MGMT CH 18

Extinction

The idea that a behavior stops because it has ceased to be rewarded or punished. Sometimes mothers will ignore their crying babies, using ______ to stop the undesirable behavior.

Adlers ERG theory

The theory that individuals are motivated by three primary needs: existence (basic physical needs), relatedness (connection with others), and growth (personal development). Proposed by Clayton Alderfer, the __________ suggests that when people are frustrated trying to achieve a higher-level need, they can be motivated by lower-level rewards.

Mastery

desire to get better at the things we do

Effort to performance expectancy

evaluation of whether putting in effort will lead to high performance

Valiance

evaluation of whether the available outcomes are attractive

esteem

According to Maslow's hierarchy of needs theory, employees who are motivated by the recognition they get when they are awarded a company ski trip have ______________ needs.

- Autonomy - Mastery - Purpose

Daniel Pink's Three Intrinsic Motivational Factors - three factors lead to better employee performance, higher employee engagement, and higher employee personal satisfaction are:

hygiene factors

In Herzberg's two-factor theory, increases in pay are considered ______________.

Goal Acceptance

Lyle's manager just handed him a list of goals for the year. Because Lyle had no say in setting these goals, he isn't sure that they are the right ones for him, and as a result, he isn't very motivated to accomplish them.

Intrinsic rewards

Rewards associated with "doing the job" that include interesting and challenging work, self-direction and responsibility, variety, opportunities to use one's skills and abilities, and sufficient feedback regarding one's efforts.Ruby Harper is the grants and services director for the Greater Columbus Arts Council. Recently, she posted to her blog that she loves her job because it is something she's good at, it changes often, and "the possibilities feel immense." These _______ come to Ruby from the job itself, not from an outside manager.

Extrinsic rewards

Rewards used to facilitate or motivate task performance that include pay, promotions, fringe benefits, and job security.

Positive reinforcement

The act of rewarding a desired behavior

Motivation

The desire, stimulus, or incentive to pursue a particular course of action. A manager can have a vision, but employees must havemotivation Correct to take the actions that will turn that vision into reality.

False

When managers offer high-performing employees promotions for a job well done, they are attempting to satisfy relatedness needs. T or F

Performance to outcome expectancy

evaluation of whether successful performance will lead to a desired reward

Purpose

having some transcendent purpose beyond pure profit

Autonomy

to be self-directed

Theory Y

The belief that employees are motivated to do their best and to work to their potential. These type of managers believe that employees are motivated to do their best and to work to their potential. For this reason, these managers give their employees more autonomy, and they create environments where employees can be creative and innovative. Oscar Lorenza,a __________ manager, believes that his employees are highly motivated and skilled. He gives them autonomy when doing their work and seeks consensus in decision making for the team.

Self-Efficacy

The belief that one has the capabilities to accomplish organizational goals.Employees who are allowed to grow and develop on the job increase their level of _________ or their self-confidence in their own abilities. Enhanced when employees are: o Encouraged to expand their repertoire of skills o Given opportunities to grow and develop in the organization ● Grows when individuals complete more complex tasks

Motivators

The direct consequences of doing the job and the primary cause of satisfaction on the job. In Herzberg's two-factor theory,__________ are things such as challenging work assignments, accomplishment and personal recognition, and autonomy, which create conditions in which an employee will feel satisfied with his or her job.

False

The most important thing content or needs theories teach managers is that money is the best motivator. T or F

Need for affiliation

The need to interact, socialize, and develop friendships. Employees who have a high _________ want to form good relationships with their coworkers. They are most effective in service management and human resources roles.

Need for power

The need to seek opportunities for personal aggrandizement (personalized power) or the need to make an impact on and influence others (socialized power). People who like persuading others to do work and who can generate strong positive emotions in others are likely to have a high _______________ . They will be especially good when taking charge of complex organizations and bureaucracies.

Need for achievement

The need to set, meet, and exceed goals. Managers who have a high ________________ want to accomplish tasks. They are most effective in entrepreneurial ventures.

Content theories

The study of the incentives and needs that motivate people to perform in a certain way.Researchers who ask, "What do people want to get when they take action?" are investigating _________ of motivation. These theories study the incentives and needs that motivate people to perform in a certain way. These theories include: Hierarchy of needs theory, ERG Theory, Two Factor theory, and Aquired Needs theory

Theory of operant conditioning

The theory that both positive and negative reinforcement increase behavior while punishment and extinction decrease behavior. The ________________________ concept of motivation says that people become more motivated when they are exposed to positive or negative reinforcement and less motivated when exposed to punishment or extinction.

Expectancy theory

The theory that employees expect that high effort should lead to good performance and that good performance, in turn, should lead to reward. This theory looks at the overall process of motivation.In _____________ , employees evaluate the strength of connections between effort and performance and between performance and rewards. They also evaluate how much they want the rewards that are being offered as a way of determining how motivated they are to complete a task.

Four-drive theory

The theory that fulfilling four drives—the drive to acquire, the drive to bond, the drive to comprehend, and the drive to defend—underlies motivation and that the degree to which these are satisfied directly affects employees' emotions and behaviors. According to Lawrence and Nohria's ______________ , managers can only effectively motivate employees by providing reward systems, culture, job design, and performance-management/resource-allocation processes. Employees are motivated by all of these areas at once, not hierarchically.

