Intro to Business: Chapter 10

small businesses can motivate employees by:

- offering flexible schedules - telling them their work is appreciated - giving employees small equity stakes

according to ouchi's theory, which of the elements are inlcluded in Type A management?

- rapid promotion - individual decision making

employee empowerment cannot be successful without clear and open ___ throughout an organization

communication

extrinsic reward

something given to you by someone else as recognition for good work, extrinsic rewards include pay increases, praise, and promotions

what characteristics of work affect motivation and performance?

the job characteristics that influence motivation are skill variety, task identity, task significance, autonomy, and feedback

reinforcement theory states that people are motivated to:

- increase desired behaviors to avoid punishment - receive rewards and avoid punishment

frederick taylor wrote

The Principles of Scientific Management

baby boomer

grew up in prosperity, one parent working, values job security 1946-1964

based on figure 10.3, it is clear that maslow and herzberg disagree on which element as being a true motivator

job security

according to Herzberg's study, motivators that gave employees satisfaction and motivated them

related mostly to job content

reinforcement theory uses the carrot and stick approach that people are motivated to seek __ and avoid __.

rewards, avoid punishment

the difference between maslow's theory and herzberg's theory of motivation is

that maslow believes motivators are at higher and lower levels

ignoring unwanted behaviors in the workplace is a manager's way of applying ____ as a method of reinforcement theory

extinction

reinforcement theory (p. 272)

managers can either add or subject stimuli (positive reinforcement, negative reinforcement, or punishers) to increase desired behavior or decrease undesired behavior theory that positive and negative reinforcers motivate a person to behave in certain ways negative reinforcement example: an employee who works extra hours so he won't be fired

in order for an organization to create a culture that rewards listening and communication

managers must listen, provide feedback, and adopt employee ideas

if a worker perceives inequity in a situation, he may try to restore it by

- producing less - leaving the organization

a type of chart used to track and plan worker activity developed by a researcher who followed taylor's principles is called

a Gantt chart

a problem for global companies in motivating employees is that

employee perception of motivators is shaped by their culture

a key technique here is * empowerment *

giving employees authority to make decisions and tools to implement the decisions they make

globalization has created a need for managers to understand culture differences in order to ___ employees around the world

motivate

the Hawthorne studies were inspired by the research of

Frederick Taylor

job enlargement

a job enrichment strategy that involves combining a series of tasks into one challenging and interesting assignment

herzberg studied __ ___ factors and asked employees to rank them by level of enthusiasm

job related

frederick herzberg

conducted study in theory that explores what managers can do with the job itself to motivate employees most important factors: 1) sense of achievement 2) earned recognition 3) interest in the work itself 4) opportunity for growth 5) opportunity for advancement 6) importance of responsibility 7) peer and group relationships 8) pay 9) supervisor's fairness 10) company policies and rules 11) status 12) job security 13) supervisor's friendliness 14) working conditions according to herzberg, job security motivates workers instead of being a hygiene factor job-related factors that motivated workers to achieve full potential include: - a sense of achievement, - recognition theory: recognition would motivate employees the conclusion of herzberg's theory is that the best way to create more productive employees is to add MOTIVATING factors and satisfy the hygiene factors

based on figure 10.3, it is clear that maslow and herzberg AGREE that

- recognition at work is a motivator

what are the hygiene (maintenance) factors?

company policies, supervision, working conditions, interpersonal relationships, and salary - do not move people to action when present in the workplace

in a high-context culture

workers build personal relationships and develop group trust before focusing on tasks

maslow believe that people are motivated by highre and lower level needs

that differs from herzberg who believed that people are motivated only by higher level needs

the tendency for people to behave differently when they know they are being watched or studied is referred to as the ___ effect

Hawthorne effect

principle of motion economy

theory developed by Frank and Lillian Gilbreth that every job can be broken down into a series of elementary motions

sense of achievement

listed by workers as creating enthusiasm for job content

motivation

moves people to action

goal setting theory

the idea that setting ambitious but attainable goals can motivate workers and improve performance if the goals are accepted, accompanied by feedback, and facilitated by organizational conditions

most people leave their jobs in search of ___ and not for higher ___

responsibility, pay

in a manufacturing environment, scientific management is demonstrated by doing time motion studies of the steps in an assembly process to determine if ___ can be gained by adjusting the way the steps are performed

efficiency

equity theory states that employees:

- compare their inputs and outputs to those of others in similar positions - try to maintain equity between what they put into a job and what they get out of it - perceptions of fairness affect motivation

motivating through open communication

- creating an organization culture that rewards listening - train supervisors and managers to listen - use effective questioning techniques - remove barriers to open communication - avoid vague and ambiguous communication - make it easy to communicate - ask employees what is important to them

which of the following are steps managers must follow for empowerment to be a real motivator?

