Ch. 12 Management
10. According to Maslow, a person who is deprived in both safety and esteem will satisfy her esteem needs first.
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12. According to Maslow's theory, safety needs are the first level in the hierarchy of needs.
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16. The difference between ERG theory and Maslow's theory is that ERG theory is concerned with wants and Maslow's theory looks at needs.
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17. Existence, relatedness and growth needs are part of Maslow's theory.
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18. According to McClelland's Acquired Needs Theory, people are born with their needs for power, achievement, and affiliation.
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2. Motivation can be directly observed in another's behavior.
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20. The need for personal power is positive and involves manipulating people for one's own gratification.
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24. Hygiene factors are factors associated with job satisfaction.
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26. Equity theory is a content perspective on motivation.
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34. In Expectancy Theory, a person's "instrumentality" is their belief that a particular level of effort will lead to a particular level of performance.
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35. Roberto has decided that upon graduation from college, he will accept the job offer that pays the most money. To Roberto, money has high expectancy.
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37. To be most motivating, goals should be set to be specific and challenging, just out of the reach of workers, so that they have to "stretch" to reach them.
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38. Target dates are not necessary when using goal-setting theory to motivate employees.
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39. Job simplification increases the variety of tasks and motivation to perform them.
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42. Job enlargement consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement.
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44. Skill variety, task identity, and task significance are examples of "psychological states."
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46. Task Identity (part of the job characteristics model) refers to the number of different skills a job requires.
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5. Extrinsic rewards include feelings of accomplishment that one gets from performing the task.
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53. Punishment is the withholding or withdrawal of positive rewards for desirable behavior, so that the behavior is less likely to occur in the future.
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56. "Pay for performance" compensation plans base employee pay on the number of job-relevant skills or academic degrees they earn.
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57. "Pay for knowledge" ties employee pay to how long they have worked for the employer.
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58. Gainsharing is the distribution to employees of a percentage of the company's profits.
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9. Content perspectives are theories emphasizing the wants that motivate people.
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1. Managers need to think about employees as investors.
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11. According to Maslow's theory, recognition and reputation are esteem needs.
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13. An organization can offer interaction with others, participation in workgroup, and good relationships with supervisors in order to satisfy an employee's needs of belongingness.
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14. Research does not clearly support Maslow's theory.
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15. ERG Theory is a content perspective motivation theory.
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19. The desire to influence others' behavior is part of the need for power.
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21. If you tend to seek social approval and satisfying personal relationships, you may have a need for affiliation.
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22. In Herzberg's theory, the hygiene factors are the lower-level needs, the motivating factors are the higher-level needs.
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23. According to Herzberg's Two-Factor Theory, the physical working conditions under which an employee works does not act as a strong motivator.
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25. Motivating factors include achievement, recognition, and responsibility.
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27. Process theories are concerned with the thought process by which people decide how to act.
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28. Equity Theory focuses on how fairly we think we are being treated compared to others.
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29. Inputs, outputs, and comparisons are the essential elements in expectancy theory.
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3. People have certain needs that motivate them to perform specific behaviors for which they receive rewards that feed back and satisfy their original needs.
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30. Employee perceptions matter most from an equity theory perspective.
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31. Employees who feel they are underrewarded will respond to the perceived inequity in one or more negative ways.
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32. An employee who receives a raise will be more likely to support organizational change.
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33. Expectancy theory suggests that people are motivated by how much they want something and how likely they think they are to get it.
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36. For a person's motivation to be high, the person must be high on all three elements - instrumentality, expectancy, and valence.
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4. Motivation must be goal directed and inferred from one's behavior.
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40. Job design involves the division of an organization's work among its employees and the application of motivational theories to jobs to increase satisfaction and performance.
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41. The traditional way to design jobs is to fit people to jobs; the modern way is to fit jobs to people.
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43. According to Job Characteristics Theory, workers will be more motivated and perform better when they experience their work as meaningful, feel responsible for results, and know how well they are doing.
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45. According to the Job Characteristics Model, job characteristics affect the psychological state of the employee, which then affects the work outcomes.
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47. Task significance describes the extent to which a job affects the lives of other people, whether inside or outside the organization.
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48. As part of the job characteristics mode, contingency factors refer to the degree to which a person wants personal and psychological development.
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49. Reinforcement theory suggests behavior will be repeated if it has positive consequences and won't be if it has negative consequences.
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50. The use of reinforcement theory to change human behavior is called behavior modification.
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51. Behavior modification is the application of reinforcement theory.
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52. Reinforcement is anything that causes a given behavior to be repeated or inhibited.
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54. A manager should reward only desirable behavior, as soon as possible after it appears.
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55. Employee engagement is a heightened emotional connection that an employee feels for his or her organization, which influences him or her to exert greater discretionary effort in his or her work.
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59. Being nice is one way to motivate employees.
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6. Intrinsic rewards include the satisfaction in performing the task itself.
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7. The four perspectives on motivation are content, process, job design, and reinforcement.
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8. Herzberg's two-factor theory is a need-based perspective on motivation.
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