MGMT exam 1 Schwartz's Value Theory

Big Five personality dimensions - Conscientiousness

(dependable, responsible, persistent) **best for employers to hire for employees

Herzberg's motivator-hygiene factors

- cause a person to move from a state of no dissatisfaction to dissatisfaction Ex. We expect people to wear deodorant, doesn't motivate us. If it is missing, then we have dissatisfaction

Outcomes of Job Satisfaction - Withdrawal cognitions

-"I don't want to be here anymore" quitting -results in turnover. -Relationships, one person may break off the relationship.

Emotional intelligence

-Ability to monitor -Individuals with high levels of emotional stability tend to be relaxed, secure, unworried, and less likely to experience negative emotions under pressure. -In contrast, if you have low levels of emotional stability you are prone to anxiety and tend to view the world negatively

Outcomes of Job Satisfaction - Organization Citizenship Behavior (OCB)

-Doing something you don't have to do. -Volunteer, helping -Ex. Picking up a paper on the floor and putting it in the trash can

Three Components of Attitudes

1. Affective - Feelings 2. Cognitive - beliefs, thoughts 3. Behavioral - Intentions, behaviors, what we do

Ajzen's Theory of Planned Behavior - process

1. Attitude toward the behavior 2. intention 3. behavior

What are the three expectancy theories?

1. Expectancy 2. Instrumentality 3. Valence

Self-determination theory focuses on A. three innate needs: competence, autonomy, and relatedness. B. extrinsic motivation. C. lower order needs. D. needs for power and affiliation. E. basic needs.

A

Self-efficacy

A belief about your chances of successfully accomplishing a specific task Something we CAN do

David, an accountant with Brighter Future Corporation, is experiencing job dissatisfaction due to comparing how hard he works and how much he gets paid versus his perception of a coworker's effort and reward. David's dissatisfaction can be explained by ______ model. A. disposition/genetic components B. Equity C. need fulfillment D. value attainment E. met expectations

B

José is considering volunteering to help his company with its annual food drive. Which of the following is NOT an indicator of whether he will do so? A. José thinks the food bank is a great way to help his community. B. José is already volunteering at the animal shelter. C. José's boss expects him to volunteer. D. José's company gives employees a day off to volunteer. E. The food bank is located close to José's home.

B Are determinants of intentions: -Attitude toward the behavior -Subjective norm -Perceived Behavioral control

Jane believes if she works hard and takes an online class, she will receive a promotion. What element of motivation does this represent? A. justice theory B. equity theory C. instrumentality D. valence E. expectancy

C

Jorge would like to increase intrinsic motivation by giving his employees independence and discretion in certain aspects of their job. According to the job characteristics model, which core job dimension is he using? A. task identity B. task significance C. autonomy D. feedback E. skill variety

C

Juan is trying to learn how to use advanced spreadsheet features. He is not getting the correct answers, but he keeps trying. What is Juan exhibiting? A. direction B. extrinsic motivation C. Persistence D. attention to detail E. emotional Intelligence

C

Emotions

Change our thinking Change how we feel They motivate us They can be affected by goals Driven from past and future events Provide us information

If someone thinks cigarette smoking is bad then what components of attitudes is this?

Cognitive

If someone thinks cigarette smoking is bad But smokes anyways then it is

Cognitive Dissonance (negative)

Joe was terminated from his job and believed the reason was his boss did not like him and his hard work was not appreciated. Joe likely has A.high emotional stability. B.an internal locus of control. C.low self-efficacy. D.an external locus of control. E.low self-esteem.

D

Sandra manages the marketing department for the Greener Grass Corporation. In an effort to increase employee engagement, Sandra could try all the following EXCEPT A. Redesign jobs so that workers have variety and feedback. B. Take a class to learn how to be a charismatic leader. C. Try to limit the stressors in the workplace. D. As staff leave, replace them with new hires who score high in pessimism on a personality test. E. Provide recognition to employees who perform well.

D

Which of the following statements is NOT true about personal values? A. In general, values are relatively stable across time and situations. B. Values tend to vary across generations. C. Schwartz's value theory can be generalized across cultures. D. Values are not motivational in nature. E. Not all values are compatible.

D.

