MG201

benefits of maslows hierarchy of needs (4 bullet points)

1. Easy to understand 2. served as a starting point for later theories 3. showed that workers have needs beyond just earning a paycheck

what is motivation based on (2 points)

1. a persons evaluation of his outcome/ effort ratio 2. comparison of outcome/input ratio to comparison of others ratios

what are the choices for restoring equity

1. adjust the outputs, inputs, or both of self and/or comparison other 2. change comparison other 3. quit

Hackman & Oldham's Job Characteristics Model includes... (4 points)

1. core job characteristics 2. critical psychological states 3. moderating factors 4. work outcomes

how to individuals who are under rewarded respond (2 points)

1. decreasing inputs (less effort, more time off, sabotage, quitting, decreased quality) - only decreased performance if there is not a strong link between performance and future rewards 2. adjusting perceptions (lower salary is fine because work I do is easy and enjoyable)

implications of job characteristics model managers should... (3)

1. diagnose the work environment to see if a problem exists 2. determine whether job redesign is appropriate 3. consider how to redesign it

what are the 3 motiving factors

1. employee knowledge and skill 2. growth need strength 3. context satisfaction

what are the critical psychological states (3 points)

1. experienced meaningfulness of work 2. felt responsibility 3. knowledge of the results

what should theories of motivation contain

1. initiation of behavior 2. direction 3. persistence 4. intensity

what are the three major perspectives on motivation

1. need based (i.e. content) 2. process 3. reinforcement

what is the misconception of motivation (1)

1. parsimony

name the forms where reinforcement takes various forms (4 points)

1. positive reinforcement 2. negative reinforcement 3. punishment 4. extinction

what are the 5 categories of maslows hierarchy (bottom to top)

1. psychological 2. safety 3. social belongingness 4. esteem 5. self actualization

People with a high need for achievement prefer situations where they can... (5 points)

1. take personal responsibility 2. get credit fro accomplishments 3. receive clear/ unambiguous feedback 4. perform tasks of moderate difficulty 5. focus on future or innovative opportunities

Over rewarded individuals respond by (2 points)

1. working harder and longer hours or higher quality so that they feel they are falling even with their rewards 2. adjusting perceptions (inputs are more values, or outcomes are less valuable, than originally thought)

what are the 6 forces of general environment

1.Economic forces 2.Technological forces 3.Sociocultural forces 4.Demographic forces 5.Political-legal forces 6. International forces

task environment is compromised of

11 groups

what are the groups compromising task environment

11 groups customers competitors suppliers distributors strategic allies employee organizations: unions and associations local communities financial institutions government regulators special interest groups mass media

What is the misconception of motivation (2)

2. believe people are equal and start on the same footing

what is the misconception of motivation (3)

3. motivation is an unobservable construct and one must infer its existence from observable behaviors

how many forces compromise general environment

6 forces

what are economic forces

Consists of general economic trends and conditions that may impact organizational performance

what is general environment

Dimensions of the external environment that affect the organization broadly and indirectly

who depends on employee payroll for livelihoods

Families and merchants depend on employee payroll for livelihoods

what are government regulators

Federal, state, local, and foreign governments and Regulatory agencies that establish ground rules under which organization may operate

economic forces and control relationships

Forces in nation, region, or world over which organization has no control

what are special interest groups

Groups whose members try to influence specific issues

what is distributors nature of influence

In industries where there is not a lot of competition, distributors have a lot of power over ultimate price of produce Advent of Internet has allowed several companies to cut out middle-man and sell directly to customers

employees knowledge and skills employees needs enough...

KSA's to perform the job successfully and to enjoy the meaningfulness and responsibility of the job

what are examples of government regulations

Laws against employment discrimination Regulations for handling hazardous waste Limits on TV advertising Minimum wage law FMLA Medical insurance benefits

what are special interest groups nature of influence

May attempt to exert political influence on lawmakers via election campaign contributions or letter-writing and May organize picketing and boycotts of certain companies

what are the need based theories of motivation

McGregors Theory X and Theory Y Maslows Hierarchy of needs Herzbergs 2 factor theory McCellands Acquired (i.e. learned) needs theory

what are the characteristics of workplace location

Must consider the area's prevailing wage Must also consider the country's infrastructure - Roads, electrical service, telecommunications - Services considered basic in US are less available/reliable elsewhere

what are financial institutions

Organizations turn to financial institutions (e.g., commercial banks, investment banks, insurance companies) for start-up costs, expansions, and when difficult times arise

what are competitors

People or organizations that compete for customers services

nature of influence of employee organizations

Provides employees of the organization a more powerful voice. Making them a force to be reckoned with.

