OB Ch 5

What are the faults with expectancy theiry?

1. Assumes people are always rational 2. Mainly deals with extrinsic motivation, hard to apply to intrinsic motivation 3. Mostly ignores emotions influence on motivation 4. Doesn;t explain how E-to-P and P-to-O expectancies are developed.

What are the rules of procedural justice?

1. Decision makers are not biased by self-interest or restrictive doctrines 2. Allocation decisions are based on a full complement of accurate info 3. Decision makers consider interest of all group affected by outcomes 4. Decisions and procedures are compatible with ethical procedures 5. Decision criteria and procedures are applied consistently across persons and over time 6. Employees have opportunity to present their evidence and opinions to decision makers 7. Questionable decisions and procedures can be appealed and overturned

What are the rules of Interactional Justice?

1. Employees are treated in polite manner 2. Employees are treated with respect 3. Employees receive thorough and well-justified explanations about the decision 4. Employees receive honest, candid, and timely info about the decision

How are outcome valences increased?

1. Individualize rewards, allow employee to choose reward 2. If not possible, choose reward that is best for everyone 3. Watch out for countervalent outcomes

Why is Maslows Needs Hierarchy important?

1. Introduced idea that needs should be studied holistically. Because human behavior is initiated by more than one needs at a time. 2. Introduced idea that needs can be shaped by human thoughts, not just instincts. 3. Maslow adopted a positive perception of motivation. Suggested that people are naturally motivated to reach their potential

Issues with goal setting

1. Make people focus on narrow set of measurable goals 2. Challenging goals can motivate people to engage in unethical behavior to get it done 3. Can interfere with learning process 4. When goals are tied to financial rewards, people set easy goals to increase probability of reward

Define a goal

A cognitive representation of a desired end state that a person is committed to attain.

Define Expectancy theory

A detailed understanding of the logical decisions employees make when directing their effort toward specific behavior. States that work effort is directed toward behaviors that people believe will produce most favorable outcomes

What happens when a person perceives inequity?

A person experiences negative emotions, called inequity tension, which create motivation to reduce this tension, they then take steps to correct perceived inequity

What is Intensity in relation to Motivation?

Amount of physical, cognitive, and emotional energy expended at a given moment to achieve a task or other objective

Describe Outcome Valences

Anticipated satisfaction or dissatisfaction that an individual feels toward an outcome

Explain OB Mod

Attempts to change behavior by managing its antecedents and consequences.

How do goals affect motivation

Clarify Role perceptions and direction of effort Amplify intensity and persistence of effort

What are the different schedules of reinforcement and when should they be used?

Continuous reinforcement is providing positive reinforcement at every instance of desired behavior. Its good for learning new tasks. Variable ratio scehdule is providing positive reinforcement after a varying number of times, good for motivating behavior

What are deficiency needs and what are growth needs

Deficiency needs are activated when they're unfulfilled. Growth needs are never fulfilled, they continue to develop

What is the main flaw with Maslows needs hierarchy?

Different people have different needs hierarchies due to self-concept, personal values, and personality

What are the four drives? Describe them

Drive to acquire -drive to seek, take, control, and retain objects and experiences. Creates needs such as achievement, status, competence, self-esteem. Also motivates competition Drive to bond - Produces need for belonging and affiliation. Explains why our self-concept is partially defined by associations with social groups. Motivates cooperation and is essential for organizations and societies. Drive to comprehend - We are inherently curious and need to make sense of our environment and ourselves. When observing something that is inconsistent with or beyond our current knowledge we experience a tension that motivates us to close that information gap. Motivates curiosity and broader need to reach our knowledge potential Drive to Defend - drive to protect ourselves physically, psychologically, and socially. Create fight or flight response when confronted with threats to our physical safety, possessions, self-concept, values, well-being of people around us.

What function produces emotions?

Drives

According to expectancy theory, what dictates a persons motivation level?

Effort to Performance expectancy Performance to Outcome Expectancy Outcome Valences

What is the source of human motivation?

Emotion

What does the four drive theory argue?

Emotions are the source of human motivation and these emotions are generated through four drives

Describe Strengths Based coaching process

Employee describes area of their work where they excel. The coach asks exploratory questions to help employee discover ways to build these strengths. barriers and strategies to overcome them are also identified to support employee.

Describe equity theory

Employees determine whether a decision is equitable by comparing their outcome/input ratio to the outcome/input ratio of the comparison other.

