MG201
benefits of maslows hierarchy of needs (4 bullet points)
1. Easy to understand 2. served as a starting point for later theories 3. showed that workers have needs beyond just earning a paycheck
what is motivation based on (2 points)
1. a persons evaluation of his outcome/ effort ratio 2. comparison of outcome/input ratio to comparison of others ratios
what are the choices for restoring equity
1. adjust the outputs, inputs, or both of self and/or comparison other 2. change comparison other 3. quit
Hackman & Oldham's Job Characteristics Model includes... (4 points)
1. core job characteristics 2. critical psychological states 3. moderating factors 4. work outcomes
how to individuals who are under rewarded respond (2 points)
1. decreasing inputs (less effort, more time off, sabotage, quitting, decreased quality) - only decreased performance if there is not a strong link between performance and future rewards 2. adjusting perceptions (lower salary is fine because work I do is easy and enjoyable)
implications of job characteristics model managers should... (3)
1. diagnose the work environment to see if a problem exists 2. determine whether job redesign is appropriate 3. consider how to redesign it
what are the 3 motiving factors
1. employee knowledge and skill 2. growth need strength 3. context satisfaction
what are the critical psychological states (3 points)
1. experienced meaningfulness of work 2. felt responsibility 3. knowledge of the results
what should theories of motivation contain
1. initiation of behavior 2. direction 3. persistence 4. intensity
what are the three major perspectives on motivation
1. need based (i.e. content) 2. process 3. reinforcement
what is the misconception of motivation (1)
1. parsimony
name the forms where reinforcement takes various forms (4 points)
1. positive reinforcement 2. negative reinforcement 3. punishment 4. extinction
what are the 5 categories of maslows hierarchy (bottom to top)
1. psychological 2. safety 3. social belongingness 4. esteem 5. self actualization
People with a high need for achievement prefer situations where they can... (5 points)
1. take personal responsibility 2. get credit fro accomplishments 3. receive clear/ unambiguous feedback 4. perform tasks of moderate difficulty 5. focus on future or innovative opportunities
Over rewarded individuals respond by (2 points)
1. working harder and longer hours or higher quality so that they feel they are falling even with their rewards 2. adjusting perceptions (inputs are more values, or outcomes are less valuable, than originally thought)
what are the 6 forces of general environment
1.Economic forces 2.Technological forces 3.Sociocultural forces 4.Demographic forces 5.Political-legal forces 6. International forces
task environment is compromised of
11 groups
what are the groups compromising task environment
11 groups customers competitors suppliers distributors strategic allies employee organizations: unions and associations local communities financial institutions government regulators special interest groups mass media
What is the misconception of motivation (2)
2. believe people are equal and start on the same footing
what is the misconception of motivation (3)
3. motivation is an unobservable construct and one must infer its existence from observable behaviors
how many forces compromise general environment
6 forces
what are economic forces
Consists of general economic trends and conditions that may impact organizational performance
what is general environment
Dimensions of the external environment that affect the organization broadly and indirectly
who depends on employee payroll for livelihoods
Families and merchants depend on employee payroll for livelihoods
what are government regulators
Federal, state, local, and foreign governments and Regulatory agencies that establish ground rules under which organization may operate
economic forces and control relationships
Forces in nation, region, or world over which organization has no control
what are special interest groups
Groups whose members try to influence specific issues
what is distributors nature of influence
In industries where there is not a lot of competition, distributors have a lot of power over ultimate price of produce Advent of Internet has allowed several companies to cut out middle-man and sell directly to customers
employees knowledge and skills employees needs enough...
KSA's to perform the job successfully and to enjoy the meaningfulness and responsibility of the job
what are examples of government regulations
Laws against employment discrimination Regulations for handling hazardous waste Limits on TV advertising Minimum wage law FMLA Medical insurance benefits
what are special interest groups nature of influence
May attempt to exert political influence on lawmakers via election campaign contributions or letter-writing and May organize picketing and boycotts of certain companies
what are the need based theories of motivation
McGregors Theory X and Theory Y Maslows Hierarchy of needs Herzbergs 2 factor theory McCellands Acquired (i.e. learned) needs theory
what are the characteristics of workplace location
Must consider the area's prevailing wage Must also consider the country's infrastructure - Roads, electrical service, telecommunications - Services considered basic in US are less available/reliable elsewhere
what are financial institutions
Organizations turn to financial institutions (e.g., commercial banks, investment banks, insurance companies) for start-up costs, expansions, and when difficult times arise
what are competitors
People or organizations that compete for customers services
nature of influence of employee organizations
Provides employees of the organization a more powerful voice. Making them a force to be reckoned with.
who relies on local communities
Schools and municipal governments rely on organization for tax base
what are strategic allies
The relationship of two organizations who join forces to achieve advantages neither can perform as well alone
what is the most comprehensive and highly regarded theory of motivation
Vrooms expectancy theory
what is expectancy theory explained as
a process in which people choose behaviors based on 3 factors expectancy, instrumentality, valence
what happens when inequity is perceived
adjustments are made when inequity is perceived
describe specific goals
allow people to better direct their efforts and increase motivation
2 points to summarize expectancy theory
although it is complex, the underlying logic is understandable it is the most comprehensive and highly regarded theory or motivation
what are the feelings of an under rewarded individual
angry, frustrated, dissatisfied
for psychological needs, in the usa most employees...