who relies on local communities

Schools and municipal governments rely on organization for tax base

what are strategic allies

The relationship of two organizations who join forces to achieve advantages neither can perform as well alone

what is the most comprehensive and highly regarded theory of motivation

Vrooms expectancy theory

what is expectancy theory explained as

a process in which people choose behaviors based on 3 factors expectancy, instrumentality, valence

what happens when inequity is perceived

adjustments are made when inequity is perceived

describe specific goals

allow people to better direct their efforts and increase motivation

2 points to summarize expectancy theory

although it is complex, the underlying logic is understandable it is the most comprehensive and highly regarded theory or motivation

what are the feelings of an under rewarded individual

angry, frustrated, dissatisfied

for psychological needs, in the usa most employees...

are able to satisfy these needs

people with a high need for power (5 points)

are motivated to control environment superior performers good attendance records hold supervisory positions can generate conflict in quest for power

Implications of goal setting managers should set goals as (6 points)

are specific are challenging are achievable are measurable have target date for completion and are jointly decided upon with the employee

what is experienced meaningfulness of work

derived from skill variety task identity and task significance and the employee perceives job has outcome that is useful/valuable to her, the organization, and its environment

what theory does adams equity theory differ from

differs from expectancy theory

what is task environment

dimensions of external environment that directly interact with and influence the organization

what is profit sharing

distribution of company profits

what is gainsharing

distribution of savings due to decreased costs or increased productivity like a scanlon plan

questions to ask when motivation is low (3)

do employees think that they can be successful in completing the task they are asked to perform? look at expectancy. does the employee have the ability to perform well? does the employee think he can perform well? does the employee have to work hard to perform well? does the employee know the difference between good and bad performance?

managers want to motivate people to (5)

do extra work above and beyond what is required - looking for good organizational citizens

what is the shortcoming of the theory in adams equity theory

does not allow for predictions of how people choose to restore equity.

what are the two trends in the competitive environment

due to global nature of modern business competition has become more complex and challenging competitors from other countries have begun providing better quality and lower costs

Herzberg's Two-Factor Theory hygiene factors characteristics of working situation affect...

employee dissatisfaction

Herzberg's Two-Factor Theory when motivators are present...

employees feel satisfied

what are the types of internal stakeholders (3)

employees owners and board of directors

Herzberg's Two-Factor Theory employees motivation

employees tend to be motivated by factors intrinstic to a job (satisfiers) and demotivated by the absence of favorable extrinstic factors (hygiene factors)

what is the difference between expectancy and equity theory

expectancy is the motivation from intrapersonal source within a person and equity is motivation from interpersonal comparison. comparison to others (coworkers or others in similar jobs outside the organization)

what are the three process theories of motivation

expectancy theory equity theory goal setting theory

Goal setting theory helps...

explain instrumentality

what are extristic rewards

external reward payoff from pleasing others satisfaction comes in the payoff from others an example: money received as a result of performing a task

types of motivation and rewards

extristic and intristic rewards

what is the modern approach to job design (3 points)

fitting jobs to people based on the assumptions that people are underutilized at work and desire more variety challenge and responsibility use job enlargement and job enrichment

what is traditional approach (3 points)

fitting people to jobs use with the assembly line jobs and jobs involving routine tasks using job simplification to decrease the number of tasks a worker does

what are the types ratio schedules

fixed continuous variable

why is motivation important essential...

for gaining a sustainable competitive advantage, yet those charged with responsibility to motivate others (i.e mamagers) do not know how to effectively motivate employees.

what are the feelings of an over rewarded individual

guilty and worries that others will resent them, they are more likely with benevolents or equity sensitivities

for safety needs in the usa many employees...

have these needs met

what are the results if all of these psychological states occur (4 points)

high motivation high quality performance great satisfaction with work low absenteeism and turnover

goal commitment and performance

high performance requires commitment to goal

what is job enlargement

horizontal loading (increases the # of similar tasks)

motivation as the sole cause of performance no matter...

