MGT 3200: Motivating employees part 2

Three Components of Reinforcement Theory

stimulus behavior consequence

The autocratic tell and sell method works to improve employee performance by increasing 1.the specificity of goals. 2.the difficulty or challenge of the goals. 3.the amount of feedback about goal-related performance. 4.the frequency of rewards given for goal attainment. 5.the acceptance of goals.

the acceptance of goals.

The problem with use of extinction is that

the behavior's frequency may actually increase before it decreases

In the leave-alone zap trap,

when the employees perform well, they are left alone (get no consequence from their manager). when the employees make a mistake or perform poorly, they are zapped (get a negative consequence from their manager).

How does a manager overcome the jelly-bean motivation trap?

®First, managers cannot shy away from conflict—they must hold individuals accountable. ®Second, managers must tie rewards to performance—their motto should be "the more you do, the more you get."

There are conditions under which participation does not lead to greater employee acceptance of goals:

*low trust between management and labor *the employee doesnt want to participate *the manager is a control freak/autocrat

How does a manager overcome the rewarding on assumed needs trap?

-The manager should get to know their employees likes and dislikes so they can tailor the reward to fit the employee. -The manager, when in doubt, should ask employees what they find rewarding.

Problems with Punishment

-it only tells you what you're doing wrong (Doesn't replace the bad behavior with a good behavior) -it can cause the peron being punished to feel either sad or mad (It can lower productivity through lower self-confidence or through retaliation.) -it may only decrease the frequency of the behavior when the punisher is around

How does a manager overcome the leave-alone zap trap?

1) MBWA (manage by walking around) 2) catch people doings thing right 3) when they do things right, provide positive reinforcement.

Traps to Avoid in Managing Consequences for Behavior

1.Leave-Alone Zap Trap 2.Jelly-Bean Motivation Trap 3.Rewarding on Assumed Needs Trap

Process Theories of Motivation

1.Locke's Goal Setting Theory 2.Skinner's Reinforcement Theory 3.Adams' Equity Theory

4 Types of Consequences

1.Positive reinforcement 2.Negative reinforcement 3.Extinction 4.Punishment

Three Ways To Increase Goal Acceptance

1.Rewards for goal attainment (WIFM). 2.Participation in goal setting by the employee. 3.Autocratic tell and sell method of goal setting.

Autocratic Tell and Sell Method of Goal Setting In this method of goal-setting, there are three steps:

1.manager sets the goal for the employee 2.manager tells the employee what the goal is 3.manager sells the employee on the goal

When a manager rewards on assumed needs, the manager's reward for the employee's good performance could be considered by the employee as:

1.positive reinforcement (+ consequence)if the employee has similar likes/dislikes in terms of rewards. 2.punishment (- consequence) if the employee has dissimilar likes/dislikes in terms of rewards. 3.extinction (no consequence) if the employee has dissimilar likes/dislikes in terms of rewards.

In the leave-alone zap trap, good performance receives _____ whereas poor performance receives ______. 1.Punishment; extinction 2.Positive reinforcement; punishment 3.Extinction; punishment 4.Positive reinforcement; extinction

Extinction; punishment

Which of the following is not true concerning punishment? 1.It may lead to anger & aggression on the part of the punishee. 2.It may cause the punishee to lose self-confidence. 3.It replaces the bad behavior with a good behavior. The frequency of the punished behavior is likely to rise when the punisher isn't around

It replaces the bad behavior with a good behavior.

-It's based on one simple premise: there is a direct connection between what we intend to do and what we actually do. -In this theory, we try to specify those goal setting conditions that will maximize effort and performance.

Lockes's Goal Setting Theory

Which of the following is true concerning reinforcement theory? 1.The consequence for the behavior determines its frequency. 2.The person receiving the consequence determines whether its positive or negative. 3.When using extinction, the behavior may actually increase before it decreases. 4.All of the above. 5.Only 1 and 2

Only 1 and 2

®S-goals should be specific in terms of what's desired and when it's desired by. ®C-goals should be challenging yet achievable. ®A-goals should be accepted by the person (ownership) ®R-goal attainment should be rewarded. ®F-one should receive feedback on goal related performance.

