Ch 10 Motivating Employees
The lower productivity of actively disengaged workers costs the US economy between $_____ to $_____ billion a year
450-550
A recent survey indicated that _____% of employees who voluntarily left their jobs did so because of lack of appreciation
79
The US management approach is called Type _____, it relies on short-term employment, individual decision making, individual responsibility for the outcomes of decisions, rapid evaluation and promotion, explicit control mechanisms, specialized career paths, and segmented concern for employees
A
_____ managers tend to focus more on results than on hours in the workplace
Gen X
As _____ begin to enter the workplace, they are likely to be more cautious and security-minded, but inspired to improve the world
Gen Zers
The tendency for people to behave differently when they know they are being studied
Hawthorne effect
_____ developed charts by which managers plotted the work of employees a day in advance down to the smallest detail
Henry L. Gantt
The Japanese approach, called Type _____, included lifetime employment, consensual decision making, collective responsibility for the outcomes of decisions, slow evaluation and promotion, implied control mechanisms, nonspecialized career paths, and holistic concern for employees.
J
_____ is most effective in relatively stable situations when managers can make long-range plans and implement them with few changes
MBO
Theory _____ includes long-term employment, collective decision making, individual responsibility for the outcomes of decisions, slow evaluation and promotion, moderately specialized career paths, and holistic concern for employees. This theory views the organization as a family that fosters cooperation and organizational values.
Z
Workers felt the _____ of good pay, job security, and friendly supervisors could cause dissatisfaction, but their presence did not motivate employees to work harder; it just provided _____ and _____
absence; satisfaction; contentment
What creates enthusiasm for workers and makes them work to full potential? The most important factors were: 1. Sense of _____ 2. Earned _____ 3. Interest in the _____ itself 4. Opportunity for _____ 5. Opportunity for _____ 6. Importance of _____ 7. Peer and group _____ 8. Pay 9. _____ policies and rules 10. Supervisor's _____ 11. Status 12. _____ security 13. Supervisor's _____ 14. Working _____
achievement; recognition; work; growth; advancement; responsibility; relationships; company; fairness; job; friendliness; conditions
Rather than focusing on job security, Gen Xers tend to focus on _____ security instead and are willing to change jobs to find it
career
Gen Xers generally prefer _____ and will choose meetings only if there are no other options
A key technique in Theory Y is _____, giving employees authority to make decisions and tools to implement the decisions they make
empowerment
The word _____ is used to describe employees' level of motivation, passion, and commitment
engagement
The idea that employees try to maintain equity between inputs and outputs compared to others in similar positions
equity theory
Victor Vroom's theory that the amount of effort employees exert on a specific task depends on their expectations of the outcome
expectancy theory
Something given to you by someone else as recognition for good work;they include pay increases, praise, and promotions
extrinsic reward
The traditionalists, the generation that lived through the Great Depression and WWII, prefer to communicate _____
face-to-face
The idea that setting ambitious but attainable goals can motivate workers and improve performance if the goals are accepted, accompanied by feedback, and facilitated by organizational conditions
goal-setting theory
_____ means working with the subordinate and doing part of the work if necessary. _____ means acting as a resource - teaching, guiding, and recommending - but not participating actively or doing the tasks
helping; coaching
In a _____ culture, workers build personal relationships and develop group trust before focusing on tasks
high-context
In Herzberg's theory of motivating factors, job factors that can cause dissatisfaction if missing but that do not necessarily motivate employees if increased
hygiene factors
The personal satisfaction you feel when you perform well and complete goals
intrinsic reward
A job enrichment strategy that involves combining a series of tasks into one challenging and interesting assignment
job enlargement
A motivational strategy that emphasizes motivating the worker through the job itself
job enrichment
A job enrichment strategy that involves moving employees from one job to another
job rotation
_____ produces task efficiency by breaking a job into simple steps and assigning people to each
job simplification
In a _____ culture, workers often view relationship building as a waste of time that diverts attention from the task
low-context
Frederick Taylor is known as the "father of scientific _____"
management
A system of goal setting and implementation; it involves a cycle of discussion, review, and evaluation of objectives among top and middle-level managers, supervisors, and employees
management by objectives (MBO)
Boomers generally prefer to communicate in _____ or _____ calls
meetings; conference
_____ tend to be adaptable, tech-savy, able to grasp new concepts, practiced at multitasking, efficient, and tolerant. They tend to place a higher value on work-life balance, expect their employers to adapt to them and are more likely to rank fun and stimulation in their top five ideal-job requirements
millennials
In Herzberg's theory of motivating factors, job factors that cause employees to be productive and that give them satisfaction
motivators
Mayo's findings from the lighting experiment led to completely new assumptions about employees, _____ is not the only motivator
pay
Taylor believed that workers would perform at a high level of effectiveness if they received high enough _____
pay
Maslow's hierarchy of needs (5 needs) - when one is satisfied, another, higher-level need emerges and motivates us to satisfy it
physiological, safety, social, esteem, and self-actualization
Theory developed by Frank and Lillian Gilbreth that every job can be broken down into a series of elementary motions
principle of motion economy
Taylor's goal was to increase worker _____ to benefit both the firm and the worker. So he chose to scientifically study the most efficient ways to do things, determine the "_____" to perform each task, and then teach people those methods
productivity; best way
Theory that positive and negative reinforcers motivate a person to behave in certain ways
reinforcement theory
Job enrichment is based on Herzberg's higher motivators, such as _____, _____, and _____
responsibility, achievement, recognition
David Nadler and Edward Lawler modified Vroom's theory and suggested that managers follow five steps to improve employee performance: 1. Determine what _____ employees value 2. Determine each employee's desired _____ standard 3. Ensure the performance standards are _____ 4. Guarantee rewards tied to _____ 5. Be certain that employees consider the _____ adequate
rewards; performance; attainable; performance; rewards
____ management viewed people largely as machines that needed to be properly programmed
scientific
Studying workers to find the most efficient ways of doing things and then teaching people those techniques
scientific management
Those who advocate job enrichment believe that five characteristics of work are important in motivation and performance: _____ variety, _____ identity, _____ significance, _____, and _____
skill; task; task; autonomy; feedback
Many millennials tend to "job _____"
surf
Vroom contends that employees ask three questions before committing their maximum effort to a task: Can I accomplish the _____? If I do accomplish it, what's my _____? Is the reward worth the _____?
task; reward; effort
Millennials most often use _____ to communicate, particularly through social media
technology
Three elements that were basic to Taylor's approach
time, methods, and rules of work
Studies, begun by Frederick Taylor, of which tasks must be performed to complete a job and the time needed to do each task
time-motion studies
In Theory _____ management assumes that the average person dislikes work and will avoid it if possible and workers should therefore be forced, controlled, directed, or threatened with punishment to make them put forth effort. The primary motivators are fear and punishment.
x
Theory _____ managers give workers little responsibility, authority, or flexibility
x
In Theory _____ management assumes that most people like work, they naturally work toward goals, most people seek responsibility, and people are motivated by a variety of rewards
y
Theory _____ managers emphasize a relaxed managerial atmosphere in which workers are free to set objectives, be creative, be flexible, and go beyond the goals set by management.
y