K Ch. 5: Foundations of Employee Motivation

Which question is answered by the following element of expectancy theory: valence

"How much do I value the outcomes I will receive by achieving my performance goals?"

Which question is answered by the following element of expectancy theory: instrumentality

"What are the chances of receiving various outcomes if I achieve my performance goals?"

Which question is answered by the following element of expectancy theory: expectancy

"what are the chances of reaching my performance goal?"

__________________ and __________________ justice have consistently stronger relationships with outcomes than ____________ justice.

distributive, procedural, interactional

Indicates whether a goal has been quantified

goal specificty

rather than giving employees additional tasks of similar difficulty (______________), ________________ gives them more autonomy and responsibility.

horizontal loading, vertical loading

job enlargement is also referred to as ___________________ the job.

horizontlly loading

Herzbergs theory suggests that __________ should be focsued on before ____________.

hygeine factors motivating factors

Include company policy and administration, technical supervision, salary, interpersonal relationships with supervisors, and working conditions. They cause a person to move from a state of no dissatisfaction to dissatisfaction

hygiene factors

Employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development

idiosyncratic deals (i-deals)

Individuals who are high in _____________ place more importants than inputs versus those who place more importance on ___________.

inputs, outcomes

Positie side of the power need

institutinal power

Passing exams is _______________ in graduating ffrom college, or put another way, graduation is ____________ on passing exams. This illustrates the concept of

instrumental, contingent, instrumentality

The perceived relationship between performance and outcomes

instrumentality

The quality of the interpersonal treatment people receive when procedures are implemented

interactional justice

_________________does not pertain to the outcomes or procedures associated with decision making. Instead it focuses on whether people believe they are treated fairly when decisions are being implemented.

interactional justice

Inspired by the positive internal feelings that are generated by doing well

intrinsic motivation

What are the three key elements of equity theory

outputs inputs comparisons

negative side of the power need

personal power

Alderfers Existence Needs correlate to Maslows ____________________________________ needs.

physiological and safety

Maslow's Hierarchy of Needs

physiological, safety, love/belonging, esteem, self-actualization

a person will experience ___________ when his or her outcome to input rato is greater than that of a relevant comparison person

positive inequity

he perceived fairness of the process and procedures used to make allocation decisions

procedural justice

Describe how various person factors and situation factors in the Organizing Framework affect motivation

process Theories of motivations

form of job crafting that changes the jobs _____________________ by altering the quantity or quality of interactions uo have with others at work

relational nature

The kind of management which conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning

scientific management

list the five principal top down approaches to job design

scientific managment job enlargement job rotation job enrichment job characteristics model

five core job characteristics of job characteristic model

skill variet task identityt task significance autonomy feedback

Alderfers Relatedness Needs correlate to Maslows ____________________________________ needs.

social/love needs

form of job crafting that changes the jobs _____________________ by taking on more or fewer tasks or by altering their scope or nature

task boundaries

__________________________ is the extent to which the job requires an individual to perform a whole or completely identifiable piece of work

task identity

the degree to which a job has a substantial impact on the lives or work of other people

task significance

three approaches/models of job design

top down (historical) bottom up (recent) ideals (emerginfg)

Describes the positive or negative value people place on outcomes

valence

job enrichment is referred to as

vertical loading

Climate in which employees are encouraged to freely express their opinions and feelings

voice climate

Based on the idea that an employee's needs influence his or her motivation

content theories of motivation

hygeine factors are to _______ of the task whereas motivating factors are to __________

context, content

three process theories of motivation

1. equity/justice theory 2. expectancy theory 3. goal-setting theory

What are the three main need based theories of motivation?

Maslows Alderfers ERG McClellandss

List the 5 content theories of motivation

McGregor Theory X and Y Maslows Acquired needs seld determinayion Herzbers motivator hygeine theory

McClellands needs theory suggests that motivation is a function of three different needs:

Need for achievement Need of affiliation Need for power

Fundamental "Equation" regarding performance:

P= A x M x O P=Performance A=Ability M=Motivation O=Opportunity

A pessimistic view of employees: They dislike work, must be monitored, and can be motivated only with rewards and punishment ("carrots and sticks")

Theory X

The discretionary or formal expression of ideas, opinions, suggestions, or alternative approaches directed to a specific target inside or outside of the organization with the intent to change an objectionable state of affairs and to improve the current functioning of the organization

Voice

In general, expectancy thoery can predict behavior in any situation in which

a choice between two or more alternatives must be made

Task identity is high when

a person works ona. product or project from beginning to end and sees a tangible result

Maslows theory is ______________________- whereas Alderfers is not

a strict hierarchy

acquired needs theory States that three needs—___________________________—are the key drivers of employee behavio

achievement, affiliation, and power

acquired needs theory suggests needs are __________ not _________

acquired, innate

according to expectanxy theory, your motivation will be high when ________________________ and low if ___________________

all three elements are high any element is near 0

form of job crafting that hchanges the way you perceieve or think differently about the existing tasks and relationships associated with your job

cognitive crafting

The perceived fairness of the way resources and rewards are distributed or allocated

distributive justice

Asking if fairness matters when it comes to the size of peoples offices is an example of asking about

distributive justuice

A model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships

equity theory

Alderfers growth Needs correlate to Maslows ____________________________________ needs.

esteem and self actualization

An individual's belief that a particular degree of effort will be followed by a particular level of performance

expectancy

Holds that people are motivated to behave in ways that produce desired combinations of expected outcomes

expectancy theory

An ______________ of zero indicates that effort has no anticipted impact on performance, while an _____________ of one suggests performance is totally dependent on effort

expectancy, expectancy

Result of potential or actual receipt of external rewards

extrinsic motivation

Promotes high intrinsic motivation by designing jobs that possess five core job characteristics

job characteristics model

Employees' attempts to proactively shape their work characteristics

job crafting

Any set of activities that alter jobs to improve the quality of employee experience and level of productivity

job design

Puts more variety into a worker's job by combining specialized tasks of comparable difficulty

job enlargement

Modifies a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility, and advancement

job enrichment

__________________ is the practical application of Herzbergs motivator higiene theory

job enrichment

Moving employees from one specialized job to another

job rotation

3 moderators that affect the success of job design (Hackman and Oldam)

knowledge and skill growth and strength context satisfactions

Include achievement, recognition, characteristics of the work, responsibility, and advancement. They cause a person to move from a state of no satisfaction to satisfaction

motivating factors (motivators)

The psychological processes that underlie the direction, intensity, and persistence of behavior or thought

motivation

Proposes that job satisfaction and dissatisfaction arise from two different sets of factors—satisfaction comes from motivating factors and dissatisfaction from hygiene factors

motivator-hygiene theory

physiological or psychological deficiencies that arouse behavior

needs

self-determination theoryAssumes that three innate needs influence our behavior and well-being:

needs for competence, autonomy, and relatedness

If the comparison person enjoys greater outcomes for similar inputs _______________ will be perceived

negative inequity

being laid off or being ridiculed for making suggestions would likely be ________________ for most individuals

negative valence

the extent to which people perceive they are treated fairly at work

organizational justice