Ch. 10 Managing Employee Motivation & Performance
for motivated behavior to occur, three conditions must be met:
1st - the effort-to-performance must be > 0 2nd- the performance-to-outcome must be >0 3rd the sum of valences for the outcomes must be >0
_____ _____ a human relationist, argued that people are motivated to satisfy five need levels
Abraham Maslow
telecommuting
Allowing employees to spend part of their time working offsite, usually at home
need for achievement
Best known of the individual needs.
merit pay plan
Compensation plan that formally bases at least some meaningful portion of compensation on merit
gainsharing programs
Designed to share the cost savings from productivity improvements with employees
___ ___ developed the two-factor theory of motivation by interviewing 200 accountants and engineers
Frederick Herzberg
physiological needs
Maslow's 1st stage: things such as food, sex and air which rep. basic issues of survival and biological function
security needs
Maslow's 2nd stage: things such as desire for housing and clothing, and the need to be free from worry about money and job security
belongingness needs
Maslow's 3nd stage: relate to social processes. the include the need for love and affection and to be accepted by one's peers.
esteem needs
Maslow's 4th stage: actually comprise 2 different set of needs: the need for a positive self-image & self -respect and the need for recognition and respect from others
organizational behavior modification (OB MOD)
Method for applying the basic elements of reinforcement theory in an organizational setting
merit pay
Pay awarded to employees on the basis of the relative value of their contributions to the organization
piece-rate incentive plan
Reward system wherein the organization pays an employee a certain amount of money for every unit she or he produces
Scanlon plan
Similar to gainsharing, but the distribution of gains is tilted much more heavily toward employees
reward system
The formal and informal mechanisms by which employee performance is defined, evaluated, and rewarded
flexible-work schedules
Work schedules that allow employees to select, within a broad parameters, the hours they work
compressed work schedule
Working a full 40-hour week in fewer than the traditional five days
positive reinforcement
a method of strengthening behavior with rewards or positive outcomes after a desired behavior is performed
3 most important individual needs:
achievement affiliation power
Motivation factors
achievement recognition the work by itself responsibility advancement & growth
valence
an index of how much an individual values a particular outcome; the attractiveness of the outcome to the individual
reinforcement theory
approach to motivation that argues that behavior that results in rewarding consequences is likely to be repeated, whereas behavior that results in punishing consequences is less likely to be repeated
content perspectives
approach to motivation that tries to answer the question "what factors motivate people"
process perspectives
approaches to motivation that focus on why people choose certain behavioral options to satisfy their needs and how they evaluate their satisfaction after they have attained those goals
goal-setting theory
assumes that behavior is a result of conscious goals and intentions
"an employee may come to work on time to avoid a reprimand" is an example of
avoidance
a manager who vows to take whatever steps necessary to cut costs by 10% has made a _______ to achieve the goal
commitment
outcomes
consequences of behaviors in an organizational setting, usually rewards
equity theory
contends that people are motivated to seek social equity in the rewards they receive for performance
a person who is feeling under-rewarded may reduce the inequity by:
decreasing inputs by exerting less effort increase outcomes by asking for a raise distort the outcomes by rationalizing - trying to get the other person to change his/her outcomes/inputs
the _____ theory suggest that people view their outcomes and inputs as a ratio & then compare them to someone elses
equity
as a result of_____ _____ , individuals may feel equitably rewarded, under-rewarded, or over-rewarded. a feeling of equity will result when the two ratios are equal
equity theory
stock option plan
established to give senior managers the option to buy company stock in the future at a predetermined fixed price
when an individual believes that effort and performance are unrelated,_____ is very weak
expectancy
based on the fundamental concepts of _____ _____, Starbucks employees earn stock as a function of their seniority and performance. Thus, their hard work helps them earn shares of ownership in the company
expectancy theory
three useful process perspectives on motivation are the
expectancy, equity, and goal-setting theories
________ can be used to weaken behavior, especially behavior that has previously been rewarded
extinction
by simply ignoring behavior and not reinforcing it the boss is exhibiting ______ _______
extinction reinforcement
belongingness needs are satisfied most by:
family and community relationships outside of work and by friends
A ______-______ ______ workday is broken down into two categories: flexible time and core time
flexible-work schedule
Microsoft, Hewlett-Packard, and Texas Instruments have used ___-____ ______ method for arranging work
flexible-work schedule
a goal of "increasing productivity by 3% in the next six months" is an example of _______ _______
goal specificity
_________ at work is the number 1 productivity booster
happiness
need for power
he desire to be influential in a group and to control one's environment
the individual who believes that high performance WILL result in a pay raise has a _____ _____
high expectancy
Employees whom managers attempt to "satisfy" through ___ factors alone will usually do just enough to get by.
