MAN3240 Chapter 6

What is Employee Engagement?

"The harnessing of organization members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance."

What is Job Crafting (Bottom-Up Approaches)?

"The physical and cognitive changes individuals make in the task or relational boundaries of their work."

What is Form (Forms of Job Crafting)?

-Changing number, scope, and type of job tasks project to completion. -Changing quality and/or amount of interaction with others encountered in a job. -Changing cognitive task boundaries.

What is Example (Forms of Job Crafting)?

-Design engineers engaging in relational tasks that move the meaning of their jobs to be. -Hospital cleaners actively caring for patients and families, integrating themselves into the workflow of their floor units. -Nurses taking responsibility for all information and "insignificant" tasks that may help them to care more appropriately for a patient.

What is Effect on Meaning of Work (Forms of Job Crafting)?

-Work is completed in a more timely fashion; engineers change guardians or movers of projects. -Cleaners change the meaning of their jobs to be helpers of the sick; see the work of the floor unit as an integrated whole of which they are a vital part. -Nurses change the way they see the work to be more about patient advocacy, as well as high-quality technical care.

Internal Work Motivation is determined by which three psychological states?

1. Core Job Characteristics. 2. Critical Psychological States. 3. Outcomes.

Achievement-Motivated people share which three common characteristics (McClelland's Need Theory)?

1. Preference for working on tasks of moderate difficulty. 2. Preference for situations in which performance is due to their efforts. 3. Desire more feedback on their successes and failures.

What are the five core job characteristics of Internal Work Motivation?

1. Skill Variety. 2. Task Identity. 3. Task Significance. 4. Autonomy. 5. Feedback from job.

What is Equity: Satisfaction (Causes of Job Satisfaction)?

A function of how "fairly" an individual is treated at work.

What is the Sense of Choice?

Ability to use judgment and freedom when completing tasks. Contributes to Employee Engagement.

What is Job Satisfaction (Causes of Job Satisfaction)?

An affective or emotional response toward various facet's of one's job.

What is Job Design?

Any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity.

Rachel has the desire to accomplish something difficult. This relates to McClelland's need for: A. Affiliation. B. Achievement. C. Power. D. Glory.

B. Achievement.

In an effort to redesign jobs, Herman, manager of Perfect Printing, Inc., added various tasks to Amber's job. In addition to copying, now Amber is also responsible for collating, putting covers on each job and stapling. This can be described as an example of ____________. A. Job Rotation. B. Job Enlargement. C. Mechanistic Approach. D. Job Enrichment.

B. Job Enlargement.

Denise works at Harvest Hope Food Bank and is committed to doing all she can to help the organization fulfill its mission. She is high in ______________. A. Withdrawal Cognition B. Organizational Commitment C. Organizational Citizenship Behavior D. Job equity

B. Organizational Commitment.

Donna has positive feelings for doing her job well. We would say she: A. Is satisfied with her job B. Balances her work and family C. Is intrinsically motivated D. Has a proactive personality

C. Is intrinsically motivated.

What is the Need for Power in McClelland's need Theory?

Desire to Influence, coach, teach, or encourage others to achieve.

What is the Need for Achievement in McClelland's need Theory?

Desire to accomplish something difficult.

What is Organizational Citizenship Behavior?

Employee behaviors that exceed work-role requirements.

What is Value Attainment (Causes of Job Satisfaction)?

Extent to which a job allows fulfillment of one's work values.

What is Sense of Progress?

Feeling that one is accomplishing something important. Contributes to Employee Engagement.

What is Sense of Competence?

Feelings of accomplishment associated with doing high-quality work. Contributes to Employee Engagement.

What are the three key forms of Job Crafting?

Form, Example, and Effect on Meaning of Work.

What does Herzberg's Motivator-Hygiene Model hypothesize?

Hypothesized that motivators cause a person to move from a state of no satisfaction to satisfaction (see Figure 6-2 ). Therefore, Herzberg's theory predicts managers can motivate individuals by incorporating "motivators" into an individual's job. At best, according to Herzberg's interpretation, an individual will experience no job dissatisfaction when he or she has no grievances about hygiene factors (refer to Figure 6-2 ).

What are Hygiene Factors (Top-Down Approaches for Job Enrichment)?

Job characteristics associated with job dissatisfaction.

What are Motivators (Top-Down Approaches for Job Enrichment)?

Job characteristics associated with job satisfaction.

What is Job Enrichment (Top-Down Approaches for Job Enrichment)?

Modifying a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility, and advancement.

What is Maslow's Need Hierarchy Theory?

Motivation is a function of five basic needs - physiological, safety, love, esteem, and self-actualization. Human needs emerge in a predictable stair-step fashion. Once a need is satisfied it activates the next higher need in the hierarchy. Managerial Implication: A satisfied need may lose its motivational potential.

What is Job-Rotation (Top-Down Approaches)?

Moving employees from one specialized job to another. Stimulate interest and motivation while providing employees with a broader perspective of the organization.

What is Intrinsic Motivation?

Occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well, rather than being dependent on external factors (such as incentive pay or compliments from the boss) for the motivation to work effectively."

What are Needs?

Physiological or psychological deficiencies that arouse behavior.

What is Motivation?

Psychological processes cause the arousal, direction, and persistence of voluntary actions that are goal directed.

What is Job Enlargement (Top-Down Approaches)?

Putting more variety into a job. Horizontal loading.

What is Organizational Commitment?

Reflects the extent to which an individual identifies with an organization and is committed to its goals.

What are Idiosyncratic deals (i-deals)?

Represent "Employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development."

What is Withdrawal Cognitions?

Represent an individual's overall thoughts and feelings about quitting.

What is Counterproductive Work Behavior?

Represent types of behavior that harm employees, the organization as a whole, or organizational stakeholders such as customers and shareholders. Theft, gossiping, back-stabbing, drug and alcohol abuse, destroying organizational property, violence, tardiness, sabotage, and sexual harassment.

What is Discrepancies (Causes of Job Satisfaction)?

Satisfaction is a result of met expectations.

What is Dispositional/Genetic Components (Causes of Job Satisfaction)?

Satisfaction is partly a function of both personal traits and genetic factors.

What is the Need for Affiliation in McClelland's need Theory?

Spend more time maintaining social relationships, joining groups, and wanting to be loved.

What is the Sense of Meaningfulness?

Task purpose is important and meaningful. Contributes to Employee Engagement.

What is Scientific Management (Top-Down Approaches)?

That kind of management which conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning.

What is PE Fit?

The compatibility between an individual and a work environment that occurs when their characteristics are well matched. Contributes to Employee Engagement.

What is Feedback?

The extent to which an individual receives direct and clear information about how effectively he or she is performing the job.

What is Need Fulfillment (Causes of Job Satisfaction)?

The extent to which the characteristics of a job allow an individual to fulfill his or her needs.

What is Task Significance?

The extent to which the job affects the lives of other people within or outside the organization.

What is Autonomy?

The extent to which the job enables an individual to experience freedom, independence, and discretion in both scheduling and determining the procedures used in completing the job.

What is Task Identity?

The extent to which the job requires an individual to perform a whole or completely identifiable piece of work. In other words, task identity is high when a person works on a product or project from beginning to end and sees a tangible result.

What is Skill Variety?

The extent to which the job requires an individual to perform a variety of tasks that require him or her to use different skills and abilities.

What is the object of the Internal Work Motivation?

To promote high intrinsic motivation by designing jobs that possess the five core job characteristics shown in Figure 6-3 .