- let workers put solutions into action - let workers define the organizational problems - let workers design the solution

taylor's view of management

- people were viewed as machines that could be programmed to be more productive - there was little concern for the human or psychological aspects of work - workers would be motivated by high levels of pay

job rotation

a job enrichment strategy that involves moving employees from one job to another - is applied as a method of motivation when an employee is moved from one job to another on different days to make the job more interesting and challenging

type J firms

are based on the culture of japan, which includes a focus on trust and intimacy within the group and family. converseley, type A firms are based on american culture, which includes a focus on individual rights and achievements

equity judgments are subject to ___ from one person to the next

error

what are the key elements of expectancy theory?

expectency theory centers on three questions employees often ask about performance on the job: 1) can i accomplish this task? 2) if i do accomplish it, what's my reward? 3) is the reward worth the effort?

herzberg studied the relationship between

motivation and job-related factors

feedback

the best way to give an employee a feeling of achievement and recognition through this component of job enrichment

companies can minimize the perception of unfairness in the workplace by having clear and frequent communication

with all employees

scientific management

studying workers to find the most efficient ways of doing things and then teaching people those techniques became the dominant strategy for improving productivity in the early 1900s elements of scientific management: - method - time - rules of work what was the goal of taylor's scientific management: - increase worker productivity - benefit the worker - benefit the firm basic tools used: - observation - stopwatch

hawthorne studies

the theory that workers' social and psychological attitudes affected productivity was first identified in this

taylor's methods such as ____ studies are still used today at United Parcel Service

time-motion

herzberg's findings were that motivators are to productivity as

hygiene factors are to dissatisfaction

recognizing a job well done

when asked in a recent survey their reason for changing jobs, only 42% of participants listed increased compensation and benefits, while 83% said they left for increased responsibilities and/or a more senior role. clearly, providing advancement opportunity is important in retaining valuable employees.

who developed theory X and theory Y?

douglas mcGregor - held that managers have one of two opposing attitudes toward employees

generation X

grew up with both parents working, seeks work-life balance, values career security 1965 - 1980

generation Y

grew up with indulgent parents, technologically savvy, values frequent positive feedback 1980 - 2000

what is the difference between Frederick Herzberg's motivator and hygiene factors?

herzberg found that while some factors motivate workers (motivators), others cause job dissatisfaction if missing but are not motivators if present (hygiene or maintenance factors).

lower level workers such as housekeepers in a hotel can be aided in satisfying ___ level needs by discussing what the hotel would be like in their absence. this gives meaning to their jobs and their presence

higher

in a service environment, scientific management is demonstrated by timing a person delivering a service to determine if ___ economy can be gained by adjusting the way the service is performed when broken down into steps

motion

scientific management theory focuses on making work activities more efficient, whereas the hawthorne studies focus on worker _____

motivation

the hawthorne studies as compared to scientific management studies can be respectively described as

motivation versus motion

to use self-managed teams to improve productivity, management must reinvent work by:

- allowing autonomy - respecting workers - developing workers' skills

theory z matches the culture, situation, and specific needs of the organization and its employees, whereas mcgregor's theory x and y is about

assumptions managers make about workers' attitudes

they key to successfully empowering employees

is to let them define problems as well as plan and implement solutions

motivated employees display their natural abilities to do work and thus tend to ___ at a higher level in the workplace

perform

the idea that all jobs can be broken down into elemental steps that can be made more efficient is the

principle of scientific management

in order to restore equity or fairness to a work situation, a worker may

reduce effort on a task

scientific management viewed people as ___ to be programmed

robots

theory x

theorist Douglas McGregory observation assumptions: - the average person dislikes work and will avoid it if possible - because of this dislike, workers must be forced, controlled, directed, or threatened with punishment to make them put forth the effort to achieve the organization's goals - the average worker prefers to be directed, wishes to avoid responsibility, has relatively little ambition, and wants security - primary motivators are fear and money manager would most likely: - perform a time motion study

a culture that focuses on building personal relationships and ___ before focusing on tasks is a high-context culture

