Chapter 12 (Motivating Employees)

Innovative ideas for motivating

The following are the 3 __________________. 1. Empowering people to meet higher needs 2. giving meaning to work through engagement 3. the making process simple

extrinsic rewards

What are given by another person, typically a manager, and include promotions, praise, and pay increases. They originate externally, as a result of pleasing others

reinforcement

What is defined as anything that causes a certain behavior to be repeated or inhibited.

ERG theory

Clayton Alderfer proposed a modification of Maslow's theory in an effort to simplify it and respond to criticisms of its lack of empirical verification. His__________________identified three categories of needs: 1. existence needs 2. relatedness needs 3. growth needs

Content perspectives on motivation

The following are the 4 ___________________. 1. The hierarchy of needs 2. ERG theory 3. A two factor approach 4. acquired needs

equity theory

What focuses on individuals' perceptions of how fairly they are treated compared with others. Developed by J. Stacy Adams, equity theory proposes that people are motivated to seek social equity in the rewards that they receive for performance.

social learning theory

is related to the reinforcement perspective, but it proposes that an individual's motivation can result not just from direct experience of rewards and punishments, but also from the person's observations of other people's behavior.

punishment

is the imposition of unpleasant outcomes on an employee. Punishment typically occurs following undesirable behavior.

intrinsic rewards

are the satisfactions that a person receives in the process of performing a particular action. The completion of a complex task may bestow a pleasant feeling of accomplishment, or solving a problem that benefits others may fulfill a personal mission.

goal setting theory

described by Edwin Locke and Gary Latham, proposes that managers can increase motivation and enhance performance by setting specific, challenging goals, and then helping people track their progress toward goal achievement by providing timely feedback

content theories

emphasize the needs that motivate people. At any point in time, people have a variety of needs. These needs translate into an internal drive that motivates specific behaviors in an attempt to fulfill the needs. In other words, our needs are like a hidden catalog of the things that we want and will work to get.

process theory

explain how people select behavioral actions to meet their needs and determine whether their choices were successful. Important perspectives in this area include goal-setting, equity theory, and expectancy theory.

Process perspectives on motivation

The following are the 3 _____________________ 1. goal setting 2. equity theory 3. expectancy theory

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Inequity occurs when the input-to-outcome ratios are out of balance, such as when a new, inexperienced employee receives the same salary as a person with a high level of education or experience. Interestingly, perceived inequity also occurs in the other direction. Thus, if an employee discovers that he or she is making more money than other people who contribute the same inputs to the company, the employee may feel the need to correct the inequity by working harder or getting more education. Scientific studies indicate that the human brain seems programmed to dislike inequity, even when we benefit from it. Moreover, people get less satisfaction from money they receive without having to earn it than they do from money they work to receive.

equity

A state of ____________ exists whenever the ratio of one person's outcomes to inputs equals the ratio of another's outcomes to inputs.

hierarchy of needs theory

Maslow's ______________ proposes that people are motivated by multiple needs and that these needs exist in a hierarchical order. 1. Psychological needs 2. safety needs 3. belongingness needs 4. esteem needs

Motivation

Studies have found that high employee [answer]goes hand in hand with high organizational performance and profits.

law of effect

The basic assumption underlying behavior modification is the____________, which states that behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated.

Reinforcement perspectives on motivation

The following are the 2 _________________. 1. direct reinforcement 2. Social learning theory

Valence

What is the value of outcomes, or attraction to outcomes, for the individual. If the outcomes that are available from great effort and good performance are not valued by employees, motivation will be low. Likewise, if outcomes have a high value, motivation will be higher. If Paloma places a high value on the pay raise, valence is high, and she will have a high motivational force. On the other hand, if the money has low valence for Paloma, the overall motivational force will be low. For an employee to be highly motivated, all three factors in the expectancy model must be high

extinction

What is the withholding of a positive reward. Whereas with punishment, the supervisor imposes an unpleasant outcome such as a reprimand, extinction involves withholding praise or other positive outcomes. With extinction, undesirable behavior is essentially ignored. The idea is that behavior that is not positively reinforced will gradually disappear.

job enrichment

What means incorporating high-level motivators into the work, including responsibility, recognition, and opportunities for growth, learning, and achievement. In an enriched job, employees have control over the resources necessary for performing tasks, make decisions on how to do the work, experience personal growth, and set their own work pace. Research shows that when jobs are designed to be controlled more by employees than by managers, people typically feel a greater sense of involvement, commitment, and motivation, which in turn contributes to higher morale, lower turnover, and stronger organizational performance

Motivation

What refers to the forces either within or external to a person that arouse enthusiasm and persistence to pursue a certain course of action. Employee [answer] affects productivity, and part of the manager's job is to channel [answer] toward the accomplishment of organizational goals

Expectancy theory

What suggests that motivation depends on individuals' expectations about their ability to perform tasks and receive desired rewards. Expectancy theory is associated with the work of Victor Vroom, although a number of scholars have made contributions in this area

E-->P expectancy

involves determining whether putting effort into a task will lead to high performance. For this expectancy to be high, the individual must have the ability, previous experience, and necessary equipment, tools, and opportunity to perform. Let's consider a simple sales example. If Paloma, a salesperson at the Diamond Gift Shop, believes that increased selling effort will lead to higher personal sales, we can say that she has a high E → P expectancy. However, if Paloma believes that she has neither the ability nor the opportunity to achieve high performance, the expectancy will be low, and so will be her motivation.

P--->O expectancy

involves determining whether successful performance will lead to the desired outcome or reward. If the P → O expectancy is high, the individual will be more highly motivated. If the expectancy is that high performance will not produce the desired outcome, motivation will be lower. If Paloma believes that higher personal sales will lead to a pay increase, we can say that she has a high P → O expectancy. She might be aware that raises are coming up for consideration and talk with her supervisor or other employees to see if increased sales will help her earn a better raise. If not, she will be less motivated to work hard.

behavior modification

is the name given to the set of techniques by which reinforcement theory is used to modify human behavior.

avoidance of learning

is the removal of an unpleasant consequence once a behavior is improved, thereby encouraging and strengthening the desired behavior. Avoidance learning is sometimes called negative reinforcement. The idea is that people will change a specific behavior to avoid the undesired result that the behavior provokes

vicarious learning

or observational learning, occurs when an individual sees others perform certain behaviors and get rewarded for them. Young children often learn to behave well in school because they see that well-behaved children get more positive attention from the teacher, for example. Managers can enhance an individual's motivation to perform desired behaviors by ensuring that the individual (1)has a chance to observe the desirable behaviors, (2)accurately perceives the behaviors, (3)remembers the behaviors, (4)has the necessary skills to perform the behaviors, and (5)sees that the behaviors are rewarded by the organization.