task identity

Answer 36

• completion of a whole and identifiable piece of work

Question 37

task significance

Answer 37

• substantial impact on the lives or work of others

Question 38

autonomy

Answer 38

• freedom, independence, and discretion over process of work

Question 39

feedback

Answer 39

• obtaining direct and clear information about the effectiveness of performance