Management Chapter 12

Deci + Ryan's three innate needs (description/list)

1. Competence: I want to feel a sense of mastery 2. Autonomy: I want to feel independent and able to influence my environment 3. Relatedness: I want to feel connected to other people

The four major perspectives on motivation (list)

1. Content 2. Process 3. Job design 4. Reinforcement

What are the three process theories?

1. Equity/justice theory 2. Expectancy theory 3. Goal-setting theory

Key elements of Stacey's equity theory (list + description)

1. Inputs: Time, effort, training, experience, intelligence, creativity, etc. 2. Outputs/Rewards: Pay, benefits, praise, recognition, bonuses, promotions, etc. 3. Comparison: People compare the ratio of their own outcomes to inputs against the ratio of someone else's outcomes to inputs

What are the four motivational mechanisms of Locke + Latham's goal-setting theory?

1. It directs your attention toward goal-relevant tasks 2. It regulates the effort expended 3. It increases your persistence by making obstacles become challenges to be overcome, not reasons to fail 4. It fosters use of strategies and action plans

What are the four content theories?

1. Maslow's hierarchy of needs 2. McClelland's acquired needs theory 3. Deci and Ryan's self-determination theory 4. Herzberg's two-factor theory

McClelland's three needs (description)

1. Need for achievement: the desire to excel, to do something more efficiently, to achieve excellence 2. Need for affiliation: the desire for friendly and warm relations with other people 3. Need for power: the desire to be responsible for other people, to influence their behavior or to control them

What are four guidelines to use positive reinforcement?

1. Reward only desirable behavior 2. Give rewards as soon as possible 3. Be clear about what behavior is desired 4. Have different rewards and recognize individual differences

What are the three job design theories?

1. Scientific management theory 2. Job enlargement and job enrichment 3. Job characteristics model

Herzberg's hygiene factors (definition + description)

Lower level needs; factors associated with job dissatisfaction - such as salary, working conditions, interpersonal relationships, and company policy - all of which affect the job context in which people work

McClelland's need for achievement corresponds most closely to what other theory?

Maslow's self-actualization needs

Physiological need (Maslow, description)

Most basic human physical needs; food, clothing, shelter, work wages

Safety need (Maslow, description)

Need for physical safety, emotional security, avoidance of violence - workplace health insurance, job security, work safety rules.

Self-actualization need (Maslow, description)

Need for self-fulfillment, increasing competence, using abilities to the fullest

Esteem need (Maslow, description)

Need for self-respect, status, reputation, recognition; work bonuses, promotions, and awards

What area of equity theory is concerned with the extent to which people believe they are being treated fairly at work?

Organizational justice

What two things must people do for Locke + Latham's goal-setting process to work?

People must understand and accept the goals

What are the two kinds of need for power identified by McClelland?

Personal: expressed in desire to dominate others, involves manipulating people for one's own gratification Institutional: expressed in the need to solve problems that further organizational goals

Needs (definition)

Physiological or psychological deficiencies that arouse behaviors. They can be strong or weak and can vary over time.

Equity theory

Pioneered by J. Stacey Adams; A model of motivation that explains how people strive for fairness and justice in social exchanges

From what assumptions does fitting jobs to people arise?

That people are underutilized at work and that they want more variety, challenges, and responsibility

Reinforcement theory (Definition)

The belief that behavior reinforced by positive consequences tends to be repeated, whereas behavior reinforced by negative consequences tends not to be repeated

How does the job characteristics model work?

The five core characteristics affect three critical psychological states (meaningfulness of work, responsibility for results, and knowledge of results). These states then fuel high motivation, high performance, high satisfaction, and low absenteeism/turnover.

Extrinsic reward (defintion)

The payoff, such as money, a person receives from others for performing a particular task

Motivation (definition)

The psychological processes that arouse and direct goal-directed behavior

Intrinsic reward (defintion)

The satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself

What are some possible negative consequences of stretch goals?

They can generate large attainment discrepancies that 1) increase willingness to take risks, 2) undermine goal commitment, and 3) generate lower risk-adjusted performance

Describe those who are motivated by need for achievement

They prefer working on challenging, but not impossible, tasks; they enjoy situations in which good performance relies on effort and ability and they like to be rewarded for efforts. Lastly, they want to receive a fair and balanced amount of positive and negative feedback, as this enables them to improve their performance

Traditional vs. modern job design (description)

Traditional way is to fit people to jobs, modern way is to fit jobs to people

Why is motivation difficult to understand?