how badly you want something, some thing you simply cannot do

what is the question of intensity

how intense is the energy level?

what is the question of persistence

how long is energized behavior maintained?

what is the nature of influence of suppliers

impact through quality and availibility of inputs offered quality impacts how well the inputs can be transformed into desirable outputs

what is the complex process of motivation

impacted by individual differences in values, perceptions, and personlity.

why are local communities important

important when new organization arrives or when existing organization leaves

in equity theory employees should be allowed to participate...

in important decisions which leads to greater feelings of satisfaction

people with a high need for affiliation are happiest and perform best...

in jobs that allow for interactions with others and making friends

what is customers important of influence

in the long run organizations only succeed if they produce what customers want and need

what are context satisfactions

include satisfaction with pay, supervisors, coworkers, and job security which are hygiene factors

what are reinforcements focused on

increasing the frequency of a desired behavior

motivation is responsible for changes in

intensity level, persistence, and direction of on going behavior

what type of stakeholders are there

internal and external

what are intristic rewards

internal reward payoff comes from pleasing oneself satisfaction comes from performing the task itself an example: feeling of accomplishment one gets from performing the task

what are the 3 misconceptions of motivation

is a personality trait is mere arousal is the sole cause of performance

motivation as a personality trait more appropriate....

is an interaction between person, time, and situation person x time x situation

questions to ask when motivation is low (2)

is this an outcome that they value? look at valence

implications of need based theories the best practice...

is to give choices in compensation and benefits package

motivation as mere arousal more appropriate...

is to think of it as being aroused, directed, and involving conscious states

What is Hackman & Oldham's Job Characteristics Model

it is built off of herzbergs two factor theory and it is a more comprehensive model of the motivational approach to job design

what is intensity

it is measured by the effort expended problem for organizational factors as many are cognitive uses performance as proxy for effort

disadvantages of maslows hierarchy of needs

it is not supported by research however it is still popularly used by managers because it is logical and makes sense

what is persistence

it is rarely looked at but could be time engaged in a task

in expectancy theory what does it posits that employees will do

it posits that employees will select the course of action that produces the greatest value

applying the job characteristics model developed the....

job diagnostics survey to measure employees perceptions of core job characteristics critical psychological states and moderations. you then use the results from the JDS to identify jobs lacking in core characteristics and to suggest improvements

Describe Maslows Hierarchy (3 points)

one of the first theories on motivation (1940s) asserted needs are never completely satisfied thus our actions are aimed at fulfilling deprived needs argued that needs are innate and not learned

Economic conditions where...

organization operates impacts access to capital, prices it can charge, demand for products

how do organizations offer belongingness

organizations can offer interactions with others, participate in workgroups, and have good relationships with supervisors.

why are some outcomes not as motivating as others

over or under rewarded the outcome is not something you desire

Herzberg's Two-Factor Theory hygiene factors lower level needs...

pay levels, security, company policies and administration, relationship with supervisor, and work conditions. it impacts job content

popular incentive plans are... (6 points)

paying for performance bonuses profit sharing gainsharing stock options pay for knowledge

describe vague goals

people do not know where to direct their efforts and motivation is decreased

what are external stakeholders

people or groups in the organizations external environment that are affected by or effect the organization

what does goal commitment cause

people to persist in efforts to reach their goal even when faced with obstacles

goal commitment is defined as

peoples willingness to work hard to achieve goals

summary of equity theory perceptions of fairness...

perceptions of fairness are a big issue in organizations. employees who think they are being treated fairly are more likely to support organizational change, cooperate in group setting, and be satisfied and committed to the organization.

managers want to motivate people to (4)

perform better - want high productivity and not just the bare minimum

what are the 3 work outcomes

performance satisfaction internal work motivation

what is the performance equation

performance = ability x motivation x situation

motivation as the sole cause of performance performance deficits...