SCARF Model of Goals

*In this theory, managers must manage consequences for employee behavior. *They act as transactional managers. -when an employee performs well, the manager should provide a positive consequence for this behavior. -when the employee performs poorly, the manager should provide a negative or no consequence for this behavior.

Skinner's reinforcement theory

Which of the following is not an aspect of an effective goal setting program in all situations? 1.Goals that are specific. 2.Goals that are challenging yet achievable. 3.Subordinate participation in goal-setting. 4.Rewards for goal attainment. 5.Periodic feedback about goal-related performance.

Subordinate participation in goal-setting.

Skinner's Reinforcement Theory is based on one simple law:

Thorndike's law of effect

Stimulus

a signal from the environment for the behavior to occur

Negative reinforcement is also known as

avoidance learning

Jelly-bean motivators are afraid of

conflict

With extinction, the behavior's frequency should ______________ over time.

decrease

With punishment, the behavior's frequency will _____________ over time

decrease

When the behavior occurs, it's followed by no consequence

extinction

In the leave-alone zap trap, the manager uses _________________________ to manage employee behavior

extinction and punishment

leave-alone zap trap creates a climate based on

fear and avoidance

Research has demonstrated that the autocratic tell and sell method and participation in goal setting by the employee are equally effective in terms of increasing ________________________

goal acceptance

Under the jelly-bean motivation trap which individual is the most dissatisfied? 1.High Performer 2.Average Performer 3.Poor Performer 4.Jelly-bean motivation has no effect on employee satisfaction.

high performer

With negative reinforcement, the behavior's frequency will _____________

increase

With positive reinforcement, the behavior's frequency will ____________

increase

High performance under the leave-alone zap manager ______. 1.Increases 2.Decreases 3.Increases then decreases Decreases then increases

increases then decreases

behavior

is the action taken by the indivdual

consequence

is the outcome that follows the behavior

When using participation in goal-setting, the manager and the employee meet and ___________determine what the employees goals will be.

jointly

A slacker realizes that the poorer he performs, the more tasks his manager takes away from him. This is an example of _______. 1.positive reinforcement 2.negative reinforcement 3.extinction 4.punishment

negative reinforcement

When rewarding on assumed needs a manager's reward to an employee for good performance could be considered by the employee as all of the following except __________. 1.Extinction 2.Punishment 3.Positive Reinforcement 4.Negative Reinforcement

negative reinforcement

When the behavior occurs, a negative consequence is withdrawn (not given).

negative reinforcement

Which of the following is also known as avoidance learning? 1.Positive reinforcement 2.Negative reinforcement 3.Extinction 4.Punishment

negative reinforcement

Which of the following conditions is appropriate for the use of participation in goal-setting? 1.The manager's style is autocratic. 2.There is low trust between management and labor. 3.The employee doesn't desire added responsibility. 4.None of the above.

none of the above

The belief here is that if the employee is given a say in determining what his/her goals will be, this will cause the employee to have greater _______________ of his/her goals.

ownership

When a manager falls victim to the leave-alone zap trap, he fails to use which consequence for managing behavior? 1.Negative consequences 2.Positive consequences 3.No consequences 4.None of the above; the leave-alone zap manager uses all of the above consequences in similar amounts.

positive consequences

When the behavior occurs, it's followed by a positive consequence for the individual.

positive reinforcement

When a worker performs poorly and is terminated, this is known as _____. 1.Positive reinforcement 2.Negative reinforcement 3.Extinction 4.Punishment

punishment

When the behavior occurs, it's followed by a negative consequence for the individual.

punishment

In the autocratic tell and sell method, it's the __________ component that increases employee acceptance of the goal.

selling

Thordike's Law of Effect

states that behaviors that are followed by positive consequences will tend to be repeated whereas those behaviors that are followed by negative or no consequences will tend not to be repeated.

In the rewarding on assumed needs trap,

®the manager assumes what motivates her motivates her employees. ®The manager practices the golden rule in rewarding employee's good performance.

In the jelly-bean motivation trap

®the manager passes out positive consequences without regard to employee performance. ®High performers, average performers, and poor performers all receive the same positive consequences for their performance.