Theory Y

Employee are self-engaged, committed, responsible, and creative Good

Theory X

Employees dislike work Can only be motivated with rewards and punishments Bad, X-X, old fasion-doesn't work anymore

Equity theory

Equality - a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships. (ex. Scales, balance out)

Self-esteem

General belief about your self-worth It is relatively stable across your lifetime, but it can be improved Best to apply yourself to areas or goals that are important to you

Schwartz's Value Theory

Here are two types of values: do these oppose each other?

Individual differences - Personality

How we interact with others? Our thoughts? - The combination of stable physical, behavioral, and mental characteristics that give individuals their unique identities

Engagement

Increased Customer Loyalty and Satisfaction - Soccer game fully focused in the game, engaged. INVOLVEMENT

internal Locus of control

Inside me -I make things happen -I can determine -I accept

Would you want to hire someone based on their emotions?

No, professionalism (act difference at work), emotional intelligence (understanding your own emotions and others)

external Locus of control

Outside me, other people -Things happen to me -I blame others -I can control

When you feel supported by an organization/person, what do you do in return?

We are driven to reciprocate the behavior (Perceived Org Support)

Personal values

abstract ideals that guide one's thinking and behavior across all situations

Expectancy theory - Expectancy

an individual's belief that a particular degree of effort will be followed by a particular level of performance.

Motivating factors/motivators

cause a person to move from a state of no satisfaction to satisfaction

Maslow's needs hierarchy

contended that the five needs are arranged in a prepotent hierarchy, and he believed that human needs generally emerge in a predictable stair-step fashion

Big Five personality dimensions - Agreeableness

easy-going, trusting, good-natured, cooperative, softhearted

Stimulation

excitement, novelty, and challenge in life.

Goals that are specific and difficult lead to ____ performance.

higher

Locus of control

how much personal responsibility you take for your behavior and its consequences

Self-direction

independent thought and action choosing, creating, exploring.

Physiological

most basic need (Survival Needs - food, water, shelter) (lowest)

Intrinsic motivation

occurs when an individual is inspired by the positive internal feelings that are generated by doing well. Passion, An artist has intrinsic motivation

Big Five personality dimensions - Openness to experience

open minded, adventurous, daring, curious, bold, artistic

Self-actualization

our purpose in life finds us (highest)

Big Five personality dimensions - Extroversion

outgoing, talkative, assertive, confident, energetic, social

Achievement

personal success through demonstrating competence according to social standards.

Motivation - Direction

pertains to what an individual is attending to at a given time

Hedonism

pleasure and sensuous gratification for oneself.

Benevolence

preservation and enhancement of the welfare of people with whom one is in frequent personal contact.

Models of Job Satisfaction -Need Fulfillment

proposes that satisfaction is determined by the extent to which the characteristics of a job allow an individual to fulfill her or his needs. -Don't have it yet but goes to find it

Big Five personality dimensions - Emotional stability

relaxed, secure, unworried, steady

Motivation - Persistence

represents for how long that activity is the focus of one's attention

Motivation - Intensity

represents the amount of effort being invested in the activity

Tradition

respect, commitment, and acceptance of the customs and ideas that traditional culture or religion provides the self.

Conformity

restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations or norms.

Extrinsic motivation

results from the potential or actual receipt of external rewards such as recognition, money, or a promotion. Money, pay, recognition

Security

safety, harmony, and stability of society, of relationships, and of self.

Power

social status and prestige, control or dominance over people and resources.

Ajzen's Theory of Planned Behavior

someone's intention to engage in a given behavior is a strong predictor of that behavior

Perceived Organizational Support

the extent to which employees believe their organization values their contributions and genuinely cares about their well-being

Self-determination theory - Relatedness

the need to be connected with others; the desire to feel part of a group, to belong, and to be connected with others Friends

Self-determination theory - Competence

the need to feel efficacious; the desire to feel qualified, knowledgeable, and capable to complete an act, task, or goal Coaching - to improve skills

Self-determination theory - Autonomy

the need to feel independent to influence one's environment; the desire to have freedom and discretion in determining what you want to do and how you want to do it

Expectancy theory - Instrumentality

the perceived relationship between performance and outcomes.

Expectancy theory - Valence

the positive or negative value of a reward or outcome

Universalism

understanding, appreciation, tolerance, and protection of the welfare of all people and of nature.