Chapter 10

motivation factors

job factors that increase motivation, although their absence does not necessarily result in dissatisfaction

hygiene factors

job factors that reduce dissatisfaction when present to an acceptable degree but that do not necessarily result in high levels of motivation

Jack has elderly parents he needs to care for and he would like to cut his hours down to half-time. Which flexible scheduling strategy might work for Jack?

job sharing

Which of the following is NOT a benefit of a team?

little to no chance of conflict

Empowerment

making employees more involved in their jobs by increasing their participation in decision making

What motivational technique is a multistep process with the primary purpose of clarifying the roles employees are expected to play in reaching the organization's goals?

management by objectives

What are the various needs from Maslow's Hierarchy of Needs listed in the order from most basic to most complex?

Physiological, safety, social, esteem, self-actualization

Reinforcement theory

a theory of motivation based on the premise that rewarded behavior is likely to be repeated, whereas punished behavior is less likely to recur

Goal-Setting Theory

a theory of motivation suggesting that employees are motivated to achieve goals that they and their managers establish together

Job redesign

a type of job enrichment in which work is restructured to cultivate the worker-job match

compressed workweek

allows employees to work a 40-hour work week in four days instead of five

job sharing

an arrangement whereby two people share one full-time position

Morale

an employee's feelings about the job, about superiors, and about the firm itself

Making employees more involved in their jobs by increasing their participation in decision making is known as:

employee empowerment

job enlargement

expanding a worker's assignments to include additional but similar tasks

According to equity theory, if workers perceive an inequity in the workplace they may ______ in order to reset the balance.

reduce effort on a task

Scientific Management

the application of scientific principles to management of work and workers

Theory Z

the belief that some middle ground between type A and type J practices is best for American business

social needs

the human requirements for love and affection and a sense of belonging

motivation-hygiene theory

the idea that satisfaction and dissatisfaction are separate and distinct dimensions

Motivation

the individual internal process that energizes, directs, and sustains behavior; the personal "force" that causes you or me to behave in a particular way

self-actualization needs

the need to grow and develop and to become all that we are capable of being

safety needs

the things we require for physical and emotional security

Psychological needs

the things we require for survival

team

two or more workers operating as a coordinated unit to accomplish a specific task or goal

Which of the following is not an advantage of self-managed teams?

unclear leadership role

Employees who work together in different locations who rely on email, audio conferencing, fax, Internet, video conferencing, or other technological tools to accomplish their goals are known as:

virtual team

telecommuting

working at home all the time or for a portion of the work week

Theory Y is based on the following assumptions

1. People do not naturally dislike work. In fact, work is an important part of all of our lives. 2. People will work toward goals to which they are committed. 3. People become committed to goals when it is clear that accomplishing the goals will bring personal rewards. 4. People often seek out and willingly accept responsibility. 5. Employees have the potential to help accomplish organizational goals. 6. Organizations generally do not make full use of their human resources.

MBO consists of three smaller steps:

1. The manager explains to each employee that he or she has accepted certain goals for the organization, or a group within the organization, and asks the individual to think about how he or she can help to achieve these goals. 2. The manager later meets with each employee individually. Together they establish individual goals for the employee. Whenever possible, the goals should be measurable and should specify the time frame for completion (usually one year). 3. The manager and the employee decide what resources the employee will need to accomplish his or her goals.

Theory X is based on the following assumptions

1. people dislike work and try to avoid it 2. because people dislike work, managers must coerce, control and frequently threaten employees to achieve organizational goals 3. people generally must be led because they have little ambition and will not seek responsibility; they are concerned mainly about security

flexible schedule problems:

1. supervisors sometimes find their jobs complicated by having employees who come and go at different times and 2. employees with more conventional work schedules sometimes resent co-workers who have flextime.

problem-solving team

a team of knowledgeable employees brought together to tackle a specific problem

equity theory

a theory of motivation based on the premise that people are motivated to obtain and preserve equitable treatment for themselves

Equity theory is:

a theory of motivation based on the premise that people are motivated to obtain and preserve equitable treatment for themselves.

The idea that managers can change employee behavior by administering consequences related to the employee's actions is called:

Behavior modification

How can conflict be beneficial to a team's development?

Conflict allows members to spend more time analyzing the situation to determine the best decision.

What are the five stages of team development, in order as a team matures?

Forming, storming, norming, performing, and adjourning

Which researcher studied motivation specifically related to the workplace and determined that a variety of hygiene and motivational factors impact worker motivation?

Herzberg

Which of the following is an organizational outcome of high morale?

High employee loyalty

Which statement best describes Elton Mayo's conclusions from the Hawthorne Studies?

Human factors such as sense of involvement and social acceptance are at least as important to motivation as pay rates for employees.

Which job design specifically incorporates motivational factors such as opportunity for achievement, recognition, responsibility, and advancement into a job?

Job enrichment

Which element(s) in the work environment was(were) found to dissatisfy workers when not present, but when present did not serve as a motivator for workers?

Pay and job security

_______ assumes that people dislike work and need to be led since they lack ambition; while, _______ assumes that people work towards goals and seek out responsibility.

Theory X; Theory Y

pierce-rate system

a compensation system under which employees are paid a certain amount for each unit of output they produce

Theory X

a concept of employee motivation generally consistent with Taylor's scientific management; assumes that employees dislike work and will function only in a highly controlled work environment

Theory Y

a concept of employee motivation generally consistent with the ideas of the human relations movement; assumes responsibility and work toward organizational goals, and by doing so they also achieve personal rewards

Expectancy Theory

a model of motivation based on the assumption that motivation depends on how much we want something and on how likely we think we are to get it

Management by Objectives (MBO)

a motivation technique in which managers and employees collaborate in setting goals

Job enrichment

a motivation technique that provides employees with more variety and responsibility in their jobs

Need

a personal requirement

Maslow's Hierarchy of Needs

a sequence of human needs in the order of their importance

employee ownership

a situation in which employees own the company they work for by virtue of being stockholders

flextime

a system in which employees set their own work hours within employer-determined limits

Behavior modification

a systematic program of reinforcement to encourage desirable behavior

cross functional team

a team composed of individuals with varying specialties, expertise, and skills that are brought together to achieve a common task

virtual team

a team consisting of members who are geographically dispersed but communicate electronically

What is a team called that consists of individuals with varying specialties, expertise, and skills that are brought together to achieve a common task?

cross-functional team

Stages of team development:

forming, storming, norming, performing, adjourning

Self-managed teams

groups of employees with the authority and skills to manage themselves

Vroom's expectancy theory states that:

motivation depends not only on how much a person wants something, but also on the person's perception of how likely he or she is to get it

esteem needs

our need for respect, recognition, and a sense of our own accomplishment and worth

part-time work

permanent employment in which individuals work less than a standard work week

A compensation system under which employees are paid a certain amount for each unit of output they produce is known as:

piece-rate system