CH 9 BA 1301

Many rock and roll fans believe that Jimi Hendrix was the best guitarist ever and that he stretched his ability to the utmost. According to Maslow's theory of need, Hendrix more than likely satisfied his _____ need.

self-actualization

Maslow's hierarchy of needs - fifth

self-actualization needs - needs for fulfillment, for living up to one's potential, and for using one's abilities to the utmost

Maslow's hierarchy of needs - three

social needs, for belonging (acceptance by others) and for giving and receiving friendship and love

economic incentives

stock options, bonus, profit sharing

In Herzberg's model, which of the following would be an example of a hygiene factor?

supervision

recognition and empoerment

takes many forms: gifts, public recognition, extra time-off, and of course...

hygiene factors (job dissatisfiers)

Extrinsic elements of the work environment that do not serve as a source of employee satisfaction or motivation.

_____ are incentive programs based on group productivity. Employees share in the financial gains attributed to the increased productivity of their group.

Gain-sharing plans

_____ is the redesign of a job to provide workers with more authority, responsibility, challenge, and the opportunity for more personal achievement is called:

Job enrichment

Herzber's Motivator-Hygiene Theory

NOT two opposing factors. an analogy would be length and width: if a piece of wood is too thin, making it longer doesn't fix it

Theory X

People hate work and must be controlled, directed or threatened to do it. The average person prefers to be directed, avoids responsibility and values security above all else.

job enlargement

The horizontal expansion of a job, increasing thenumber and variety of tasks that a person performs. (more work for samepay?)

intrinsic

internal: satisfaction, sense of accomplishment

frederick taylor "father of scientific management"

- create detailed descriptions of every motion needed to do a task - scientifically select, train, teach and develop workers - encourage cooperation between workers and managers to do each task in one scientifically determined way - divide the work between management and workers according to who is better suited - flaw: assumed that all people are motivated by economic means

Mayo's Hawthorne Studies

- mayo did experiments to see what improved productivity - the "hawthorne effect" when you tell people you are studying them they are more productive - employees also do better when they have some control over their situation - the role of worker's social needs were recognized

Three types of consequences (can be different for different people)

- positive (reward) - negative (punishment) - none

contemporary theories

- reinforcement theory: people do things because they know other things will follow. so, depending on what type of consequences follows, people will either practice a behavior or refrain from it

goal-setting theory

- set specific goals - set more difficult goals (still accepted by the individual) - provide feedback on progress - instructor's opinion: managing what you measure is productive

Based on the expectancy theory, managers who want to motivate their employees should:

-determine the rewards valued by each employee -link rewards to performance -determine what factors might counteract the effectiveness of a reward -make sure the rewards are adequate for the level of performance

work-scheduling options (aka flextime)

4 - 40 (four 10 hour days) or 9-80 (one day off in two 40 hour weeks)

Wes Johnston overheard his manager say, "Work is as natural as play, and workers seek more job responsibility." This statement supports:

Theory Y assumptions

Theory Y

Work is as natural as play or rest. People want to and can be self-directed and self-controlled and will try to achieve organizational goals they believe in. Workers can be motivated using positive incentives and the average person not only accepts responsibility but seeks it out

Equity Theory

based on individuals' perceptions about how fairly they are treated compared with their coworkers - doing the same job should get the same pay - but more $ for working the second or third shift is fair, right? 1 workers may "change" to make it fair (in their own way)

job rotation

called cross-training, job rotation is the shifting ofworkers from one job to another. This may be done to broaden anemployee's skill base or because an employee has ceased to be interestedin or challenged by a particular job.

education and training

can be a reward and result in a better employee

The belief behind employee ownership is the idea that it will:

cause employees to act more like partners than clock watchers

employee ownership

employee stock ownership plan (esop) - how much does it take to feel/act like an "owner"? - all of your eggs in one basket may not be wise investing

An example of a provider of exceptional customer service is L.L. Bean, Inc. One of its employees actually drove 500 miles from Maine to New York to deliver a canoe to a customer who was leaving on a trip. The employee was able to perform this task with the support of L.L. Bean because the catalog retailer believes strongly in:

empowerment

Maslow's hierarchy of needs - fourth

esteem needs - respect of others and for a sense of accomplishments and achievement

extrinsic

external: paycheck, promotion, raises

According to Maslow's hierarchy of need, the most basic needs are the social needs.

false

Equity theory is a theory of motivation that focuses on the link between motivation and organizational culture.

false

Human resources managers have yet to find any use for Maslow's hierarchy of needs.

false

With the goal-setting theory, managers have learned that easier goals motivate more effectively than challenging ones.

false

work-life benefits

helping their employees to manage the numerous and sometimes competing demands. maternity and paternity leave for example. what do you come back to after vacation?

Theory Z

long-term employment, slow career development, moderate specialization, group decision-making, individual responsibility, relatively informal control, and concern for workers. Theory Z has many Japanese elements.

Maslow's hierarchy of needs - First

physiological needs, that is, the needs for food, shelter, and clothing

Motivating factors (job satisfiers)

primarily intrinsic job elements that lead to satisfaction

dealing with absenteeism

reducing missed days and turn over

Maslow's hierarchy of needs - Second

safety needs, protection from harm

Which of the following is NOT an example of a job satisfier?

salary and fringe benefits

According to expectancy theory, the probability of an individual acting a particular way depends on the strength of the individual's belief that:

the act will have a particular outcome and on whether the individual values that outcome

want

the gap between what is and what is desired

need

the gap between what is and what is required

important observation

the implication that the opposite of satisfaction is not dissatisfaction

A knowledge-based work force is qualitatively different from a skills-based work force.

true

job sharing

two individuals to split the tasks, responsibilities, and work hours of one 40 hour per week jobs

job enrichment

vertical expansion of an employee's job: enrichmentattempts to increase job depth by providing the employee with moreautonomy, responsibility, and decision-making authority.

telecommuting

work from home