K Ch. 5: Foundations of Employee Motivation
Which question is answered by the following element of expectancy theory: valence
"How much do I value the outcomes I will receive by achieving my performance goals?"
Which question is answered by the following element of expectancy theory: instrumentality
"What are the chances of receiving various outcomes if I achieve my performance goals?"
Which question is answered by the following element of expectancy theory: expectancy
"what are the chances of reaching my performance goal?"
__________________ and __________________ justice have consistently stronger relationships with outcomes than ____________ justice.
distributive, procedural, interactional
Indicates whether a goal has been quantified
goal specificty
rather than giving employees additional tasks of similar difficulty (______________), ________________ gives them more autonomy and responsibility.
horizontal loading, vertical loading
job enlargement is also referred to as ___________________ the job.
horizontlly loading
Herzbergs theory suggests that __________ should be focsued on before ____________.
hygeine factors motivating factors
Include company policy and administration, technical supervision, salary, interpersonal relationships with supervisors, and working conditions. They cause a person to move from a state of no dissatisfaction to dissatisfaction
hygiene factors
Employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development
idiosyncratic deals (i-deals)
Individuals who are high in _____________ place more importants than inputs versus those who place more importance on ___________.
inputs, outcomes
Positie side of the power need
institutinal power
Passing exams is _______________ in graduating ffrom college, or put another way, graduation is ____________ on passing exams. This illustrates the concept of
instrumental, contingent, instrumentality
The perceived relationship between performance and outcomes
instrumentality
The quality of the interpersonal treatment people receive when procedures are implemented
interactional justice
_________________does not pertain to the outcomes or procedures associated with decision making. Instead it focuses on whether people believe they are treated fairly when decisions are being implemented.
interactional justice
Inspired by the positive internal feelings that are generated by doing well
intrinsic motivation
What are the three key elements of equity theory
outputs inputs comparisons
negative side of the power need
personal power
Alderfers Existence Needs correlate to Maslows ____________________________________ needs.
physiological and safety
Maslow's Hierarchy of Needs
physiological, safety, love/belonging, esteem, self-actualization
a person will experience ___________ when his or her outcome to input rato is greater than that of a relevant comparison person
positive inequity
he perceived fairness of the process and procedures used to make allocation decisions
procedural justice
Describe how various person factors and situation factors in the Organizing Framework affect motivation
process Theories of motivations
form of job crafting that changes the jobs _____________________ by altering the quantity or quality of interactions uo have with others at work
relational nature
The kind of management which conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning
scientific management
list the five principal top down approaches to job design
scientific managment job enlargement job rotation job enrichment job characteristics model
five core job characteristics of job characteristic model
skill variet task identityt task significance autonomy feedback
Alderfers Relatedness Needs correlate to Maslows ____________________________________ needs.
social/love needs
form of job crafting that changes the jobs _____________________ by taking on more or fewer tasks or by altering their scope or nature
task boundaries
__________________________ is the extent to which the job requires an individual to perform a whole or completely identifiable piece of work
task identity
the degree to which a job has a substantial impact on the lives or work of other people
task significance
three approaches/models of job design
top down (historical) bottom up (recent) ideals (emerginfg)
Describes the positive or negative value people place on outcomes
valence
job enrichment is referred to as
vertical loading
Climate in which employees are encouraged to freely express their opinions and feelings
voice climate
Based on the idea that an employee's needs influence his or her motivation
content theories of motivation
hygeine factors are to _______ of the task whereas motivating factors are to __________
context, content
three process theories of motivation
1. equity/justice theory 2. expectancy theory 3. goal-setting theory
What are the three main need based theories of motivation?
Maslows Alderfers ERG McClellandss
List the 5 content theories of motivation
McGregor Theory X and Y Maslows Acquired needs seld determinayion Herzbers motivator hygeine theory
McClellands needs theory suggests that motivation is a function of three different needs:
Need for achievement Need of affiliation Need for power
Fundamental "Equation" regarding performance:
P= A x M x O P=Performance A=Ability M=Motivation O=Opportunity
A pessimistic view of employees: They dislike work, must be monitored, and can be motivated only with rewards and punishment ("carrots and sticks")
Theory X
The discretionary or formal expression of ideas, opinions, suggestions, or alternative approaches directed to a specific target inside or outside of the organization with the intent to change an objectionable state of affairs and to improve the current functioning of the organization
Voice
In general, expectancy thoery can predict behavior in any situation in which
a choice between two or more alternatives must be made
Task identity is high when
a person works ona. product or project from beginning to end and sees a tangible result
Maslows theory is ______________________- whereas Alderfers is not
a strict hierarchy
acquired needs theory States that three needs—___________________________—are the key drivers of employee behavio
achievement, affiliation, and power
acquired needs theory suggests needs are __________ not _________
acquired, innate
according to expectanxy theory, your motivation will be high when ________________________ and low if ___________________
all three elements are high any element is near 0
form of job crafting that hchanges the way you perceieve or think differently about the existing tasks and relationships associated with your job
cognitive crafting
The perceived fairness of the way resources and rewards are distributed or allocated
distributive justice
Asking if fairness matters when it comes to the size of peoples offices is an example of asking about
distributive justuice
A model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships
equity theory
Alderfers growth Needs correlate to Maslows ____________________________________ needs.
esteem and self actualization
An individual's belief that a particular degree of effort will be followed by a particular level of performance
expectancy
Holds that people are motivated to behave in ways that produce desired combinations of expected outcomes
expectancy theory
An ______________ of zero indicates that effort has no anticipted impact on performance, while an _____________ of one suggests performance is totally dependent on effort
expectancy, expectancy
Result of potential or actual receipt of external rewards
extrinsic motivation
Promotes high intrinsic motivation by designing jobs that possess five core job characteristics
job characteristics model
Employees' attempts to proactively shape their work characteristics
job crafting
Any set of activities that alter jobs to improve the quality of employee experience and level of productivity
job design
Puts more variety into a worker's job by combining specialized tasks of comparable difficulty
job enlargement
Modifies a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility, and advancement
job enrichment
__________________ is the practical application of Herzbergs motivator higiene theory
job enrichment
Moving employees from one specialized job to another
job rotation
3 moderators that affect the success of job design (Hackman and Oldam)
knowledge and skill growth and strength context satisfactions
Include achievement, recognition, characteristics of the work, responsibility, and advancement. They cause a person to move from a state of no satisfaction to satisfaction
motivating factors (motivators)
The psychological processes that underlie the direction, intensity, and persistence of behavior or thought
motivation
Proposes that job satisfaction and dissatisfaction arise from two different sets of factors—satisfaction comes from motivating factors and dissatisfaction from hygiene factors
motivator-hygiene theory
physiological or psychological deficiencies that arouse behavior
needs
self-determination theoryAssumes that three innate needs influence our behavior and well-being:
needs for competence, autonomy, and relatedness
If the comparison person enjoys greater outcomes for similar inputs _______________ will be perceived
negative inequity
being laid off or being ridiculed for making suggestions would likely be ________________ for most individuals
negative valence
the extent to which people perceive they are treated fairly at work
organizational justice