trust

the study of management principles did not have any lasting implications

until the early 20th century

maslow's hierarchy of needs

theory of motivation based on unmet human needs from basic physiological needs to safety, social, and esteem needs to self-actualization needs people are motivated to satisfy unmet needs. needs that have already been satisfied no longer provide motivation. Maslow's hierarch of needs, whose levels are: * physiological needs *: basic survival needs, such as the need for food, water, and shelter. * safety needs *: the need to feel secure at work and at home. * social needs *: the need to feel loved, accepted, and part of the group. * esteem needs *: the need for recognition and acknowledgement from others, as well as self-respect and a sense of status or importance. * self-actualization needs *: the need to develop to one's fullest potential. when one need is satisfied, another, higher-level need emerges and motivates us to satisfy it. the satisfied need is no longer a motivator. top of pyramid to bottom: 1) self-actualization 2) esteem needs 3) social needs 4) safety needs 5) physiological needs ex of hierarchy: - when a person has eaten, is full from a 6 course meal and is no longer motivated by hunger

herzberg's motivators relate to which levels of maslow's hierarchy

higher levels

unlike scientific management, the hawthorne studies found that ____ ____ have a great impact on employee productivity

human relations

ouchi's type A and J management

Type J: implicit, informal controls, consensual decision making Type A: explicit controls, individual responsibility

expectancy theory

Victor Vroom's theory that the amount of effort employees exert on a specific task depends on their expectations of the outcome states that an individual will not put forth effort without first evaluating their ability to perform the task and value they place on the reward researchers david nadler and edward lawler modified Vroom's theory and suggested the following steps: - determine what rewards employees value - determine each employee's desired performance standard - ensure that performance standards are attainable - guarantee rewards tied to performance - be certain that employees consider the rewards adequate

management by objectives (MBO)

a system of goal setting and implementation; it involves a cycle of discussion, review, and evaluation of objectives among top and middle level managers, supervisors, and employees it is a manager's responsibility to involve everyone, commit employees to goals, monitor progress, and reward accomplishments works best when in stable situations Drucker's Goal-setting theory is the basis for management by objectives

what is theory z?

william ouchi based theory Z on japanese management styles and stresses long term employment, collective decision making, individual responsibility, slow evaluation and promotion, implicit, informal control with explicit, formalized control, moderately specialized career paths; and a holistic concern for employees (including family)

time period of Herzberg's study was

the mid 1960's

small workers can motivate their workers by giving them:

- broader responsibilities - verbal recognition

in the world of global business, it is important to develop group leaders who are:

- flexible - culturally astute - able to deal with ambiguity

Peter Drucker developed MBO because he recognized that

- managers can only thrwart employee motivation, not motivate an employee - employees need to motivate themselves 1960's

job enrichment

a motivational strategy that emphasizes motivating the worker through the job itself matches Herberg's high-level motivators 5 characteristics of work that are important in motivation and performance: - skill variety: the extent to which a job demands different skills - task identity: the degree to which the job requires doing a task with a visible outcome from beginning to end - task significance: the degree to which the job has a substantial impact on the lives or work of others in the company - autonomy: the degree of freedom - feedback: the amount of direct and clear information given about job performance based on the higher level motivators of which theorists?: - abraham maslow - fredrick herzberg

millennials (p. 279)

aka echo boomers, generation y linked through experiences they shared in their formative years--usually the first 10 years of life. the beliefs you accept as a child affect how you view risk, challenge, authority, technology, relationships, and economics

theory y

assumptions: - most people like work; it is as natural as play or rest - most people naturally work toward goals to which they are committed - the depth of a person's commitment to goals depends on the perceived rewards for achieving them - under certain conditions, most people not only accept but also seek responsibility - people are capable of using a relatively high degree of imagination, creativity, and cleverness to solve problems - in industry, the average person's intellectual potential is only partially realized - people are motivated by a variety of rewards, each worker is stimulated by a reward unique to him or her (time off, money, recognition, and so on)

companies like Ford are using self-managed teams to improve productivity by allowing teams enough ___ to solve problems and meet objectives

autonomy

comparison of maslow's hierarchy of needs and herzberg's theory of factors (pg. 266)

check chart on page 266

___ means acting as a resource for an employee, while ___ means actually doing part of the work.

coaching, helping

according to Herzberg's theory, employees require basic tools to do their work and are ___ in their absence, however, employees are ___ when involved in decision making.

dissatisfied, motivated

in order to motivate employees, job ___ is applied by assigning an employee to complete a task from start to finish in order to give them a sense of purpose and accomplishment

enrichment

according to equity theory, employees try to maintain equity between inputs and outputs compared to other employees in similar positions. what happens when employees perceive that their rewards are equitable?

if employees perceive they are under rewarded, they will either reduce their effort or rationalize that it isn't important. if they perceive that they are over rewarded, they will either increase their effort to justify the higher reward in the future or rationalize by saying, "I'm worth it!" inequity leads to lower productivity, reduced quality, increased absenteeism, and voluntary resignation.