hygiene
by providing ___ ____appropriate level, managers do not stimulate motivation but merely ensure that employees are "not dissatisfied"
hygiene factors
___ ____ systems are among the oldest forms of performance based rewards
incentive reward
Equity
is an individual's belief that the treatment he or she is receiving if fair relative to the treatment received by others
goal specificity
is the clarity and precision of the goal
goal difficulty
is the extent to which a goal is challenging and requires effort
goal acceptance
is the extent to which a person accepts a goal as his or her own
goal commitment
is the extent to which he or she is personally interested in reaching the goal
organizational support
is whatever the organization does to help or hinder performance
with ____ ____ an organization can accommodate the preferences of a broader range of employees and may benefit from the talents of more people
job sharing
an employee may choose to work as hard as possible, or do as little as possible. The goal for the manager is to _____ the likelihood of the first behavior an the ________ likelihood of the last
maximize, minimize
under _____ reward systems, employees who make greater contributions are given higher pay than those who make lesser contributions
merit
_____ _____ systems are one of the most fundamental forms of performance-based rewards
merit reward
the individual who believes that high performance MAY lead to a pay raise has a _____ _____
moderate expectancy
individuals performance is generally determined by 3 things:
motivation ability work environment
the motivation process begins with a _____ deficiency
need
people with a high ___ __ _____ have a desire to assume personal responsibility
need for achievement
people with a strong ___ __ _____ are likely to prefer and preform better in a job that entails a lot of social interaction and offers opportunities to make friends
need for affiliation
research has shown that people with a strong ___ ___ ____ are likely to be superior performers, have good attendance records, and occupy supervisory positions
need for power
if an individual does not want an outcome, it's valence is ______.
negative
an individual is motivated first and foremost to satisfy ____ _____.
physiological needs
if an individual wants an outcome, it's valence is ______.
positive
when a manager observes an employee doing an especially good job and offers praise, the praise serves to _____ _____ the behavior of the good work
positively reinforce
the need for ____ also receives considerable attention as an important ingredient in managerial success.
power
fixed-ratio schedule
provides reinforcement after a fixed number of behaviors regardless of the time interval involved, such as a bonus for every fifty sale
variable-ratio schedule
provides reinforcement after varying numbers of behaviors are performed, such as the use of complements by a supervisor on an irregular basis
fixed-interval schedule
provides reinforcement at fixed intervals of time such as regular weekly paychecks
variable-interval schedule
provides reinforcement at varying intervals of time, such as occasional visits by the supervisor
David C. McClelland
psychologist who first identified the need for achievement, argues that only about 10% of the US population has a high need for achievement
individual incentive plans
reward individual performance on a real-time basis
____ ____ needs are perhaps the most difficult for a manager to address. In fact - it is argued these must be entirely met from within the individual
self-actualization needs
a manager can help satisfy belongingness needs by allowing ____
social interaction and by making employees feel like part of the team
expectancy theory
suggests that motivation depends on two things - how much we want something and how likely we think we are to get it
Maslow's hierarchy of needs
suggests that people must satisfy five groups of needs in order: physiological, security, belonging-ness, esteem and self-actualization
two factor theory of motivation
suggests that people's satisfaction and dissatisfaction are influenced by two independent sets of factors - motivation factors and hygiene factors
Hygiene Factors
supervisors working conditions interpersonal relations pay and security company policies and administration
an increasing popular approach to alternative work arrangements is
telecommuting
need for affiliation
the desire for human companionship and acceptance
need for achievement
the desire to accomplish a goal or task more effectively then in the past
effort-to-performance expectancy
the individual's perception of the probability that effort will lead to high performance
performance-to-outcome expectancy
the individual's perception that performance will lead to a specific outcome
empowerment
the process of enabling workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority
participation
the process of giving employees a voice in making decisions about their work
motivation
the set of forces that cause people to behave in certain ways
self-actualization needs
top of Maslow's hierarchy - these involve realizaing one's potential for continued growth and individual development.
Merit rewards are usually determined based on the individual's performance and overall contributions to the organization
true
like difficulty, specificity has been shown to be consistently related to performance
true
negative support might mean failing to fix damaged equipment
true
avoidance
used to strengthen behavior by avoiding unpleasant consequences that would result if the behavior were not performed
extinction
used to weaken undesired behaviors by simply ignoring or not reinforcing them
punishment
used to weaken undesired behaviors by using negative outcomes or unpleasant consequences when the behavior is performed
the most powerful schedule in terms of maintaining desired behavors
variable-ratio schedule
job sharing
when two part time employees share one full-time job
if the individual is indifferent to the outcome, its valance is ____.
zero