What are the results of comparing outcome/input ratios

Equity - people believe their ratio is similar to the comparison others Underreward Inequity - People believe their ratio is lower than the comparison others Overreward Inequity - People believe their ratio is higher than the comparison others

define consequences in terms of OB mod

Events following a particular behavior that influence it future occurrence

Define antecedents in terms of OB Mod

Events preceding the behavior, informing employees that a particular action will produce specific consequences

Define Drives

Hardwired characteristics of the brain that attempt to keep us in balance by correcting deficiencies

What are the recommendations for a company to fulfill the four drives?

Help employees fulfill all four drives Ensure that the four drives are kept in balance, organization shouldn't give too many or too few opportunities to fulfill each drive.

What is Maslows Needs Hierarchy

Hierarchy of five drives, organized from lowest to highest. 5 Drives are: physiological, safety, belongingness, esteem, self-actualization. And Need to know, and need for beauty

What kind of behavior is associated with employee engagement?

High self-efficacy High level of absorption in the work

What is the effect of strengths bases coaching?

Higher employee motivation, satisfaction, self-efficacy, and relations with with management.

What is persistence in relation to Motivation?

How long people sustain their effort as they move toward some goal

Why do some peoples needs differ?

Individual differences ( self-concept, past experiences, social norms) affect motivation process in 2 ways: amplify or suppress emotions, resulting in stronger or weaker needs Influence what goals and behaviors are motivated by the felt emotions

Describe E-to-P expectancy

Individuals perception that their effort will achieve a specific level of performance

Define feedback

Information that lets us know whether we've achieved a goal or are properly directing effort toward it

What are the three pieces of social cognitive theory?

Learning behavior consequences, behavior modelling, self-regulation

Define Social Cognitive Theory

Learning occurs by observing and modelling others as well as by anticipating the consequences of our behavior

Consequences of Interactional and procedural injustice

Lower work effort, fewer organizational citizenship behaviors, less cooperation with coworkers, increased turnover

How are E-to-P expectancies increased?

Match employees abilities to job requirements, clearly communicate taks required. Trying to improve self-efficacy, higher self-efficacy means higher E-to-P expectancy

How are p-to-O expectancies increased?

Measure employee performance accurately and distribute more valued rewards to those with higher job performance. Need to make connection between performance and reward with examples, anecdotes, public ceremonies.

What is the mental skillset? And how does it affect 4 drive theory?

Mental skillset is personal values, social norms, and past experiences Choose course of action consistent with society, consistent with our moral compass, and have high probability of achieving goal of fulfilling our felt need

Define Intrinsic Motivation

Motivation that occurs when people fulfill needs for competence and autonomy by engaging in the activity itself, rather than an externally controlled outcome of that activity. They feel competent when applying their skills and observing meaningful, positive results from that effort. They feel autonomous when their motivation is self-initiated

What are the three learned needs? Explain them.

Need for Achievement - people choose moderately shallenging tasks, desire unambiguous feedback and recognition for their success. Money is a weak motivator for these people. Need for Affiliation - Seek approval from others, want to conform to others wishes and expectations, avoid conflict and confrontation. Need for Power - want to exercise control over others highly involved in team decisions, rely on persuasion and are concerned about maintaining their leadership position. Two kinds, personalized power, use power for personal gain, and socialized power, use power to help others.

Learned Needs Theory

Needs can be strengthened or weakened through reinforcement, learning, and social conditions.

How to people develop E-to-P and P-to-O expectancies?

OB Mod and Social Cognitive theory explain how people learn what t expect from their actions

Define extrinsic Motivation

Occurs when people want to engage in an activity for instrumental reasons, to receive something beyond their personal control. Directing ones effort toward a reward controlled by others that indirectly fulfills a need.

Define Self-regulation

People establish objective and choose standards of achievement and choose courses of action, consider back-up alternatives, and acticipate consequences of their behavior.

Define Behavior Modelling

People learn by imitating and practicing behaviors. Modelling behaviors of others gives direct sensory experience, giving them knowledge and skills. It also increases E-to-P expectancy by increasing self-efficacy.

Define Learning behavior Consequences

People learn the consequences of behaviors by observing or hearing about what happened to other people, not just by directly experiencing the consequences

Describe P-to-O expectancy

Perceived probability that a specific behavior or performance will lead to a specific outcome.

Define interactional justice

Perception appropriate rules have been applied in the way employees are treated throughout the decision process.

Define Procedural Justice

Perception that appropriate procedural rules have been applied throughout the decision process. Higher when decision maker demonstrates neutrality.

Define distributive justice

Perception that the appropriate decision criteria have been applied to calculate how various benefits and burdens are distributed. These criteria determine how much each person should receive.

Define strengths-based coaching

Positive approach to feedback that maximizes an employees potential by focusing on their strengths rather than weaknesses.

