Chapter 12 management

Simplification of Maslow's Hierarchy of needs

ERG theory

What is an ESOP?

Employee Stock Ownership Plan

Job enrichment

Incorporating high-level motivators, such as achievement, recognition, and opportunities for growth, into the work.

Hygiene factory theory

Involves the presence or absence of job dissatisfiers, such as working conditions, pay, company policies, and interpersonal relationships

Frederick Herzberg's Two-Factor Approach

Motivator and Hygiene factors

Simple model of motivation

Need, Behavior, Rewards, and Feedback

Four categories of motives that managers use (Axis)

Pain/Fear, Pleasure/Growth, Intrinsic/Extrinsic

Motivation

Refers to the forces either within or external to a person that arouse enthusiasm and persistance to pursue a certain course of action

Valence

The value of outcomes (rewards) to the individual.

Job Characteristics model **important

core job dimensions (skill variety, task identity, task significance, autonomy, feedback), critical physiological states (meaningful ness of work, experienced responsibility, knowledge of results), personal work/outcomes (high performance, high satisfaction, high work motivation), and employee growth-need strength (people have different needs for growth and development)

Reinforcement theory

defined as anything that causes a certain behavior to be repeated or inhibited

Matrix

embodies a key management concept that we have discussed throughout the semester

Content theory of motivation

emphasize the needs that motivate people. Things that we want and will work to get (Reward System)

motivational trends

employee empowerment and engagement

Empowering theory

employees receive information about company performance, employees have knowledge and skill, employees have the power to make substantive decisions, employees are rewarded based on company performance

Clayton Alderfer's ERG Theory

existence needs, relatedness needs, growth needs

Process Prospective Theories

explain how people select behavioral actions to meet their needs and determine whether their choices were successful. Goal setting, equity theory, and expectancy theory

Frustration Regression Principle

failure to meet a high-order need may cause a regression to an already satisfied lower-order need

Motivator theory

focus on high level needs and include achievement, recognition, responsibility, and opportunity for growth

Equity theory- Stacy Adams

focuses on individuals' perceptions of how fairly they are treated relative to others

Extrinsic Rewards

given by another person, such as a manager, and include pay increases, promotions, and praise

innovative ideas for motivating

incentive compensation for higher performance, ESOP, gain sharing, variable compensation

Autonomy

independence

Vicarious

living through someone/something else. In Rudy movie. Dad lived through Rudy at game because he couldn't accomplish it himself

Employee engagement

people enjoy their jobs and are satisfied with their work conditions, contribute to company goals, and feel sense of belonging

Abraham Maslow's Hierarchy of needs

physiological needs, safety needs, love/belongingness needs, esteem needs, self-actualization needs

Direct reinforcement

positive reinforcement (rewarding consequence), avoidance learning (also called negative reinforcement, when they remove an unpleasant consequence when behavior is improved), punishment (unpleasant outcome), extinction (withholding positive rewards and essentially ignoring undesirable behavior

Empowerment

power sharing; the delegation of power or authority to subordinates in the organization

Expectancy theory (Rudy movie model)

proposes that motivation depends on individuals' expectations about their ability to perform tasks and receive desired rewards. E--->P expectancy putting effort into task will lead to high performance. P--->O expectancy high, performance of task will lead to desired outcome

Goal Setting Theory- Remember Jim Collins. Created by Edwin Locke and Gary Latham

proposes that specific, challenging goals increase motivation and performance when the goals are accepted by subordinates and these subordinates receive feedback to indicate their progress toward goal achievement

Social learning theory

related to reinforcement perspective, proposes that an individual's motivation can result not just from direct experience of rewards and punishments, but also from person's observations of other people's behavior

Intrinsic Rewards

satisfactions a person receives in the process of performing a particular action

Reinforcement Theory

simply looks at the relationship between behavior and its consequences

law of effect

states that behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated

David McClelland's Acquired Needs Theory

states that three needs - achievement (desire to accomplish something difficult), affiliation (desire to form close personal relationships), and power (desire to influence or control others) - are major motives determining people's behavior in the workplace

Job design

the application of motivational theories to the structure of work for improving productivity and satisfaction

Making progress principal

the idea that the single most important factor that can boost motivation, positive emotions, and perceptions during a workday is making progress toward meaningful goals

Behavior modification

the name given to the set of techniques by which reinforcement theory is used to modify human behavior

Vicarious learning

also known as observational learning. occurs when an individual sees others perform certain behaviors and get rewarded for them