Chapter 12 Management

What is learning goal orientation?

sees goals as a way of developing competence through the acquisition of new skills

What is justice climate?

shared sense of fairness felt by the entire workgroup

What is interactional justice?

Relates to how organizational representatives treat employees in the process of implementing procedures and making decisions

What is the two-factor theory?

which proposed that work satisfaction and dissatisfaction arise from two different factors—work satisfaction from motivating factors and work dissatisfaction from hygiene factors.

What is intrinsic reward?

The satisfaction received in the process of performing an action.

What is the self-determination theory?

assumes that people are driven to try to grow and attain fulfillment, with their behavior and well-being influenced by three innate needs: competence, autonomy, and relatedness

What is expectancy?

belief that a particular level of effort will lead to a particular level of performance

What is instrumentality?

expectation that successful performance of the task will lead to the desired outcome

What is valence?

is value, the importance a worker assigns to the possible outcome or reward

What is acquired needs theory?

need for achievement, need for affiliation, need for power

What is distributive justice?

perceived fairness of the amount and allocation of rewards among individuals

What is performance goal orientation?

views goals as a way of demonstrating and validating a competence we already have by seeking the approval of others

What is hierarchy of needs theory

Maslow; health model, organization of needs in which certain needs are more important than others self actualization, esteem, love, safety, and physiological

What is process perspectives?

concerned with the thought processes by which people decide how to act

What is procedural justice?

perceived fairness of the process used to determine the distribution of rewards

What is global setting theory

suggests that employees can be motivated by goals that are specific and challenging but achievable

What is extrinsic reward?

the payoff, such as money, a person receives from others for performing a particular task

What is stretch goal?

which are goals beyond what they actually expect to achieve.

Discuss the role of compensation in motivating employees.

•Compensation is one form of work motivator. •Popular incentive compensation plans are (1) pay for performance, (2) bonuses, (3) profit sharing, (4) gainsharing, (5) stock options, and (6) pay for knowledge. •There are also nonmonetary ways of compensating employees. Some employees will leave because they feel the need for work-life balance, the need to grow, the need for a positive work environment, and the need to matter. To retain such employees, nonmonetary incentives have been introduced, such as the flexible workplace.

Identify the needs that motivate most employees.

•Content perspectives or need-based perspectives emphasize the needs that motivate people. •Besides the McGregor Theory X/Theory Y (Chapter 2), need-based perspectives include (1) the hierarchy of needs theory, (2) the acquired needs theory, (3) the self-determination theory, and (4) the two-factor theory. •The hierarchy of needs theory proposes that people are motivated by five levels of need. •The acquired needs theory states that three needs are major motives determining people's behavior in the workplace. •The self-determination theory assumes that people are driven to try to grow and attain fulfillment, with their behavior and well-being influenced by three innate needs. •The two-factor theory proposes that work satisfaction and dissatisfaction arise from two different factors: work satisfaction from so-called motivating factors, and work dissatisfaction from so-called hygiene factors.

Compare different ways to design jobs.

•Job design is, first, the division of an organization's work among its employees, and second, the application of motivational theories to jobs to increase satisfaction and performance. •Two approaches to job design are fitting people to jobs (the traditional approach) and fitting jobs to people (the modern approach). •Two techniques for fitting jobs to people include (1) job enlargement and (2) job enrichment. •An outgrowth of job enrichment is the job characteristics model, which consists of (1) five core job characteristics that affect (2) three critical psychological states of an employee that in turn affect (3) work outcomes—the employee's motivation, performance, and satisfaction. •The five core job characteristics are (1) skill variety, (2) task identity, (3) task significance, (4) autonomy, and (5) feedback.

Explain the role of motivation in accomplishing goals.

•Motivation is defined as the psychological processes that arouse and direct goal-directed behavior. •In a simple model of motivation, people have certain needs that motivate them to perform specific behaviors for which they receive rewards that feed back and satisfy the original need. •Rewards are of two types: (1) extrinsic and (2) intrinsic. •Four major perspectives on motivation are (1) content, (2) process, (3) job design, and (4) reinforcement.

Discuss similarities and differences among three process theories.

•Process perspectives are concerned with the thought processes by which people decide how to act. Three process perspectives on motivation are (1) equity theory, (2) expectancy theory, and (3) goal-setting theory. •Equity theory focuses on employee perceptions as to how fairly they think they are being treated compared with others. The key elements in equity theory are inputs, outputs (rewards), and comparisons. •Equity theory has expanded into an area called organizational justice, which is concerned with the extent to which people perceive they are treated fairly at work. Three different components of organizational justice have been identified: (1) distributive justice, (2) procedural justice, and (3) interactional justice.Page 557 •Expectancy theory is based on three concepts: expectancy, instrumentality, and valence of rewards. •Goal-setting theory suggests that employees can be motivated by goals that are specific and challenging but achievable and linked to action plans.

Discuss how to use four types of behavior modification.

•Reinforcement theory attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated. Reinforcement is anything that causes a given behavior to be repeated. •The use of reinforcement theory to change human behavior is called behavior modification. •There are four types of behavior modification: (1) positive reinforcement, (2) negative reinforcement, (3) extinction, and (4) punishment.

Describe how to develop the career readiness competency of self-motivation.

•Self-motivation is increased by applying six steps of self-management. •The six steps of self-management include the following: (1) Identify your wildly important long-term goal. (2) Break your wildly important goal into short-term goals. (3) Create a "to-do" list for accomplishing your short-term goals. (4) Prioritize the tasks you need to complete. (5) Create a time schedule for completing tasks. (6) Work the plan, reward yourself, and adjust as needed. •Self-motivation also requires recharging.