MGMT Ch. 13

What method will work best in motivating employees to increase their efforts?

Asking employees what their needs are then matching rewards to those needs

Salary increase is an example of

Extrinsic reward

Higher-order needs will not motivate people as long as...

Lower order needs remain unsatisfied

Components of expectancy theory

Motivation = valence x expectancy x instrumentality

Intrinsic rewards

Natural rewards associated with performing a task or activity for its own sake

Basic component of Equity theory?

Referents

Directly affected by perceived inequity?

Satisfaction

Unsatisfied needs produce

Tension

What does analyze mean?

analyzing causes and consequences of behaviors

What is valence?

attractiveness or desirability of outcomes/rewards

Reinforcement contingencies

cause and effect relationships between performance of specific behaviors and specific consequences

What does intervene mean?

changing organization by using positive and negative reinforcement to increase frequency of behaviors

Higher-order

concerned with relationships; challenges and accomplishments; and influence

Lower-order

concerned with safety and with physiological and existence requirements

Continuous reinforcement schedule

consequence that follows every instance of a behavior

Intermittent reinforcement schedule

consequences delivered after a specified or average time has elapsed or after a number of behaviors have occurred

Ability

degree to which workers possess knowledge, skills, and talent needed to do a job well

What does evaluate mean?

evaluating extent to which the intervention actually changed workers behaviors

Situational constraints

factors beyond control of individual employees, such as tools, policies, and resources that have effect on job performance

Procedural justice

fairness of procedures used to make reward allocation decisions

Positive reinforcement

follow behaviors with desirable consequences

Five steps of reinforcement theory

identify, measure, analyze, intervene, evaluate

Reinforcement theory says that behavior is a function of

its consequences

What does measure mean?

measuring the baseline frequencies of these behaviors

Behaviors followed by negative consequences will...

occur less frequently

Behaviors followed by positive consequences will...

occur more frequently

Equity Theory

people will be motivated at work when they perceive that they are being treated fairly

Expectancy theory

people will be motivated to extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards

Distributive justice

perceived degree to which outcomes and rewards are fairly allocated

What is expectancy?

perceived relationship between effort and performance

What is Instrumentality?

perceived relationship between performance and rewards

Two parts of reinforcement

reinforcement contingencies and schedules of reinforcement

Motivation

set of forces that initiates, directs, and makes people persist in their efforts to accomplish goal

Schedule of reinforcement

set of rules regarding reinforcement contingencies, such as which behaviors will be reinforced, which consequences will follow, and schedule by which consequences will be delivered

What does identify mean?

singling out critical, observable, performance-related behaviors

Punishment

weakens behavior by following behaviors with unpleasant consequences

Extinction

weakens behavior by removing a positive consequence associated with the behavior

Negative reinforcement

when employees perform specific behavior to avoid unpleasant consequence -avoidance learning

On the basis of research evidence, the two basic categories of needs

-Higher order -Lower order

Components of equity theory

-Inputs: employees contribution -Outputs: rewards employees receive -Referents: comparison to others

Three needs of McClelland's Learned Needs Theory

-Power -Achievement -affiliation

Equity theory focuses on two things

-distributive justice -procedural justice

Four components of Goal-setting theory

-goal specify -goal difficulty -goal acceptance -performance feedback

Two basic components of Inequity

-underreward -overreward

Overreward

-your O/I ratio is better than your referents O/I ratio -experience guilt

Underreward

-your O/I ratio is worse than your referents O/I ratio -experience anger/frustration