Week 7 - Motivating Employees

Hygiene factors are part of ________ theory of motivation.

Herzberg's

Job rotation is an way for:

employees to gain new skills because of cross-training in new tasks.

The Hawthorne effect identified an increase in worker productivity based on:

the knowledge that one is being observed.

expectancy

the perceived relationship between effort and performance

The Hawthorne effect refers to:

the phenomenon of people appearing to perform differently and usually better when they are observed

Theory X, Theory Y, and Theory Z managers operate based on different assumptions of employees attitude about work, interests and capabilities. Which of the following statements accurately reflects a theory's assumption?

A Theory Y manager believes that people are self-directed and committed to quality and productivity in environments that support their self-actualization.

The different assumptions of employees that underlie Theory X, Theory Y, and Theory Z imply different management approaches. Which of the following statements accurately reflects the associated management style?

A Theory Z manager believes in a strong culture, participative management and developing employees as a long-term investment.

Define interleaving.

A study strategy to mix up what you are learning

Mr. Lee, who subscribes to Theory Z, tells his managers to consider the happiness and well-being of workers because they will be with the company for a long-time. They should also

Convey the company philosophy and culture need to be all employees. Employees need to believe in the work they're doing.

According to Vroom's expectancy theory, managers can improve employee motivation if they:

Increasing instrumentality by clearly defining successful performance and designing reward systems tied to this performance.

In equity theory, recognition, praise, or a sense of achievement are some of the

Intangible outcomes

Vroom's Expectancy theory proposes that a rational calculation determines whether individuals are motivated to demonstrate more or less effort. Questions people ask themselves as part of this rational calculation include:

Is the offered incentive desirable?

Upper management of a clothing store in the mall has decided that a good way to motivate employees is to consult with them about ways to bring in more customers. A memo is sent to store managers asking them to encourage participation from all employees. One store manager has hired five new employees who just graduated from high school and are working the three summer months before leaving for college. The manager scrutinizes and directs them in every detail of their job. Each time they make a mistake they are reprimanded, told their pay may be docked, and reminded that there are always other people who will gladly take their place. This manager decides he will forward his suggestions to management but not ask his workers for suggestions. What approach is upper management using, as opposed to the store manager?

Upper management uses Theory Y : store manager uses Theory X

Reinforcements can be positive or negative. For example, a bonus is positive. Which of the following is an example of negative reinforcement?

When a manager allows staff to telecommute, avoiding a long drive.

Alana manages an IT department. She notices that her highly skilled workers seem to be getting bored. She decides it is time to motivate her team, so she sets a goal to improve the company's network speed without consulting them. She decides to reward them with a bowling night when they achieve the goal. According to goal setting theory, what problem is Alana likely to run into with her approach?

Without a specific measure to attain their goal, the team will lack focus and motivation.

David McClelland's acquired-needs theory splits the needs of employees into three categories. These three categories are

achievement, affiliation, and power.

Sophia, a teacher from Vancouver, Washington, can compare her compensation to peers in the District of Columbia, where pay is much higher. According to equity theory, she should

adjust for purchasing power and local market conditions.

Maslow's hierarchy of needs is illustrated in a pyramid shape that represents how:

all human beings have basic needs that must be met before individuals can focus on higher needs.

Managers can use Skinner's reinforcement theory which uses a stimulus and response framework consisting of four primary inputs: positive reinforcement, negative reinforcement, positive punishment, and negative punishment. A manager can increase a desired behavior by:

applying positive reinforcement such as assigning an employee a coveted project.

In applying Maslow's hierarchy to the workplace, managers should take the following approach to worker motivation:

at a minimum, provide workers with a living wage.

The main point(s) to learn from ERG include:

by understanding multiple needs, we can better understand an individual's behavior and create motivation.

The equity theory proposes that people value fair treatment and fairness motivates a similar standard of employee behavior. In evaluating fairness, employees consider the ratio of inputs to outcomes and will:

consider non-financial factors; for example, perceiving a lower income as equitable if it is coupled with more flexible work hours or a telecommuting arrangement.

According to job characteristics theory, jobs should be designed in such a way that the core characteristics complement the psychological states of the worker and lead to positive performance outcomes. According to this theory, a manager can increase job motivation by:

delegating planning work to a subordinate.

According to McClelland's acquired needs theory, managers should take the following approach to worker motivation:

determine an employee's category of need and factor that into job design.

A manager who seeks to apply the equity theory should:

determine the values individual employees ascribe to different inputs and outcomes in order to manage perceptions of fairness.

Frederick Taylor's work, took a "man as machine" view and focused on ways of improving individual performance. Elton Mayo, author of the Hawthorne studies, set the individual in a social context, arguing that

employees' performance is influenced by work surroundings and coworkers as much as by employee ability and skill.

A manager who seeks to leverage the Hawthorne effect should:

engage employees in a manner that demonstrates that their work is important and their ideas are valuable.

Victor Vroom

expectancy theory

In Herzberg's two-factor theory, a distinction is drawn between factors related to job satisfaction and factors that contribute to job dissatisfaction. Herzberg's research indicated that "hygiene" or ________ factors contributed to job dissatisfaction and motivator or ________ factors contributed to job satisfaction.

extrinsic; intrinsic

Maslow's hierarchy of needs consists of ________ levels, progressing from ________ needs.

five; physiological to self-actualization

The belief that a person will receive a desired outcome if he meets the performance goal is called ________ in Vroom's Expectancy theory.

instrumentality

When a need is met, Maslow argues that

it will no longer serve a motivating function.

With equity theory, we:

perceive fairness if we see that our input-to-output ratio at work is similar to the input/output ratio of a comparable person, called a referent

Research indicates that people perform better when they are committed to achieving particular goals. Managers can use goal-setting theory can improve employee performance by:

providing constructive feedback as a two-way conversation.

Alderfer's ERG theory distills Maslow's hierarchy of five levels down to three where R stands for ________ and is the rough equivalent of level(s) ________ in Maslow's model.

relatedness; 3 and 4 (love & belonging and self-esteem).