performance deficits do not equal the motivational deficits

motivation as the sole cause of performance performance and interactions

performance is an interaction motivation x ability x situation

what is task identity

performing job results in completion of whole identifiable piece of work

what are distributors

person or organization that helps another organization sell its goods or services to customers

what are suppliers

person or organization that provides supplies

what is mass media

print radio TV and internet

what is the nature of influence of strategic allies

produces strategic advantages that organization could not derive alone

what are safety needs

protection from possible threats like physical safety and emotional security and the desire to avoid violence and threats once met motivated to satisfy social needsw

what is punishment

provide negative outcomes when undesired behavior is performed traffic ticket for speeding

what is positive reinforcement

provide positive outcomes when desired behaviors is performed for example pizza for readings books

how can an organization offer safety needs

providing job security, health and retirement benefits, and safe working conditions

what is the nature of influence

rapidly disseminates news both good and bad

what are the inputs that come from suppliers

raw materials, services, equipment, labor and energy

implications of need based theories managers must...

realize that different people are driven by different needs and that importance of needs changes over time must consider what conditions motivate each employee and adjust/change conditions accordingly

determine whether job redesign is appropriate

redesign is most likely to work when environment is participative and when workers have the needed KSAs

what are variable ratio schedules

reinforcement given after several occurrences of behavior but number differs each time behaviors are less prone to extinction las vegas slot machines

what are continuous ratio schedules

reinforcement given for each occurrence of behavior candy for every correct answer

what are fixed ratio schedules

reinforcement given when behavior takes place given the number of times learn behavior quickly and exhibit behavior often behavior quickly extinguished example: candy for every 10 correct answers

schedules of reinforcement Interval schedules

reinforcement is linked to time intervals rather than frequency of desired achieve lower performance of target behavior than ratio schedules

what is negative reinforcement

remove negative consequences when desired behavior is performed buzzing noise stops when the seat belt is worn

what extinction

remove positive outcomes when desired behaviors is performed so that it is less likely to be performed again in the future no longer offering money for suggestions to improve workplace safety occurs when management becomes overloaded with poor ideas

motivation as the sole cause of performance performance requirements ....

requires skills and resources

People with a high need for achievement take...

responsibility for their actions

Herzberg's Two-Factor Theory the relationship satisfaction and dissatisfaction

satisfaction and dissatisfaction are separate independent factors and are not a continuum. The presence of a given factor leading to satisfaction does not mean its absence leads to dissatisfaction

implications of goal setting theory managers should also (3 points)

set goals for all activities required for effective performance provide feedback so employees can gauge goal performance discrepancies reward people when the goal is reached

what are gov regulators nature of influence

sets limits on what organizations may produce, how they may operate, and the costs of operating

what is the board of directors

sets the organizations overall goals and approve major decisions and salaries of top mgmt

managers want to motivate people to (3)

show up for work - absenteeism and tardiness are huge probelms

what is pay for knowledge

skill based pay

core job characteristics are ... (5 points)

skill variety task identity task significance autonomy feedback

Reinforcement perspective on motivation is also known as

skinners operant conditioning

motivation and arousal

some people think that motivation is mere arousal

goal characteristics

specific challenging and achievable

what are the goal characteristics (4 points)

specific goals vague goals challenging goals easy goals

managers want to motivate people to (2)

stay with the organization

what are some examples of owners

stockholders, sole proprietors, partners, investors in privately held company, employees with a share in ESOP

what are the 2 categories of external stakeholders

task environment general environment

what topic of external stakeholders do managers have the most impact

task environment because they devote the most time and attention to task environment and managers deal with task environment on a daily basis

goal setting theory stresses...

that making goals can be difficult but attainable

who is the board of directors elected by

the board of directors is elected by stockholders to ensure the company is running according to their interests

What is task significance?

the degree to which a job has significant effect on the internal and external customers

what is autonomy

the degree to which an employee has freedom, independence, and discretion needed to schedule work and decide how to carry it out

what is skill variety

the degree to which employees must carry out diverse activities and use a number os different skills

implications of reinforcement theory managers must then link...

the desirable outcomes (or reduction of undesirable outcomes) to behaviors to be encouraged

what is job design

the division of organizations work among its employees application of motivational theories to increase satisfaction and performance on the job

what is feedback

the extent to which performing job tasks provides clear and direct information about employee effectiveness

goal commitment is most likely when

the goal is public and the person has a high need for achievement

goal commitment decreases when

the goal is though to be too hard and unachievable

Herzberg's Two-Factor Theory higher level needs such as...

the need for achievement, recognition, responsibility, advancement, and inherently satisfying work. And they impact the job content or the rewards

what is social/belongingness needs

the need for affection, belonging to group, and a sense of community or affiliation. concerned with love, friendship, and affection. once met motivated to satisfy esteem needs

what are psychological needs

the need for basic survival such as food water shelter and comfort organizations offer adequate base pay once met, motivated to meet safety needs

need based theories of motivation help to explain...