what levels of need did maslow identify?

starting at the bottom of maslow's hierarchy and going to the top, the levels of need are physiological, safety, social, esteem, and self actualization.

time motion studies

studies, begun by Frederick Taylor, which tasks must be performed to complete a job and the time needed to do each task ex: studying workers as they shovel different types of materials with different types of shovels in order to determine the most efficient tool and method to use

what led to more human based managerial styles?

the greatest impact on motivation theory was generated by the Hawthorne studies in the late 1920s / early 1930s. in these studies, Elton Mayo found that human factors such as feelings of involvement and participation led to greater productivity gains that did physical changes in the workplace

equity theory

the idea that employees try to maintain equity between inputs and outputs compared to others in similar positions employees: - try to maintain equity between what they put into a job and what they get out of it - compare their inputs and outputs to those of others in similar positions - perceptions of fairness affect motivation equity theory states that employees look for fairness in the workplace as compared to others before deciding to perform

intrinsic reward

the personal satisfaction you feel when you perform well and complete goals - personal satisfaction - feeling that your work contributes to society - feeling that your work contributes to the company

hawthorne effect

the tendency for people to behave differently when they know they are being studied factors that contributed to increased worker productivity: - worker involvement in managerial decisions - social group membership and informality - management respect and interaction

what are the factors called motivators?

the work itself, achievement, recognition, responsibility, growth, and advancement

according to McGregor a manager who believes that an employee has little ambition, avoids responsibility, and prefers to be directed is considered to be a theory ___ employee

theory X

what is theory y?

theory Y assumes that people like working and will accept responsibility for achieving goals if rewarded for doing so

what is theory x?

theory x assumes that the average person dislikes work and will avoid it if possible. therefore, people must be forced, controlled, and threatened with punishment to accomplish organizational goals assumptions: - people are motivated by fear - people must be controlled - people avoid work

herzberg's theory applies maslow's hierarchy and then breaks it into

two types of factors: - motivational - hygiene (maintenance)

in his study, Herzberg asked ___ to rank those areas of the job that create enthusiasm

workers

while workers in the United States are more task oriented and require information to do their jobs

workers from Korea are more motivated by strong relationships and developing trust to do the same job

in a low context culture

workers often view relationship building as a waste of time that diverts attention from the task

can managers use maslow's theory?

yes, they can recognize what unmet needs a person has and design work so that it satisfies those needs

the relationship between expectancy theory and employee motivation lies in the individual worker's belief that:

- he or she is capable of achieving the goal - the reward for achieving a goal will be worth the effort - achieving a goal will be rewarded

what is Frederick Taylor known for?

- human efficiency engineer - one of the first people to study management, considered father of scientific management - conducted time motion studies to learn the most efficient way of doing a job and then trained workers in those procedures - published "The principles of Scientific Management" in 1911. Hengry L Gantt and Frank and Lillian Gilbreth

what is the purpose of management by objectives?

- to monitor the results of implementing goals - to engage everyone in the organization in goal setting and implementation - to reward the accomplishment of organization goals

the key to successful employee empowerment is free-flowing ___ and information throughout the organization

communication

what did Abraham Maslow find human motivation to be based on?

maslow studied human motivation and found that motivation was based on needs. he said that a person with an unfilled need would be motivated to satisfy it and that a satisfied need no longer served as a motivation.

ouchi's theory z

- long term employment - collective decision making - individual responsibility - slow evaluation and promotion - implicit, informal control with explicit, formalized control - moderately specialized career paths - holistic concern for employees (including family) see X vs Y vs Z on page 270

what are the variables in reinforcement theory?

- praise - recognition - raises that a worker might strive to receive after performing well negative reinforcers are punishments: - reprimands - pay cuts - firing a worker

frederick taylor's method was to:

- teach people the one best way to do their jobs - study the most efficient way to do a task - determine the one "best"way

an example of how United Parcel Service has used the principles of scientific management is

- the use of simulators to teach employees to lift packages correctly - the use of tools such as ring scanners to read a bar code

motivators

in herzberg's theory of motivating factors, job factors that cause employees to be productive and that give them satisfaction motivators: - work itself - achievement - recognition - responsibility - growth and advancement

hygiene factors

in herzberg's theory of motivating factors, job factors that can cause dissatisfaction if missing but that do not necessarily motivate employees if increased hygiene factors: - company policy and administration - supervision - working conditions - interpersonal relations (co-workers) - salary, status, job security ex: well equipped lunch rooms, friendly coworkers - job security - good working conditions