Chapter 9

Bonus plan

-Bonus plans have more motivational impact than salary increases -The amount of the bonus can be directly and exclusively based on performance

QUESTION! The theory that distinguishes between needs related to the work itself from those related to the context of the work is: -Maslow's hierarchy theory. -inequity theory. -Herzberg's motivator-hygiene theory. -McClelland's needs theory. -equity theory.

-Herzberg's motivator-hygiene theory.

Three Need Theories

-Maslow's Hierarchy of Needs -Herzberg's Motivation-Hygiene Theory -McClelland's Needs for Achievement, Affiliation, and Power

QUESTION! Establishing and maintaining good interpersonal relations and being liked are characteristics of individuals who can be rated high on which of the following? -Need for affiliation -Need for power -Need for consciousness -Need for achievement -Need for self-actualization

-Need for affiliation

Theories (Learning Theories)

-Operant Conditioning Theory -Social Learning Theory -Self-efficacy

QUESTION! Which of the following motivates employees best? -Positive Reinforcement -Negative Reinforcement -Extinction -Punishment

-Positive Reinforcement

QUESTION! Which of the following is an example of extrinsically motivated behavior? -Interesting work -A feeling of accomplishment -Praise -Autonomy -Responsibility

-Praise

Need Theories

-Theories of motivation that focus on what needs people are trying to satisfy at work and what outcomes will satisfy those needs -Basis premise is that people are motivated to obtain outcomes at work to satisfy their needs

QUESTION! People experiencing underpayment inequity are most likely to: -raise their perceptions of their own inputs. -lower their perceptions of others' outcomes. -work harder. -be more absent. -ask for more work

-be more absent.

QUESTION!A worker in an automobile assembly line who chooses his/her work because of the job security it entails is said to be: -intrinsically motivated. -experiencing overpayment inequity. -experiencing underpayment inequity. -extrinsically motivated. -prosocially motivated.

-extrinsically motivated.

Merit pay plan

A compensation plan that bases pay on performance Salary levels are based on performance, cost-of-living

Employee Stock Option

A financial instrument that entitles the bearer to buy shares of an organization's stock at a certain price during a certain period of time or under certain conditions.

Herzberg's Motivation-Hygiene Theory

A need theory that distinguishes between motivator needs (related to the nature of the work itself) and hygiene needs (related to the physical and psychological context in which the work is performed) and proposes that motivator needs must be met for motivation and job satisfaction to be high.

Self-efficacy (Social Learning Theory)

A person's belief about his or her ability to perform a behavior successfully

Learning (Learning Theories)

A relatively permanent change in person's knowledge or behavior that results from practice or experience

Need for Achievement (McClelland's)

A strong desire to perform challenging tasks well and meet personal standards for excellence

Equity Theory

A theory of motivation that focuses on people's perceptions of the fairness of their work outcomes relative to their work inputs.

Social Learning Theory

A theory that takes into account how learning and motivation are influenced by people's thoughts and beliefs and their observations of other people's behavior

Punishment (Operant Conditioning Theory)

Administering an undesired or negative consequence when dysfunctional behavior occurs

Self-Reinforcement (Social Learning Theory)

Any desired or attractive outcome or award that a person can give himself or herself for good performance

Input

Anything a person contributes to his or her job or organization Time, effort, skills, knowledge, work behaviors

Outcome

Anything a person gets from a job or an organization Pay, job security, autonomy, accomplishment

Intrinsically Motivated Behavior

Behavior that is performed for its own sake

Extrinsically Motivated Behavior

Behavior that is performed to acquire material or social rewards or to avoid punishment

Extinction (Operant Conditioning Theory)

Curtailing the performance of a dysfunctional behavior by eliminating whatever is reinforcing them

Negative Reinforcement (Operant Conditioning Theory)

Eliminating undesired outcomes when people perform organizationally functional behaviors

Need for Power (McClelland's)

Extent to which an individual desires to control or influence others

Need for Affiliation (McClelland's)

Extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him get along

Goal Setting Theory

Focuses on identifying the types of goals that are effective in producing high levels of motivation and performance and explaining why goals have these effects -Specific -Difficult -Motivating

Positive Reinforcement (Operant Conditioning Theory)

Giving people outcomes they desire when they perform organizationally functional behaviors

Expectancy Theory

Instrumentality, the association between performance and outcomes, must be high for motivation to be high.

Equity

Justice, impartiality, and fairness to which all organizational members are entitled

Inequity

Lack of fairness

Vicarious Learning (Social Learning Theory)

Learning that occurs when a learner is motivated to perform a behavior by watching another person perform and be reinforced for doing so

Operant Conditioning (Operant Conditioning Theory)

People learn to perform behaviors that lead to desired consequences and learn not to perform behaviors that lead to undesired consequences.

Examples of Merit Pay Plans

Piece-rate Pay, Commission Pay, Profit sharing

Motivation

The psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort, and a person's level of persistence

Expectancy theory

The theory that motivation will be high when: -workers believe that high levels of effort lead to high performance and -high performance leads to the attainment of desired outcomes.

Learning Theories

Theories that focus on increasing employee motivation and performance by linking the outcomes that employees receive to the performance of desired behaviors and the attainment of goals

Prosocially motivated behavior

behavior performed to benefit or help others

Overpayment inequity (Equity Theory)

exists when a person perceives that his own outcome-input ratio is greater than the ratio of a referent.

Underpayment inequity (Equity Theory)

exists when a person perceives that his own outcome-input ratio is less than the ratio of a referent.

Valence

how desirable each of the available outcomes from the job is to a person

Effort

how hard the individual will work

Learning Theory

outcomes (pay), is distributed upon performance of functional behaviors.

Equity Theory

pay is given in relation to inputs

Goal Setting Theory

pay is linked to attainment of goals.

Need Theory

pay is used to satisfy many needs.

Direction

possible behaviors the individual could engage in

Motivator needs (Herzberg's Motivation-Hygiene Theory)

relate to the nature of the work itself and how challenging it is

Hygiene needs (Herzberg's Motivation-Hygiene Theory)

relate to the physical and psychological context in which the work is performed

Expectancy

the belief that effort (input) will result in a certain level of performance

Instrumentality

the belief that performance results in the attainment of outcomes

Persistence

whether the individual will keep trying or give up