the outcomes valued at a given point in time and why some outcomes are more motivating than others

what are stakeholders

the people whose interests are affected by an organization's activities

employees knowledge and skills employees who lack skills ...

will be frustrated not motivated

growth need strength employees with weak growth need...

will be more likely to be overwhelmed and view jobs as burdensome and not stimulating

growth need strength employees with stronger growth need...

will be more motivated by jobs with core characteristics in the model

why is motivation difficult to understand

you cannot see it or know it in another person and it must be inferred from ones behavior

need based theories of motivation explain ...

motivation in terms of deficiencies experienced.

motivation as a personality trait if true...

motivational level would be stable across situations, times, and space. it varies across settings and within the same situation

suitable definition for motivation

multifaceted construct and responsible for changes in the intensity level, persistence, and direction of on-going behavior.

general environment organizations...

must adapt to changes in general environment as it impacts long-term plans and decisions Managers must be aware of general environment on global level Know what is happening in other countries relevant to organization's functioning

what are the three needs in McCellands Acquired (learned) needs theory

need for achievement, need for affiliation, need for power

what are esteem needs

need for self esteem, self confidence, self respect, recognition, reputation, appreciation, attention of others, and social esteem once met motivated to satisfy self actualization needs

need based theories of motivation all need theories recognize...

need for tangible goods (food clothes money) satisfying relationships personal growth and esteem

what are self actualization needs

need to fulfill ones fullest potential very few people have other needs so well satisfied that they can pursue these needs

how can an organization provide esteem needs

offer job titles, awards, recognitions, praise, status, merit pay, challenges, and employee participation.

how can organizations provide self actualization needs

offer training, creativity promotions, and employee control over jobs.

People with a high need for achievement focus...

on the task at hand

Herzberg's Two-Factor Theory when hygiene factors are perceived negatively ...

one feels dissatisfied

When does under rewarding individuals occur

when individuals perceive his/her efforts are not fully rewarded

when does overrewarding occur

when the outcomes are perceived as too high

implications of reinforcement theory managers must determine...

which aspects of work are most pleasant and unplesant

forward looking companies view employees...

as the most important asset

goal setting theory assumes....

behavior comes from conscious goals/intentions

Expectancy Theory describe instrumentality

belief that performing behavior is associated with a particular outcome if you study hard for an exam you will get an A

expectancy theory describe expectancy

beliefs about trying to perform behavior and actually doing it well. high expectancy leads to increased motivation

describe difficult/ challenging goals

can be more motivating results in people trying harder, developing more effective strategies and being better able to direct efforts people may focus on goal and not what the organization desires

Herzberg's Two-Factor Theory hygiene factors can....

can decrease or maintain motivation but not improve it

explain abilities

can select or train employees with required abilities is easy to identify missing abilities

Herzberg's Two-Factor Theory characteristics and work situations

characteristics of work situations affect employee satisfaction

what are the 2 important economic concerns

characteristics of workplace location business cycles

Motivation

combination of forces that lead people to behave as they behave

how does one determine equity

compare your own outcome/ input ratio to ratio of comparison other

McCellands Acquired (learned) needs theory need for achievement

concern for attaining and maintaining self set standards for excellence desire to excel do better and achieve excellence

McCellands Acquired (learned) needs theory need for power

concern for attaining responsibility, influence, and reputation desire to influence and control others can be personal (negative) or institutional (positive)

McCellands Acquired (learned) needs theory need for affiliation

concern for building and maintaining relationships with others and being accepted by others

describe owners

consist of those who can claim the organization as their legal property

what is the nature of influence of customers

decide whether to buy an organizations goods or services set standards for acceptable quality and practices lobby government to establish laws and regulations

restoring equity with a difference in rewards

decisions of rewards depend on whether individuals are over or under rewarded

in equity theory employees should be able to appeal...

decisions that impact their welfare which promotes the belief that they are fairly treated

what is felt responsibility

derived from autonomy and the employee feels that they are personally accountable for the results of her work

applying the jobs characteristics model to compute...

