Chapter 12 management
Simplification of Maslow's Hierarchy of needs
ERG theory
What is an ESOP?
Employee Stock Ownership Plan
Job enrichment
Incorporating high-level motivators, such as achievement, recognition, and opportunities for growth, into the work.
Hygiene factory theory
Involves the presence or absence of job dissatisfiers, such as working conditions, pay, company policies, and interpersonal relationships
Frederick Herzberg's Two-Factor Approach
Motivator and Hygiene factors
Simple model of motivation
Need, Behavior, Rewards, and Feedback
Four categories of motives that managers use (Axis)
Pain/Fear, Pleasure/Growth, Intrinsic/Extrinsic
Motivation
Refers to the forces either within or external to a person that arouse enthusiasm and persistance to pursue a certain course of action
Valence
The value of outcomes (rewards) to the individual.
Job Characteristics model **important
core job dimensions (skill variety, task identity, task significance, autonomy, feedback), critical physiological states (meaningful ness of work, experienced responsibility, knowledge of results), personal work/outcomes (high performance, high satisfaction, high work motivation), and employee growth-need strength (people have different needs for growth and development)
Reinforcement theory
defined as anything that causes a certain behavior to be repeated or inhibited
Matrix
embodies a key management concept that we have discussed throughout the semester
Content theory of motivation
emphasize the needs that motivate people. Things that we want and will work to get (Reward System)
motivational trends
employee empowerment and engagement
Empowering theory
employees receive information about company performance, employees have knowledge and skill, employees have the power to make substantive decisions, employees are rewarded based on company performance
Clayton Alderfer's ERG Theory
existence needs, relatedness needs, growth needs
Process Prospective Theories
explain how people select behavioral actions to meet their needs and determine whether their choices were successful. Goal setting, equity theory, and expectancy theory
Frustration Regression Principle
failure to meet a high-order need may cause a regression to an already satisfied lower-order need
Motivator theory
focus on high level needs and include achievement, recognition, responsibility, and opportunity for growth
Equity theory- Stacy Adams
focuses on individuals' perceptions of how fairly they are treated relative to others
Extrinsic Rewards
given by another person, such as a manager, and include pay increases, promotions, and praise
innovative ideas for motivating
incentive compensation for higher performance, ESOP, gain sharing, variable compensation
Autonomy
independence
Vicarious
living through someone/something else. In Rudy movie. Dad lived through Rudy at game because he couldn't accomplish it himself
Employee engagement
people enjoy their jobs and are satisfied with their work conditions, contribute to company goals, and feel sense of belonging
Abraham Maslow's Hierarchy of needs
physiological needs, safety needs, love/belongingness needs, esteem needs, self-actualization needs
Direct reinforcement
positive reinforcement (rewarding consequence), avoidance learning (also called negative reinforcement, when they remove an unpleasant consequence when behavior is improved), punishment (unpleasant outcome), extinction (withholding positive rewards and essentially ignoring undesirable behavior
Empowerment
power sharing; the delegation of power or authority to subordinates in the organization
Expectancy theory (Rudy movie model)
proposes that motivation depends on individuals' expectations about their ability to perform tasks and receive desired rewards. E--->P expectancy putting effort into task will lead to high performance. P--->O expectancy high, performance of task will lead to desired outcome
Goal Setting Theory- Remember Jim Collins. Created by Edwin Locke and Gary Latham
proposes that specific, challenging goals increase motivation and performance when the goals are accepted by subordinates and these subordinates receive feedback to indicate their progress toward goal achievement
Social learning theory
related to reinforcement perspective, proposes that an individual's motivation can result not just from direct experience of rewards and punishments, but also from person's observations of other people's behavior
Intrinsic Rewards
satisfactions a person receives in the process of performing a particular action
Reinforcement Theory
simply looks at the relationship between behavior and its consequences
law of effect
states that behavior that is positively reinforced tends to be repeated, and behavior that is not reinforced tends not to be repeated
David McClelland's Acquired Needs Theory
states that three needs - achievement (desire to accomplish something difficult), affiliation (desire to form close personal relationships), and power (desire to influence or control others) - are major motives determining people's behavior in the workplace
Job design
the application of motivational theories to the structure of work for improving productivity and satisfaction
Making progress principal
the idea that the single most important factor that can boost motivation, positive emotions, and perceptions during a workday is making progress toward meaningful goals
Behavior modification
the name given to the set of techniques by which reinforcement theory is used to modify human behavior
Vicarious learning
also known as observational learning. occurs when an individual sees others perform certain behaviors and get rewarded for them