Chapter 10 Management and Production

According to the motivation framework presented in your text, after a worker notices an unfulfilled need, the next step is

searching for ways to satisfy the need

Goal setting theory: 4 things that go into this 1. extent to which a goal is challenging and requires effort, people work harder for goals but they must be achievable 2. clarity and precision of the goal, as specific as possible so it leads to higher performance 3. extent to which a person accepts goal as their own 4. extent to which an individual is personally interested in reaching goal, they will resist goals that have been forced upon them

1. difficulty 2. specify 3. acceptance 4. committment

the ERG theory's 3 levels: 1. physiological and security needs (material well being) 2. how one individual relates to their social environment (belongingness and external esteem) 3. achievement (internal self esteem and external esteem) and self actualization

1. existence needs 2. relatedness 3. growth

Maslow's hierarchy of needs: 1. basic survival needs (most important so must be satisfied first; base salary/food) 2. safe physical and emotional environment (pension plan/stability) 3. social needs, love and affection, being accepted (friends at work/relationships) 4. self esteem is a positive self image and internal -esteem by others is recognition and external 5. fulfilling your potential (challenging job/environment) - this is used to show what factor or factors motivate people - the weakness of this is that the five levels are not always present, order is not the same, and there are cultural differences

1. physiology 2. security 3. belongingness 4. esteem 5. self actualization

Reinforce desirable behaviors: 1. strengthens behavior by providing a desirable consequence (pay raise, bonus for sales) 2. strengthens behavior by allowing escape from an undesirable consequence (arrive on time), also called negative reinforcement

1. positive reinforcement 2. avoidance

Eliminate undesirable behaviors: 1. weakens behavior by providing undesirable consequence (written warning) 2. weakens behavior by not providing desirable consequence (ignoring behavior, removing positive reinforcement) for the reward to have maximizing reinforcing value, only give a reward when it is deserved. the more immediate delivery of the reward after a desired behavior, the greater the impact on the desired performance

1. punishment 2. extinction

According to the text, performance is basically determined by:

Ability, motivation, and work environment

Which of the following programs applies to the concepts of reinforcement theory

Behavior Modification

Gary retired. He misses his friends from work. Retirement is not fulfilling which level of need in Maslow Hierarchy

Belongingness

Which of the following perspectives on motivation concerns 'what' motivates people rather than 'how' they are motivated

Content

Idalia works aas an entry-level consultant at a management consulting firm. Partners in the firm make about 10 times more salary than do entry level consultants, which principle of rewards systems is her employer violating

Distribute rewards fairly throughout the organization

Which of the following motivational theories is based on the idea on the idea that employees compare the treatment they receive relative to others treatment in order to determine if they are being treated fairly

Equity

process of perspectives on motivation theory: -individuals equate value of rewards to effort and compare it to other people (treated fairly) -outcomes (self)/ inputs (self) = outcomes (others)/ inputs (others) -if there is equity, there is motivation to maintain the current situation -if there is inequity, you can reduce inequity by: changing inputs, changing outcomes (demand raise), alter self perceptions of others, leave situation (quit), or changing comparisons

Equity theory

Leo showed up late for a meeting. His boss ignored it, She is using ?

Extinction

Once a quarter Helene tells her employees how they are doing, what schedule of reinforcement is she using

Fixed Interval

Windmere allows its administrative employees to arrive anytime between 4 and 6 pm, as long as they work for eight consecutive hours. This arrangement is known as

Flextime

What is the most important idea for managers to remember from equity theory

For rewards to motivate employees, employees must perceive them as being fair

process perspectives on motivation theory: goals can be very powerful

Goal-Setting theory

Cheri and Aaron both wonted to work part time and they found a lawyer who was willing to split one full time paralegal job between the two of them so that Cheri worked mornings and Aaron works afternoon. This arrangement is known as;

Job sharing

To stay current in their profession, accountants have to take a minimum number of continuing education courses annually. Accountants in the firm of Dunkirk and Wood who take additional classes are rewarded through ___ plan.

Merit pay

___ is the set of forces that cause people to behave in certain ways

Motivation

Which of the following motivational strategies is used to provide more autonomy and self direction to workers

Only empowerment and participation

explains the role of rewards as they cause behavior to change or remain the same over time, how consequences mold behavior

Reinforcement Perspectives on Motivation

Tyler told Emily to improve public opinion. The goal that Emily was given lacks goal

Specificity

If you want to maintain an employees behavior at a high level with minimum fluctuations in the level of behavior, which of the following schedules of reinforcement would be most successful

Variable Ratio

Alberto complimented Daniel on his weekly project update two weeks in a row. Then he waited a month to compliment him again. What reinforcement schedule is he using

Variable interval

Organizational rewards can affect which of the following

attitudes behaviors motivation

approaches to motivation that try to answer the question, "what factors in the work place motivate people?"

content perspectives of motivation

expectancy theory: the probability that effort will lead to performance: can i do it? -training, skills, recruiting, resources, confidence building

effort to performance expectancy (E)

process perspectives on motivation theory: M=E x I x V (motivation depends on how much we want something and how likely we are going to get it) -this is the most widely accepted model GOAL: maximize the values of all three (EIV), if one value is 0, whole equation is 0

expectancy theory

is not a personality trait, but is a behavioral force

motivation

In expectancy theory, raises, promotions, stress and resentment are all

outcomes

expectancy theory: the perception that performance leads to an outcome: will i be rewarded? -incentives plan, communications, success stories

performance to outcome expectancy (I)

approaches that try to describe why people choose certain behavioral options to satisfy their needs and how they evaluate their satisfaction after they have attained their goals

process perspectives on motivation

Alderfer; built from work of Maslow and is more realistic with only 3 levels -says that multiple needs can be active at one time, not hierarchy -if a need is unsatisfied, the individual still tries to achieve it, this can lead to frustration regression loop- satisfied need never lose their motivational impact

the ERG Theory

1. there is a need 2. so you search for ways to satisfy that need 3. then there is a choice of behavior to satisfy the need 4. then evaluation of need satisfaction 5. finally, a determination of future needs and a search/choice for need satisfaction

the motivation process

the set of internal forces that cause people to behave in certain ways

the nature of motivation

expectancy theory: how much a particular outcome is valued: do i care about the reward? -one reward does not fit all (money, vacation, etc.)

valence (V)

existence needs relatedness growth

what are the 3 levels of the ERG theory?

physiology security belongingness esteem self actualization

what are the 5 factors of motivation in Maslow's hierarchy of Needs?

motivation is affected by the environment, effort, and ability which all affect performance

what is the relationship between motivation and performance?