jobs motivating potential score to identify jobs most in need of improvement. the lower the MPS in need of improvement. improvement accomplished by providing missing core job characteristics

managers want to motivate people to (1)

join the organization

what are the role of perceptions (4)

judgements based on perceptions not facts people typically overestimate the value of their own contributions when compared to others contributions men tend to overestimate their own contributions women tend to value more nonfinancial outcomes than men

what do employee organizations include

labor unions - Represent hourly workers - in recent years, % of labor force represented by unions has steadily declined - Union agendas have changed - Strikes and violence are out - Benefits, stock ownership, and living-wage campaigns are in professional associations - Represent salaried workers

describe easy goals

less motivating

what are competitors nature of influence

limits the organizations access to resources by competing for the same inputs impact is greatest when barriers to entry are low and buyers are willing to accept substitutes to be successful organization must know what competitors are doing

schedules of reinforcement what are ratio schedules

link reinforcement to number of times the desired behavior takes place

using compensation to motivate employees to be effective, rewards must be... (5 points)

linked to performance measurable able to satisfy individual needs agreed upon by manager and employee perceived as fair, believable, and achievable

do organizations extert little or high influences in general environments

little

Maslows hierarchy assumes that...

lower level needs are met prior to expending effort on higher level needs. The lower level needs must be satisfied first before moving to the next higher up need

conflict between mgmt and employees...

lowers organizational performance

what is direction

measured as ability to choose. whether that be job choice, task choice, voluntary turnover, or absenteeism.

what is initiation of behavior

measures are poor and mostly psychological

what is paying for performance

merit pay, piece rate, sales commisions

People with a high need for achievement set...

moderately difficult goals

is motivation difficult to manage

more difficult to manage because it is harder to identify causes for a lack of motivation

what are the two factors of Herzberg's Two-Factor Theory

motivation and hygiene factors

why is motivation important along with ability...

motivation determines how well people perform

how did Kinicki and William describe motivation as

the psychological processes that arouse and direct goal-directed behavior

what are moderating factors

the relationship between core job characteristics and outcomes varies according to factors

Goal-setting theory is

the theory of motivation that links behavior to goal characteristics and goal commitement

expectancy theory describe valence

the value that a person places on an outcome and the attractiveness of an outcome

what is job enrichment

the vertical loading (increasing responsibility)

Hackman & Oldham's Job Characteristics Model posited that....

there are certain core characteristics of a job that determine its motivating potential. It is done by leading employees to experience critical psychological states which lead to work outcomes

what are the knowledge of the results

they are derived from feedback and employees know whether she was effective

how do individuals typcially meet social belongingness

they meet these needs through relationships with family, friends, and coworkers

what are customers

those who pay to use the organizations goods or services

using nonmonetary incentives to motivate employees... (5 points)

thoughtfulness work life balance incentives comfortable surroundings skill building and educational opportunities sabbaticals

Herzberg's Two-Factor Theory lessons learned are that managers should seek...

to eliminate dissatisfaction and make sure working conditions, pay levels, and company policies are reasonable.

Herzberg's Two-Factor Theory adding these motivating factors...

to job is associated with increased motivation and superior performance

Herzberg's Two-Factor Theory lessons learned are that managers should try...

to spur motivation by providing opportunities for achievement, recognition, responsibility, and growth.

employees who are dissatisfied are more likely

to view these characteristics as attempts at exploitation

employees who experience these satisfactions are likely...

to view variety and responsibility in positive light

what is the question of direction

to what end state is energy behavior

what are the two approaches to job design

traditional and modern

consider how to redesign the job

try to increase core job characteristics that are lower than the national norms

diagnose the work environment to see if a problem exists

use the MPS from the JDS to determine if amount of internal work motivation is high or low

need based theories of motivation are related to...

valence

how to calculate the motivating potential score

variety + identity + significance (3) x autonomy x feedback

who created expectancy theory

vroom

the equation of expectancy theory

vrooms model is a multiplicative equation. If any of the factors = 0 then the motivation is zero

questions to ask when motivation is low (1)

what do employees think will be the outcome associated with the behaviors being encourage? look at the instrumentality does the employee believe the manger will deliver the promises does the employee believe all the members will receive similar rewards for good or bad performance?

why is motivation important must understand....

what motivates employees and establish conditions where employee behavior supports the organization

what is the question of initiation of behavior

what starts, energizes, or activates action of person`