Acquired needs theory

The theory that individuals are driven or motivated by three needs: the need for affiliation, the need for power, and the need for achievement.

Power

Use your understanding of McClelland's acquired needs theory to determine whether each of the following examples describes a person with a high need for achievement, affiliation, or power. Donald Trump has to be in charge. When his assistant Carolyn started doing interviews and even writing a book about management, he fired her.

Feedback

______________ refers to information people receive about how well they are doing on reaching a goal.

Daniel Pink's Theory: Extrinsic vs. Intrinsic Rewards Extrinsic Rewards

"If, then," contingent carrot and stick extrinsic rewards only improve performance for the most rudimentary, repetitive, left-brain tasks. Such rewards to do not improve, and may in fact retard, performance for right-brain, creative, innovative, problem-solving, critical-thinking type tasks

Reinforcing Strengths

- tailoring opportunities and rewards that accentuate employee strengths, requires determining: ● Individual strengths ● Triggers that activate those strengths ● Individual learning style

existence

According to Alderfer's ERG theory, employees who are motivated by supermarket food vouchers because they are hungry have___________ needs. Since the vouchers are simply benefits and are not tied in any way to performance, they cannot serve to meet higher-order needs.

Will not; Once an employee has satisfied a lower-level need, he or she can no longer be satisfied by a reward at that level Correct

According to Maslow's hierarchy of needs theory, the Adecco plan for motivating employees by providing food vouchers __________ work with employees who were previously motivated by recognition. This is because:_____________________________.

Goal difficulty

Ashami just had a meeting with Shared, a new employee. Shared said that his goal was to produce 5 articles a month, but Ashami knows that the last employee in the position was able to write 15 articles a month.

Hygiene factors

Job factors that are potential dissatisfiers that relate to physiological, safety, and belongingness needs. These factors are the primary components that comprise the work environment.Abigail is having problems. She does not feel like her boss is paying her enough money to live on, despite the fact that she works hard. The fact that Abigail is not receiving ______________ will make her dissatisfied with her work, according to Frederick Herzberg.

Punishment

The act of presenting an aversive stimulus in response to an undesired behavior.

Negative reinforcement

The act of removing an aversive condition in response to a desired behavior.If a person takes an aspirin when he or she has a headache, the headache is likely to go away. The person is then more likely to take aspirin in the future. This is an example of __________________ , where removing an adverse condition serves as a reward and increases the likelihood of repeating the behavior that preceded it.

Theory X

The belief that employees inherently dislike work and need to be constantly monitored and evaluated to ensure that they do what is expected. These types of managers believe that their employees are not motivated, so they supervise work closely and use fear and punishment to get employees to do what is expected of them. As a result, employees are less engaged in their work.

Maslow's Hierarchy of needs theory

The theory that individuals have multiple needs that must be fulfilled in a specific hierarchical order to ensure the greatest level of satisfaction. The theory says that desires must be satisfied in a particular order to motivate individuals. Physiological needs → required for survival - food, water, shelter, and oxygen Safety needs → secure and protected physical and emotional environment Belongingness needs→ Affiliation such as family, friendships, and intimacy Esteem needs → self-image, self-confidence, achievement, and respect Self Actualization → desire to grow and develop into the best person he or she can be

Equity theory

The theory that people will compare their circumstances with those of similar others and that this behavior motivates them to seek fairness in the way they are rewarded for performance. This theory looks at the fairness of rewards.The concept of ___________ says that employees are most motivated when they feel they are being treated fairly—the rewards they receive are balanced with the work they put into the company—and their rewards are similar to the rewards of others who put in the same amount of work.

Reinforcement theory

The theory that positive and negative reinforcements can induce certain behavior. This says that positive reinforcements will increase the behaviors they follow, while punishments will decrease the behaviors they follow. The concept of _____________ says that behavior that is rewarded will increase, while behavior that is punished will decrease. ● Positive Reinforcement ● Negative Reinforcement ● Punishment ● Extinction

Goal-setting theory

The theory that setting goals that are difficult, but achievable, is a significant motivator of performance.

Herzberg's Two-factor theory

The theory that two conditions, hygiene factors and motivators, simultaneously act as drivers of satisfaction and dissatisfaction. Lower-order needs are hygiene factors and a potential source of dissatisfaction, while motivators are higher-order needs and a potential source of satisfaction.

Process theories of motivation

Theories that explain why people behave in ways to satisfy their needs and how they evaluate their overall level of satisfaction after they have attempted to fulfill their needs.

Affiliation

Use your understanding of McClelland's acquired needs theory to determine whether each of the following examples describes a person with a high need for achievement, affiliation, or power. Kennon, your manager, wants everyone to like him, so he brings lunch for everyone in the office on Fridays.

need for achievement

Victoria often finds herself impatient with her employees. Why can't they do their work the way she wants them to? She doesn't want to give them a lot of feedback or teach them skills she thinks they ought to know. Instead, she tells them what to do, and if they can't meet Victoria's goals, they get fired. Victoria is likely to have high levels of ____________________.