Ch 11: Motivating Employees

Scientific Management:

studying workers to find the most efficient ways of doing things and then teaching people those techniques. Theory by Federick Taylor.

Time-motion studies:

tasks must be performed to complete a job and the time needed to do each task

Expectancy theory:

the amount of effort employees exert on a specific task depends on their expectations of the outcome. Theory by Victor Vroom.

How can management encourage open communication?

○ Creating an organizational culture that rewards listening. ○ Training supervisors and managers to listen. ○ Removing barriers to open communication. ○ Avoiding vague and ambiguous communication. ○ Make it easy to communicate. ○ Ask employees what is important to them.

Levels of the Hierarchy of Needs by Maslow

○ Physiological: basic survival needs. ○ Safety: feel secure. ○ Social needs: feel loved, accepted, and part of the group. ○ Esteem needs: recognition, acknowledgement, self-respect, and sense of importance. ○ Self-actualization: develop to fullest potential.

What are Five Characteristics of Work that are Important in Affecting Individual Motivation and Performance?

○ Skill variety . ○ Task identity. ○ Task significance. ○ Autonomy. and, Feedback.

what was negative about taylor's scientific management theory?

- The approach compared people to machines, there was little concern for human aspects of work. - He believed that the resulting improved productivity should benefit both the workers and the company. and, - There is a focus on conformity for work

What are the 3 questions to ask in the Expectancy theory?

Can I accomplish the task? If I do accomplish it, what is my reward? Is the reward worth the effort?

what are the costs associated with losing employees

Costs include: - Direct costs: time and cost to hire the replacement, and onboarding for new employees. and, - Indirect costs: loss of productivity, investments into the person leaving such as training, knowledge and skills. and, - Soft costs: loss of intellectual capital, decreased morale, increased employee stress, and a negative reputation.

Job Enlargement:

a job enrichment strategy that extends the work cycle by adding related tasks to the job description.

Job Rotation:

a job enrichment strategy that involves moving employees from one job to another.

Job Enrichment:

a motivational strategy that emphasizes motivating the worker through the job itself.

Management by Objectives (MBO):

a system of goal setting and implementation that involves a cycle of discussion, review, and evaluation of objectives among top-and middle-managers, supervisors, and employees.

McGregor's Theory X:

assumptions about employees: that Employees... ○ Dislike work and will try to avoid it. ○ Prefer to be controlled and directed. ○ Seek security. ○ Must be intimidated by managers to perform. and, ○ Are motivated by financial rewards.

McGregor's Theory Y:

assumptions about employees: that Employees... ○ View work as a natural part of life. ○ Prefer limited control and direction. ○ Will seek responsibility under proper working conditions. ○ Perform better in environments that are non-intimidating. and, ○ Motivated by many different needs.

Herzberg's motivating Facotrs -- what are examples of Hygiene or maintenance factors?

company policy, supervision, working conditions, interpersonal relations, salary, status, and job security

Equity theory:

employees try to maintain equity between inputs and outputs compared to others in similar positions

The Hawthorne Effect:

he tendency for people to behave differently when they know they're being studied.

Herzberg's motivating Facotrs -- what are Hygiene or maintenance factors ?

job factors that can cause dissatisfaction if missing, but that do not necessarily motivate employees if increased. include:

Herzberg's motivating Facotrs -- what are motivators?

job factors that cause employees to be productive and give them satisfaction.

Reinforcement theory:

positive and negative rein-forcers motivate a person to behave in certain ways

Elton Mayo's theory

resulted in the Hawthorne effect. Mayo found that pay is not the only motivator, and that management should be human-based, and new assumption's should be made about employees

Goal-setting theory:

setting ambitious but attainable goals can motivate workers and improve performance if the goals are accepted, accompanied by feedback, and if conditions in the organization pave the way for achievement

What are the three elements basic to Taylor's Scientific approach?

time, methods, and rules of work

Herzberg's motivating Facotrs -- what are examples of motivators?

work itself, achievement, recognition, responsibility, growth and advancement

High-context culture:

workers build personal relationships and develop group trust before focusing on tasks. Ie. Koreans, Thais, and Saudis

Low-context culture:

workers often view relationship building as a waste of time that diverts attention from the task