MGMT 3680 - Quiz 3 (9-11)

Define: Persuasion

Guiding people to adopt an attitude, behavior or belief through communication. (Selling, yes, but also learning, listening, and negotiating)

PERSUASION IN GROUPS "Pull" Tactics

"Pull" tactics •Attract: find common ground •Bridge: involve, listen, disclose

PERSUASION PRINCIPLE #2: RECIPROCITY

-Why does this work? •Sense of obligation •Feeling of getting something in return (not a sucker) -Applications •Be nice and helpful •Door in the face: create apparent concessions

Two-Factor Theory: Motivational factors-

According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive satisfaction. These factors are inherent to work. These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors involved in performing the job. Employees find these factors intrinsically rewarding. Factors include: Recognition Growth and promotional opport. Responsibility Meaningfulness of the Work

Two-Factor Theory (Herzberg's motivation-hygiene theory and dual-factor theory)

According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of "Satisfaction" is "No satisfaction" and the opposite of "Dissatisfaction" is "No Dissatisfaction".

PERSUASION IN GROUPS When you are in the minority:

BE CONSISTENT •Appear extremely rational and calm; earnest •Focus on attacking the issue, not the majority group •Understand and listen to your audience •Look for allies who are on the periphery; Be aware of when potential allies are listening (even if you are not addressing them directly)

ERG THEORY (ALDERGER) 3 Categories? What is it? Compared to Maslow's?

Categories: Existence Needs Relatedness Needs Growth Needs Similar needs to Maslow's however the ERD areas are not stepped in any way. The order of important fo the three categories may vary for each individual. One may choose a lower level need because it appears easier to satisfy. (Frustration-regression principle)

Define: Terminal Values

End states that we strive to accomplish ex: Freedom, equality, happiness

Two-Factor Theory: Hygiene factors-

Hygiene factors are those job factors which are essential for existence of motivation at workplace. These do not lead to positive satisfaction for long-term. But if these factors are absent / if these factors are non-existant at workplace, then they lead to dissatisfaction. In other words, hygiene factors are those factors which when adequate/reasonable in a job, pacify the employees and do not make them dissatisfied. These factors are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. Factors include: Pay Company Policies Fringe benefits Physical working conditions Interpersonal relations Status Job Security

ERG: Growth Needs:

Internal esteem and self actualization (Desires to be creative, productive and to complete meaningful tasks) (Fourth and fifth levels of maslow)

Define: Crowding Out

Motivation crowding theory, in labor economics and social psychology, suggests that extrinsic motivators such as monetary incentives or punishments can undermine (or, under different conditions, strengthen) intrinsic motivation.[ One possible consequence of focusing too much on extrinsic motivation is undermining ("crowding out") intrinsic motivation.

PERSUASION PRINCIPLE #4: CONSISTENCY

People align with their clear commitments. -Why does this work? •(Our) society values consistency •Self-perception -Applications •Get people to go on record/in writing •Low ball: get a low-cost commitment, then reveal additional costs •Foot in the door: precede a large request with a smaller one

PERSUASION PRINCIPLE #5: AUTHORITY

People follow experts. -Why does this work? •True experts are usually knowledgeable (and powerful) •We are socialized to follow experts -Applications •Expose your expertise (display your diplomas) •Get more respected people to vouch for you •Notice when others are following blindly

PERSUASION PRINCIPLE #3: SOCIAL PROOF

People follow similar others. -Why does this work? •We look to others for information •We like to belong -Applications •Use testimonials and peer persuasion •Emphasize that everyone is doing it (and avoid doing the opposite)

Persuasion Principle #1: Liking

People like (and listen to) those who like them. -Why does this work? •People who like us are less likely to take advantage of us. -Applications •Offer praise (preferably genuine) •Highlight similarities (especially if rare)

PERSUASION PRINCIPLE #6: SCARCITY

People want more of what they can have less of. -Why does this work? •Things that are difficult to attain are often valuable •The fear of losing opportunities is powerful -Applications •Focus on what others stand to lose •Recognize the extra value of exclusive and scarce information/goods

ERG: Exisitence Needs:

Physiological and safety needs (Such as hunger, thirst, and sex) (Maslows first two levels)

ERG: Relatedness Needs:

Social and external esteem (involvement with family, friends, and co-workers) (third and fourth level of Maslow)

Define: Values

Stable life goals that people have, reflecting what is most important to them.

