Chapter 13: Motivating for Performance

Which statements about outcome in expectancy theory are true?

-A given performance may have more than one outcome. -Outcome is something that follows a person's performance.

Expectancy Theory

A theory proposing that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome.

Equity Theory

A theory stating that people assess how fairly they have been treated according to two key factors: outcomes and inputs.

McClelland's basic needs that motivate people

Achievement, affiliation, and power

______ is a human needs theory postulating that people have three basic sets of needs that can operate simultaneously.

Alderfer's ERG theory

Positive Reinforcement

Applying consequences that increase the likelihood that a person will repeat the behavior that led to it.

Motivators

Factors that make a job more motivating, such as additional job responsibilities, opportunities for personal growth and recognition, and feelings of achievement.

True or false: Assessments of equity are made objectively.

False -Assessments of equity are not made objectively. They are subjective perceptions or beliefs.

Motivation

Forces that energize, direct, and sustain a person's efforts

Job enlargement

Giving people additional tasks at the same time to alleviate boredom.

______ theory states that people have conscious goals that energize them and direct their thoughts and behaviors toward an end.

Goal-setting

Make performance instrumental toward positive outcomes

Make sure that good performance is followed by personal recognition and praise, favorable performance reviews, fair pay increases, and other positive results.

______ organizes human needs into a hierarchy of five major types.

Maslow's need hierarchy

Reinforcers

Positive consequences that motivate behavior

Quality of work life (QWL) programs

Programs designed to create a workplace enhances employee well-being

Increase expectancies

Provide a work environment that facilitates good performance and set realistically attainable performance goals

What can a manufacturing firm do to encourage customers to contact them directly with feedback?

Put the firm's phone number on the product

The need for ______ is characterized by a strong orientation toward accomplishment.

achievement

Punishment

administering an aversive consequence

Vertical stretch goals

aligned with current activities, including productivity and financial results.

Hygiene Factors

characteristics of the workplace, such as company policies, working conditions, pay, and supervision, that can make people dissatisfied

The process of sharing power with employees is called ______

empowerment

A theory proposing that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome is called ______ theory.

expectancy

Which of the following would NOT be considered an innovative way for managers to reward employees?

forced overtime

For motivation to be high, expectancy, instrumentalities, and total valence of all outcomes must be ______.

high

According to expectancy theory, a person will be highly motivated if which of the following conditions exist?

high valence + high instrumentality + high expectancy

According to Herzberg, satisfaction and dissatisfaction on the job are caused by what two factors?

motivators hygiene factors

When reinforcement theory is applied in an organizational setting it is called ______.

organizational behavior modification

The ______ need in Maslow's hierarchy is exemplified by food, water, sex, and shelter.

physiological

Using a fair process in decision making and making sure others know that the process was as fair as possible is called ______.

procedural justice

Negative reinforcement

removing or withholding an undesirable consequence

Three implications are crucial for the expectancy theory

1. Increase expectancies 2. Identify positively valance outcomes 3. Make performance instrumental toward positive outcomes

Five categories managers must motivate people to engage in:

1. Join the organization 2. Remain in the organization 3. Attend to work activities 4.Perform (come to work regularly) 5. Exhibit good citizenship

The set of human needs described by psychologist Abraham Maslow

1. Physiological (food, water, sex, and shelter) 2. Safety or security (protection against threat and deprivation) 3. Social or belongingness (friendship affection, and love) 4. Esteem or ego (independence, achievement, freedom, status, and recognition 5. Self-actualization (realizing one's full potential, becoming everything one is capable of being

Four consequences to behavior

1. Positive 2. Negative 3. Punishment 4. Extinction

Hackman and Oldham five core Dimensions

1. Skill variety 2. Task identity 3. Task significance 4. Autonomy 5. Feedback

Maslow's need hierarchy

A conception of human needs organizing needs into a hierarchy of five major types.

