MOTIVATION

What would be considered "hygiene" factors as described by Herzberg?

YOU FIND YOUR JOB IS VERY REWARDING AND INTERESTING

Equity theory proposed that individuals who are over-rewarded would experience guilt and would try to restore equity. Research showed that

MANY INDIVIDUALS EXPERIENCE DISTRESS AS A RESULT OF BEING OVER-REWARDED

Glassdoor, the job search site, releases an annual list of the "Best Places to Work," which is based on employee reviews on the website. The stocks of companies that appear on the list have ________ the S&P500 in the year following the announcement. Companies that look after employees also do well for stockholders.

OUTPERFORMED

George is fun to be around but loses interest in his work without regular dialogues about it. As a portfolio risk analyst, his tasks can be tedious and detail-oriented. To keep George motivated, his manager can

PLAN WEEKLY MEETINGS FOR STAFF TO DISCUSS THEIR WORK

Greg created an instructional game for employees to demonstrate how financial markets work. The game was a multiple stage lottery. Half the players "lost" at each round and dropped out. After each round, winners could bargain, selling their tickets or combining tickets into pools. Although luck was a factor, skill or a willingness to take risk soon dominated. The losers thought it was unfair. The winners argued it was fair under

PROCEDURAL JUSTICE

________ is the motivation theory that behavior is a function of its immediate consequences.

REINFORCEMENT THEORY

As a manager applying reinforcement theory, what methods would you use to increase the frequency of a desired behavior?

REWARD THE DESIRED BEHAVIOR

Merely the presence of a goal is not motivation enough. According to the goal-setting theory, a goal must be SMART. This stands for:

Specific, Measurable, Achievable, Relevant, Time-bound

As a manager, how can you influence your employee's expectancy perceptions positively?

TALK WITH EMPLOYEES AND DISCOVER WHAT THEY VALUE

The ________ in expectancy theory means the value the employee puts on the reward.

VALENCE

Nina manages an IT department. She notices that all of her highly skilled workers seem to be getting bored. She decides one day it is time to motivate her team, so she sets a goal without consulting them. The goal is to improve the company's network speed. She decides to reward the team with a bowling night when they achieve the goal. According to goal-setting theory, what problems may Nina run into with this approach?

WITHOUT A STATED TIMELINE OR DEADLINE

Nick's Pizza and Pub requires employees to mix it up. After training, they can serve customers, run the cash register or make pizza, whatever needs doing at the time. This approach is

JOB ROTATION

Within an organization, Maslow's hierarchy of needs provides:

A SYSTEMATIC WAY OF THINKING ABOUT THE DIFFERENT NEEDS EMPLOYEES MAY HAVE AT A GIVEN POING

You have an employee who enjoys motivating and influencing others. This same employee saw ways to make the department more efficient and created processes to make that happen. This employee is most likely motivated by ________, according to McClelland's acquired needs theory.

AFFILIATION

Maslow's hierarchy of needs suggests that an organization begins motivating employees by providing a safe workplace, job security, and a living wage. That is by addressing

BASIC NEEDS

Intrinsic motivation exists within a person. Sources of this type of motivation might include

BELIEFS, SENSE OF ACCOMPLISHMENT, OR PERSONAL PRIDE

The ERG theory proposes that basic human needs are grouped into what categories?

Existence, Relatedness, and Growth

________ focuses on employees' perceptions of the quality of the interpersonal treatment.

INTERACTIONAL JUSTICE

Volvo tried ________ in the 1960s, and quality skyrocketed, according to then-president Pehr Gyllenhammar (who retired in the 1990s). This approach dramatically boosted quality (and often raised productivity as well) by pushing power down, replacing inspection with responsibility, and having people work in teams. Volvo found that production under teams stayed constant, largely due to systems constraints, but that the time and capital invested to make the switch was more than paid off in cost savings from reduced turnover and absenteeism.

JOB ENRICHMENT