You can't actually see it or know it in another person; it must be inferred from one's behavior

Which of the following is va motivating factor according to Herzberg's two-factor theory? A) pay and security B) the work itself C) supervisors D) company policies

B) the work itself

Process perspectives (definition)

Concerned with the thought processes by which people decide how to act; how employees choose behavior to meet their needs

According to the integrated model, motivation is affected by other personal factors and ______ ones

Contextual

Dividing work among employees and applying motivational theories to increase employee satisfaction are the two components of job ______

Design

Vroom's three elements of expectancy theory

Effort 1) Expectancy: the belief that a particular level of effort will lead to a particular level of performance Performance 2) Instrumentality: the expectation that successful performance of the task will lead to the outcome desired Outcome 3) Valence: Value; the importance a worker assigns to the possible outcome or reward

Bill as low self-efficacy. As a result, his _____ tends to be low

Expectancy

According to research on the job characteristics model, what is the most important psychological state?

Experienced meaningfulness

Herzberg's motivating factors

Factors associated with job satisfaction - such as achievement, recognition, responsibility, and advancement - all of which effect the job content or the rewards of work performance

Hierarchy of needs theory (definition + description)

Founded by Abraham Maslow. Proposes that people are motivated by five levels of needs; 1) physiological, 2) safety, 3) love, 4) esteem, and 5) self-actualization

Acquired needs theory (definition + description)

Founded by David McClelland; states that three needs (achievement, affiliation, and power) are major motives determining people's behavior in the workplace. McClelland believes we learn needs from culture/life experiences.

Self-determination theory (definition)

Founded by Edward Deci and Richard Ryan; assumes that people are driven to try to grow and attain fulfillment, with their behavior and well-being influenced by three innate needs: 1) competence, 2) autonomy, and 3) relatedness

Goal-setting theory (definition)

Founded by Edwin Locke + Gary Latham; an employee-motivation approach that employees can be motivated by goals that are specific and challenging but achievable

Two-factor theory (definition + description)

Founded by Frederick Herzberg; proposes that work satisfaction and dissatisfaction arise from two different factors: work satisfaction from motivating factors and work dissatisfaction from hygiene factors

Job Characteristics Model (definition)

Founded by J. Richard Hackman + Greg Oldham; consists of a) Five core job characteristics that affect b) Three critical psychological states of an employee that in turn affect c) work outcomes - the employee's motivation, performance, and satisfaction

Love need (Maslow, description)

Fulfilled by office parties, company softball teams, management retreats

Stretch goals (definition)

Goals beyond what someone actually expect to achieve

Even when he started his first job, Dewayne was not content to be just one of the employees. His boss noticed that he often coached his coworkers about ways to improve their work, even when it wasn't his job. Dewayne probably has a ______

High need for power

How are process perspectives different from need-based (content) perspectives?

Instead of simply trying to understand employee needs, process perspectives go further and try to understand why employees have different needs, what behaviors they select to satisfy them, and how they decide if their choices were successful

Expectancy theory (definition)

Introduced by Victor Vroom; suggests that people are motivated by 1) how much they want something, and 2) how likely they think they are to get it

What is a downfall of scientific management?

It can create simplified, repetitive jobs that lead to job dissatisfaction, poor mental health, and a low sense of accomplishment and personal growth

Job Design (definition + types)

It is 1) the division of an organization's work among its employees, and 2) the application of motivational theories to jobs to increase satisfaction and performance The two types are traditional and modern

What are Hackman and Oldham's five job characteristics?

1. Skill Variety - the extent to which a job requires a person to use a wide range of different skills and abilities 2. Task Identity - the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end 3. Task Significance - the extent to which a job affects the lives of other people, whether inside or outside the organization 4. Autonomy - the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them 5. Feedback - the extent to which workers receive clear, direct information about how well they are performing the job

What are the four types of reinforcement?

1. positive reinforcement: the use of positive consequences to strengthen a particular behavior 2. negative reinforcement: the process of strengthening a behavior by withdrawing something negative 3. extinction: the weakening of behavior by ignoring it or making sure it is not reinforced 4. punishment: The process of weakening behavior by presenting something negative or withdrawing something positive

Scientific management (definition)

A traditional job design; the process of reducing the number of tasks a worker preforms by stripping down jobs to simple elements, enabling increased employee efficiency and productivity

Content perspectives (Definition)

Also known as need-based perspectives; theories that emphasize the needs that motivate people

Organizational justice (description + types)

An expansion of equity theory; concerned with the extent to which people perceive they are treated fairly at work. The three types are... 1) Distributive justice: reflects the perceived fairness of how resources and rewards are distributed or allocated 2) Procedural justice: the perceived fairness of the process and procedures used to make allocation decisions 3) Interactional justice: relates to the quality of the interpersonal treatment people receive when procedures are implemented

Reinforcement (definition)

Anything that causes a given behavior to be repeated or inhibited