Which of 4 drives are proactive, and which are reactive?

Proactive: Acquire, bond, comprehend Reactive: Defend

What actions can you take to correct underreward equity?

Reduce your inputs increase your outcomes increase comparisom others inputs decrease comparison others outputs Changing beliefs about a situation Change the comparison other Leave the field

What are issues with OB Mod?

Reward inflation - when reinforcement becomes entitlement Variable ratio schedule is like a lottery, doesn;t work as effective reward system for some View that behavior is learned only through personal interaction with environment.

Define Self-reinfoircement

Reward or punish oneself for achieving or falling short of their goals

What are the kinds of feedback? How do you choose which one to use?

Social and nonsocial feedback Depends on the purpose of the information. Nonsocial is more accurate and better for negative feedback social is better for positive feedback. Nonsocial is better when employees need to learn goal progress and accomplishment.

What are the characteristics of effective feedback? Describe them

Specific - Information should refer to identifiable behaviors and measurable outcomes Relevant - Relate to behaviors or outcomes within the teams control Timely - Information should be available soon after the event or results occur, this gives clearer association between actions and consequences Credible - Employees believe that person has complete and accurate information about performance, reliable at recalling info, unbiased in communicating and applying feedback to decisions, describes feedback in supportive and empathetic manner. Sufficiently Frequent - Give feedback with frequency depending on : 1. Employees knowledge and experience 2. Cycle time of a task

What are the characteristics of effective goals? Describe them

Specific - State what needs to be accomplished, how to do it, where, when and with whom. Clarify performance expectations so employees can direct effort more efficiently and reliably Measurable - Goals need to be measured so employee has indication of their progress. Measurements usually includes quantity, quality, and at what cost. Achievable - Goals too easy motivates low effort. Goals too hard also motivate low effort (low E-to-P) Relevant - Goals need to be within employees control Time-Framed - Goals need an end date or time when they will be evaluated Exciting - Goals are effective when employees are committed to them. Challenging goals usually are most exciting because they fulfill growth needs. Commitment also increases when employee helps set goals Reviewed - Motivational value of goals depends on employees receiving feedback about reaching those goals. Reviewing goal progress and accomplishment helps employees redirect their effort.

What is the equity principle

The benefits people receive should be in proportion to what they contribute to the organization.

Motivation

The forces within a person that affect the direction, intensity, and persistence of their effort for voluntary behavior

What are the contingencies of reinforcement?

The four types of consequences Positive reinforcement - a consequence that, when introduced, increases or maintains the frequency or future probability of a specific behavior Punishment - a consequence that reduces frequency or future probability of a specific behavior Extinction - When a target behavior decreases because no consequence follows it Negative Reinforcement - When the elimination of a consequence increases frequency or future probability of specific behavior

What is direction in relation to motivation?

The goal or outcome toward which people steer their efforts

How does Maslows needs hierarchy work?

The lowest unsatisfied need is the primary motivator. When that need is fulfilled the next lowest unsatisfied need becomes the primary motivator.

What influences a persons needs hierarchy?

The values hierarchy influences the needs hierarchy. Since a persons values can change over time, so can the needs hierarchy

What happens if extrinsic and intrinsic motivation are mixed?

There are two theories: 1. Additive theory says using both will motivate employees more 2. The other says extrinsic motivation will reduce feelings of autonomy, thus reducing intrinsic motivation

Why should drives be kept in balance?

They counter-act each other. The drive to acquire is countered by the drive to bond. The drive the comprehend counters the drive to defend. Acquire motivates competition, bond motivates cooperations Comprehend motivates investigating the unknown, defend motivates avoiding the unknown

How do four drives affect incoming stimuli

They dictate which emotions are attached to stimuli

employee engagement

an employees emotional and cognitive motivation. Particularly a focused, intense, persistent, purposive effort toward work-related goals

How do people experience self-actualization?

applying skills and knowledge observing how talents achieve meaningful results, experiencing personal growth through learning.

What are some human drives?

drive to social interaction drive to bond drive to develop competence drive to make sense of surroundings drive to defend

What influence do your drives have on the motivation model

drives and the resulting emotions energize us to take actions self-concept, social norms, past experiences direct that energy towards goal-directed behavior

Define Needs

goal-directed forces that people experience. Motivational forces of emotions channeled towards specific goals and associated behaviors to correct deficiencies or imbalances.

What is the outcome/input ratio

value of the outcomes you receive divided by the value of the inputs you provide in the exchange relationship

When does extrinsic motivation not undermine intrinsic motivation?

when extrinsic motivation is a surprise, is low value relative to intrinsic motivator, when they aren't contingent on specific behavior