Define: Instrumental Values

The right way to behave Honesty, Loyalty, Ambition

Maslow's Hierarchy: What are the 5 steps to the pyramid? What is it?

Top: Self Actualisation (Achieving individual potential) Esteem (from self and others) Belonging (Being a part of a group, love, affection) Safety (Shelter, clothes, removal from danger) Physiological (health, food, sleep) Bottom: Maslow's hierarchy of needs is a motivational theory in psychology comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid. Maslow (1943, 1954) stated that people are motivated to achieve certain needs and that some needs take precedence over others. Our most basic need is for physical survival, and this will be the first thing that motivates our behavior. Once that level is fulfilled the next level up is what motivates us, and so on.

PERSUASION PRINCIPLE #2: Door in the Face Technique

compliance method commonly studied in social psychology. The persuader attempts to convince the respondent to comply by making a large request that the respondent will most likely turn down, much like a metaphorical slamming of a door in the persuader's face.

Intrinsic motivation:

doing things because you want to or because it will make you feel good, not because of rewards someone else is giving you doing something because you want to; because it feels satisfying

Foot in the door Technique

technique is a compliance tactic that involves getting a person to agree to a large request by first setting them up by having that person agree to a modest request. The foot-in-the-door technique succeeds owing to a basic human reality that social scientists call "successive approximations".

MCCLELLAND'S THREE NEED THEORY: Three Needs:

•Achievement •Power •Affiliation We need all three of them, but we each have dominant ones.

Examples of Extrinsic Motivators:

•Job Benefits •Pay/Salary •Job Security •Status/Praise from Co-workers

MOTIVATION RECAP: (Review)

•Motivation comes from people's needs; need theories can tell us what motivates people beyond the obvious (e.g. growth/self-actualization) •People seek a fit between their personal values/motivation and their jobs •But careful about FAE and other caveats related to personality... •This can make organizations more homogeneous over time (A-S-A) •You can mess up intrinsic motivation if you get extrinsic rewards wrong •You can reward too much and crowd out intrinsic (behavior will go away once you stop rewarding) •You can reward too little and signal low importance

PERSUASION IN GROUPS "Push" Tactics

•Persuade, propose, reason •Assert: evaluate, pressure, use incentives

PERSUASION RECAP: (Review)

•Persuading people can be more difficult than it seems, due to reactance, defensiveness, and people's desire for consistency. •Use the principles of similarity, liking, reciprocity, social proof, scarcity, and authority to persuade individuals. •When you are in the minority in a group: •Stay calm and consistent •Use "pull" tactics to build bridges •Look for and speak to allies at the periphery

"SMART" Goals

•Specific •Measurable •Ambitious, yet... •Realistic •Time-bound Ex: "declutter my house" vs. "find three items to donate or toss every weekend of 2018"

Examples of Intrinsic Motivators:

•To learn something new •Develop new skills •To accomplish something worthwhile •To feel good about myself

Why is Persuasion hard? (2)

•What we see as good reasons are often not convincing to people who don't already agree •The upfront hard sell •All of those great facts •People don't want to be convinced •Reactance: don't pressure me! •Defensiveness: I don't want to be wrong •Preference for consistency: I don't want to be flaky

Persuasion Approach:

•You need to either alleviate those concerns... •Or play on even bigger ones •Listen and be open to compromise; understand what is at stake for them and what they are resisting letting go of •Relationships and emotions matter a lot