Outcome

A consequence a person receives for his or her performance

Alderfer's ERG Theory

A human needs theory suggesting that people have three basic sets of needs that can operate simultaneously

Law of Effect

A law formulated by Edward Thorndike in 1911 stating that behavior that is followed by positive consequences will likely be repeated.

Goal-setting theory

A motivation theory stating that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end.

Psychological contract

A set of perceptions of what employees owe their employers, and what their employers owe them.

Genzeba works in a warehouse. One week she fulfills orders, then the next week she processes incoming shipments. She has different tasks the following week, too. This is known as job ______.

rotation

According to Maslow's hierarchy of needs, once a person's physiological needs are met, the individual moves to the ______ level.

safety or security

Targets that are exceptionally demanding and that some people would never even think of are called ______.

stretch goals

According to the Hackman and Oldham model of job design, positive outcomes occur when people experience certain psychological states. Which of the following is NOT one of those psychological states?

the experience of low internal work motivation

Which of the following are implications of the expectancy theory?

-Managers need to positively identify valent outcomes. -Managers need to make performance instrumental toward positive outcomes. -Managers need to increase expectancies.

A personal statement of purpose should include which of the following?

-an inspiring distant vision -a mid-distant goal -near-term objectives

Fear causes people to do which of the following?

-focus on themselves rather than the group or organization -focus on the short term

Employees who are engaged tend to ______.

-take more initiative -exhibit citizenship behaviors -be more productive

Job enrichment

Changing a task to make it inherently more rewarding, motivating, and satisfying.

Job Rotation

Changing from one task to another to alleviate boredom.

Which statement about McClelland's needs theory is true?

Different needs predominate for different people.

What is the best way to get employees to accept their work goals?

Employees should participate in setting work goals

Expectancy

Employees' perception of the likelihood that their efforts will enable them to attain their performance goals.

______ theory states that people assess how fairly they have been treated according to two key factors: outcomes and inputs.

Equity

Alderfer's three sets of needs

Existence, relatedness, and growth

Two-factor theory

Herzberg's theory describing two factors affecting people's work motivation and satisfaction

Which of the following statements about expectancy is true?

High expectancies create higher motivation than do low expectancies.

Which statement about setting your own goals is true?

It is a powerful tool for self-management.

Intrinsic reward

Reward a worker derives directly from performing the job itself.

Extrinsic rewards

Reward given to a person by the boss, the company, or some other person

SMART acronym

Specific Measurable Achievable Results-based Time-specific

Stretch Goals

Targets that are particularly demanding, sometimes even thought to be impossible.

Organizational behavior modification (OB mod)

The application of reinforcement theory in organizational settings.

Growth need strength

The degree to which individuals want personal and psychological development

Instrumentality

The perceived likelihood that performance will be followed by a particular outcome

Empowerment

The process of sharing power with employees, thereby enhancing their confidence in their ability to perform their jobs and their belief that they are influential contributors to the organization.

Valence

The value an outcome holds for the person contemplating it

True or false: People who feel inequitably treated can restore equity by behaviorally or perceptually changing inputs and outcomes.

True

Identify positively valance outcomes

Understand what people want to get out of work. Think about what their jobs provide them and what is not provided, but could be.

Procedural Justice

Using fair processes in decision making and making sure others know that the process was as fair as possible

Employee Engagement

When employees invest their physical, mental, and emotional energy into performing their jobs, including working hard and producing, taking initiative, and contributing additional citizenship behaviors.

Extinction

Withdrawing or failing to provide a reinforcing consequence

Expectancy theory states that increasing expectancies, making performance instrumental toward positive outcomes, and ______ are crucial to motivate employees.

identifying positively valent outcomes

If people work in a group, and cooperation is essential, ______ performance goals can be dysfunctional by creating competition among team members.

individual

A(n) ______ reward is a reward the person derives directly from performing the job itself.

intrinsic

Horizontal stretch goals

involve people's professional development, such as attempting and learning new, difficult things

The most powerful goals are:

meaningful; important purposes that appeal to people's higher values add extra motivating power.

The forces that energize, direct, and sustain a person's effort is known as ______.

motivation