chapter 13 MGMT

what are the components of goal-setting theory?

-goal specificity -goal difficulty -goal acceptance -performance feedback

what are the components of equity theory?

-inputs -outcomes -referents

successful implementation of positive reinforcement is based on?

-law of contingent reinforcement -law of immediate reinforcement

what are the components of reinforcement theory?

-positive reinforcement -negative reinforcement -punishment -extinction

reinforcement theory (pg 279)

-reinforcement -reinforcement contingencies -schedule of reinforcement

Motivating with the basics

-start by asking people what their needs are -satisfy lower-order needs first -expect peoples needs to change -as needs change and lower-order needs are satisfied, create opportunities for employees to satisfy higher-order needs

what practical steps can managers take to use equity theory to motivate employees?

-start by looking for and correcting major inequities -reduce employee's inputs -make sure decision making processes are fair

what are the forms of inequity?

-underreward -overreward

expectancy theory holds that people make conscious choices about their motivation. What are the 3 factors that affect those choices?

-valence -expectancy -instrumentality

behavior is a function of its consequences, behaviors followed by positive consequences will occur more frequently, and behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently

reinforcement theory

the theory that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently

reinforcement theory

The ______ of the various needs may change over time

relative importance

rules that specify which behaviors will be reinforced, which consequences will follow those behaviors, and the schedule by which those consequences will be delivered

schedule of reinforcement

(predictions of needs theories) McClelland

the degree to which particular needs motivate varies from person to person you have needs for: -affiliation -achievement -power

the theory that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement

goal-setting theory

expectancy theory holds that for people to be highly motivated all three variables must be?

high

It's difficult to predict which _____ will motivate employees' behavior

higher-order needs

in equity theory, the contributions employees make to the organization

inputs

the perceived relationship between performance and rewards

instrumentality

(needs satisfaction) what are needs

the physical or psychological requirements that must be met to ensure survival and well-being

motivation is..

the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal

people are motivated by what?

unmet needs

a schedule in which consequences are delivered after a specified or average time has elapsed or after a specified or average number of behaviors has occurred

intermittent reinforcement schedule

a natural reward associated with performing a task or activity for its own sake

intrinsic reward

higher-order needs will not motivate as long as?

lower-order needs remain unsatisfied

managers must learn what those _____ needs are, and?

unmet; address them

the attractiveness or desirability of a reward or outcome

valence

an intermittent schedule in which the time between a behavior and the following consequences varies around a specified average

variable interval reinforcement schedule

the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal

motivation

(effort and performance) job performance=

motivation X ability X situational constraints

components of expectancy theory

motivation=valence X expectancy X instrumentality

the physical or psychological requirements that must be met to ensure survival and well being

needs

(predictions of needs theories) Maslow

needs are arranged in a hierarchy from low to high people are motivated by their lowest unsatisfied needs

reinforcement that strengthens behavior by withholding an unpleasant consequence when employees perform a specific behavior

negative reinforcement

once a need is met, it?

no longer motivates

in equity theory, an employee's perception of how the rewards received from an organization compare with the employee's contributions to that organization

outcome/input (O/I) ratio

in equity theory, the rewards employees receive for their contributions to the organization

outcomes

a form of inequity in which you are getting more outcomes relative to inputs than your referent

overreward

(predictions of needs theories) Alderfer

people can be motivated by more than one need at a time

what is equity theory?

people will be motivated at work when they perceive that they are being treated fairly. In particular, equity theory stresses the importance of perceptions

information about the quality or quantity of pas performance that indicates whether progress is being made toward the accomplishment of a goal

performance feedback

reinforcement that strengthens behavior by following behaviors with desirable consequences

positive reinforcement

the perceived fairness of the process used to make reward allocation decisions

procedural justice

reinforcement that weakens behavior by following behaviors with undesirable consequences

punishment

in equity theory, others with whom people compare themselves to determine if they have been treated fairly

referents

the process of changing behavior by changing the consequences that follow behavior

reinforcement

cause and effect relationships between the performance of specific behaviors and specific consequences

reinforcement contingencies

an intermittent schedule in which consequences are delivered following a different number of behaviors, sometimes more and sometimes less, that vary around a specified average number of behaviors

variable ration reinforcement schedule

what are ways to motivate with goal-setting theory?

-assign employees specific, challenging goals -make sure workers truly accept organizational goals -provide frequent, specific, performance-related feedback

how do people react to inequity?

-decreasing or withholding inputs -increasing outcomes -rationalize or distort inputs to outcomes -changing the referent -employees may leave

equity theory focused on what two things?

-distributive justice -procedural justice

the basics of motivation are

-effort and performance (pg 267) -need satisfaction -extrinsic and intrinsic rewards -how to motivate with the basic model of motivation

quotes from expectancy theory

asks "what determines the willingness of an individual to work hard at task important to organization?" "people will do what they can do when they want to do it"

a person's unmet needs creates?

an uncomfortable internal state of tension that must be resolves

the extent to which goal are detailed, exact, and unambiguous

goal specificity

people will be motivated to the extent that they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement

goal-setting theory

a schedule that requires consequence to be administered following every instance of a behavior

continous reinforcement schedule

the perceived degree to which outcomes and rewards are fairly distributed or allocated

distributive justice

a theory that states that people will be motivated when they perceive that they are being treated fairly

equity theory

the perceived relationship between effort and performance

expectancy

people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards

expectancy theory

the theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards

expectancy theory

reinforcement in which a positive consequence is no longer allowed to follow a previously reinforced behavior, thus weakening the behavior

extinction

a reward that is tangible, visible to others, and given to employees contingent on the performance of specific tasks or behaviors

extrinsic reward

an intermittent schedule in which consequences follow a behavior only after a fixed time has elapsed

fixed interval reinforcement schedule

an intermittent schedule in which consequences are delivered following a specific number of behaviors

fixed ratio reinforcement schedule

a target, objective, or result that someone tries to accomplish

goal

the extent to which people consciously understand and agree to goal

goal acceptance

the extent to which a goal is hard or challenging to accomplish

goal difficulty