Mgmt Chapter 12
skill variety
"how many different skills does your job require?" describes the extent to which a job requires a person to use a wide range of different skills and abilities
task identity
"how many different tasks are required to complete the work?" describes the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end
task significance
"how many other people are affected by your job?" describes the extent to which a job affects the lives of other people, whether inside or outside the organization
autonomy
"how much discretion does your job give you?" describes the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them
feedback
"how much do you find out how well you're doing?" describes the extent to which workers receive clear, direct information about how well they are performing the job
need for affiliation
"i need close relationships." this is the desire for friendly and warm relations with other people
need for power
"i need to control others." this is the desire to be responsible for other people, to influence their behavior or to control them
need for achievement
"i need to excel at tasks." this is the desire to excel, to do something better or more efficiently, to solve problems, to achieve excellence in challenging tasks
competence
"i want to feel a sense of mastery." people need to feel qualified, knowledgeable, and capable of completing a goal or task and to learn different skills
relatedness
"i want to feel connected to other people." people need to feel a sense of belonging, of attachment to others
autonomy
"i want to feel independent and able to influence my environment." people need to feel they have freedom and discretion to determine what they want to do and how they want to do it
outputs or rewards
"what do you think you're getting out of the job?" the outputs are the rewards that people receive from an organization: pay, benefits, praise, recognition, bonuses, promotions, status perquisites, and so on
inputs
"what do you think you're putting into the job?" the inputs that people perceive they give to an organization are their time, effort, training, experience, intelligence, creativity, seniority, status, and so on
motivating factors
"what will make my people satisfied?" simply motivators, are factors associated with job satisfaction--such as an achievement, recognition, responsibility, and advancement--all of which affect the job content or the rewards of work performance
hygiene factors
"why are my people dissatisfied?" factors associated with job dissatisfaction--such as salary, working conditions, interpersonal relationships, and company policy--all of which affect the job context in which people work
job design
(1) is the division of an organizations work among its employees and (2) the application of motivational theories to jobs to increase satisfaction and performance
model of motivation
-unfulfilled need: desire is created to fulfill a need--as for food, safety, recognition -motivation: you search for ways to satisfy the need -behaviors: you choose a type of behavior you think might satisfy the need -rewards: two types of rewards satisfy needs--extrinsic or intrinsic
reinforcement
anything that causes a given behavior to be repeated or inhibited
content perspectives (need-based)
are theories that emphasize the needs that motivate poeple
self-determination theory (edward deci and richard ryan)
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
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
the extent to which a job allows an employee to make decisions about scheduling different tasks and deciding how to perform them is called ______
autonomy
pay for performance (merit pay)
bases pay on one's results
bonuses
cash awards given to employees who achieve specific performance objectives
stock options
certain employees are given the right to buy stock at a future date for a discounted price
process prospectives
concerned with the thought process by which people decide how to act
job characteristics model
consists of (a) five core job characteristics that affect (b) work outcomes--the employees motivation, performance, and satisfaction
job enrichment
consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement
job enlargement
consists of increasing the number of tasks in a job to increase variety and motivation
four major perspectives on motivation
content, process, job design, reinforcement
needs
defined as physiological or psychological deficiencies that arouse behavior
piece rate
employees are paid according to how much output they produce
the weakening of behavior by ignoring it or making sure it is not reinforced is called ______
extinction
______ is the expectation that successful performance of the task will lead to the desired outcome
instrumentality
expectancy
is the belief that a particular level of effort will lead to a particular level of performance
gainsharing
is the distribution of savings or "gains' to groups of employees who reduce costs and increased measurable productivity
profit sharing
is the distribution to employees of a percentage of the company's profits
instrumentality
is the expectation that successful performance of the task will lead to the outcome
negative reinforcement
is the process of strengthening a behavior by withdrawing something negative
punishment
is the process of weakening behavior by presenting something negative or withdrawing something positive
positive reinforcement
is the use of positive consequences to strengthen a particular behavior
extinction
is the weakening of behavior by ignoring it or making sure it is not reinforced
valence
is value, the importance a worker assigns to the possible outcome or reward
four motivational mechanisms of goal-setting theory
it directs your attention, it regulates the effort expended, it increases your persistence, it fosters use of strategies and action plans
______ involves division of an organizations work and applies motivational theories to jobs to increase satisfaction and performance
job design
goal-setting theory suggests that employees can be motivated by goals that have all of the following characteristics except
little or no feedback
goal-setting theory suggests that employees can be motivated by goals that have all of the following characteristics except ______
little or no feedback
motivation
may be defined as the psychological processes that arouse and direct goal-directed behavior
______ is defined as the psychological processes that arouse and direct goal-directed behavior
motivation
love need
need for love, friendship, affection
safety need
need for physical safety, emotional security, avoidance of violence
esteem need
need for self-respect, status, recognition, self-confidence
the process of strengthening a behavior by withdrawing something negative is called ______
negative reinforcement
contextual factors of motivation
organizational culture, cross-cultural values, physical environment, rewards and reinforcement, group norms, communication technology, leader behavior, organizational design
sales commission
sales representatives are paid a percentage of the earnings the company made from their sales
intrinsic rewards
satisfaction in performing the task itself. is the satisfaction, such as feeling of accomplishment, a person receives from performing the particular task itself
extrinsic rewards
satisfaction in the payoff from others. is the payoff, such as money, a person receives from others for performing a particular task
five core job characteristics
skill variety, task identity, task significance, autonomy, feedback
acquired needs theory (david mcclelland)
states that three needs--achievement, affiliation, and power--are major motives determining people's behavior in the workplace
goal-setting theory
suggests that employees can be motivated by goals that are specific and challenging but achievable
expectancy theory
suggests that people are motivated by two things: (1) how much they want something and (2) how likely they think they are to get it
of the following, which is not a core job characteristic
teamwork
self-actualization need
the highest level need. need for self-fulfillment: increasing competence, using abilities to the fullest
physiological need
the most basic human physical need. need for food clothing, shelter, comfort, self-perservation.
job simplification
the process of reducing the number of tasks a worker performs
pay for knowledge
ties employee pay to the number of job-relevant skills or academic degrees they earn
equity theory (j. stacey adams)
focuses on employee perceptions as to how fairly they think they are being treated compared with others
practical results of goal-setting theory
goals should be specific, goals should be challenging but achievable, goals should be linked to action plans, goals need not be set jointly to be effective, feedback enhances goal attainment
personal factors of motivation
personality, ability, core self-evaluations, emotions, attitudes, needs
______ is the use of desirable consequences to strengthen a particular behavior
positive reinforcement
theories that try to understand the though processes by which people decide how to act are called ______
process perspectives
two-factor theory (frederick herzberg)
proposed that work satisfaction and dissatisfaction arise from two different factors--work satisfaction from motivating factors and work dissatisfaction from hygiene factors
maslows hierarchy of needs theory
proposes that people are motivated by five levels of needs: (1) physiological, (2) safety, (3) love, (4) esteem, and (5) self-actualization
a simple model of motivation does not include which of the following
punishment
______ is the theory that attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated while behavior with negative consequences tends not to be repeated
reinforcement theory
to achieve psychological growth, according to the self-determination theory, people need to satisfy the three innate needs: competence, autonomy, and ______
relatedness