are able to satisfy these needs
people with a high need for power (5 points)
are motivated to control environment superior performers good attendance records hold supervisory positions can generate conflict in quest for power
Implications of goal setting managers should set goals as (6 points)
are specific are challenging are achievable are measurable have target date for completion and are jointly decided upon with the employee
what is experienced meaningfulness of work
derived from skill variety task identity and task significance and the employee perceives job has outcome that is useful/valuable to her, the organization, and its environment
what theory does adams equity theory differ from
differs from expectancy theory
what is task environment
dimensions of external environment that directly interact with and influence the organization
what is profit sharing
distribution of company profits
what is gainsharing
distribution of savings due to decreased costs or increased productivity like a scanlon plan
questions to ask when motivation is low (3)
do employees think that they can be successful in completing the task they are asked to perform? look at expectancy. does the employee have the ability to perform well? does the employee think he can perform well? does the employee have to work hard to perform well? does the employee know the difference between good and bad performance?
managers want to motivate people to (5)
do extra work above and beyond what is required - looking for good organizational citizens
what is the shortcoming of the theory in adams equity theory
does not allow for predictions of how people choose to restore equity.
what are the two trends in the competitive environment
due to global nature of modern business competition has become more complex and challenging competitors from other countries have begun providing better quality and lower costs
Herzberg's Two-Factor Theory hygiene factors characteristics of working situation affect...
employee dissatisfaction
Herzberg's Two-Factor Theory when motivators are present...
employees feel satisfied
what are the types of internal stakeholders (3)
employees owners and board of directors
Herzberg's Two-Factor Theory employees motivation
employees tend to be motivated by factors intrinstic to a job (satisfiers) and demotivated by the absence of favorable extrinstic factors (hygiene factors)
what is the difference between expectancy and equity theory
expectancy is the motivation from intrapersonal source within a person and equity is motivation from interpersonal comparison. comparison to others (coworkers or others in similar jobs outside the organization)
what are the three process theories of motivation
expectancy theory equity theory goal setting theory
Goal setting theory helps...
explain instrumentality
what are extristic rewards
external reward payoff from pleasing others satisfaction comes in the payoff from others an example: money received as a result of performing a task
types of motivation and rewards
extristic and intristic rewards
what is the modern approach to job design (3 points)
fitting jobs to people based on the assumptions that people are underutilized at work and desire more variety challenge and responsibility use job enlargement and job enrichment
what is traditional approach (3 points)
fitting people to jobs use with the assembly line jobs and jobs involving routine tasks using job simplification to decrease the number of tasks a worker does
what are the types ratio schedules
fixed continuous variable
why is motivation important essential...
for gaining a sustainable competitive advantage, yet those charged with responsibility to motivate others (i.e mamagers) do not know how to effectively motivate employees.
what are the feelings of an over rewarded individual
guilty and worries that others will resent them, they are more likely with benevolents or equity sensitivities
for safety needs in the usa many employees...
have these needs met
what are the results if all of these psychological states occur (4 points)
high motivation high quality performance great satisfaction with work low absenteeism and turnover
goal commitment and performance
high performance requires commitment to goal
what is job enlargement
horizontal loading (increases the # of similar tasks)
motivation as the sole cause of performance no matter...
how badly you want something, some thing you simply cannot do
what is the question of intensity
how intense is the energy level?
what is the question of persistence
how long is energized behavior maintained?
what is the nature of influence of suppliers
impact through quality and availibility of inputs offered quality impacts how well the inputs can be transformed into desirable outputs
what is the complex process of motivation
impacted by individual differences in values, perceptions, and personlity.
why are local communities important
important when new organization arrives or when existing organization leaves
in equity theory employees should be allowed to participate...
in important decisions which leads to greater feelings of satisfaction
people with a high need for affiliation are happiest and perform best...
in jobs that allow for interactions with others and making friends
what is customers important of influence
in the long run organizations only succeed if they produce what customers want and need
what are context satisfactions
include satisfaction with pay, supervisors, coworkers, and job security which are hygiene factors
what are reinforcements focused on
increasing the frequency of a desired behavior
motivation is responsible for changes in
intensity level, persistence, and direction of on going behavior
what type of stakeholders are there
internal and external
what are intristic rewards
internal reward payoff comes from pleasing oneself satisfaction comes from performing the task itself an example: feeling of accomplishment one gets from performing the task
what are the 3 misconceptions of motivation
is a personality trait is mere arousal is the sole cause of performance
motivation as a personality trait more appropriate....
is an interaction between person, time, and situation person x time x situation
questions to ask when motivation is low (2)
is this an outcome that they value? look at valence
implications of need based theories the best practice...
is to give choices in compensation and benefits package
motivation as mere arousal more appropriate...
is to think of it as being aroused, directed, and involving conscious states
What is Hackman & Oldham's Job Characteristics Model
it is built off of herzbergs two factor theory and it is a more comprehensive model of the motivational approach to job design
what is intensity
it is measured by the effort expended problem for organizational factors as many are cognitive uses performance as proxy for effort
disadvantages of maslows hierarchy of needs
it is not supported by research however it is still popularly used by managers because it is logical and makes sense
what is persistence
it is rarely looked at but could be time engaged in a task
in expectancy theory what does it posits that employees will do
it posits that employees will select the course of action that produces the greatest value
applying the job characteristics model developed the....
job diagnostics survey to measure employees perceptions of core job characteristics critical psychological states and moderations. you then use the results from the JDS to identify jobs lacking in core characteristics and to suggest improvements
Describe Maslows Hierarchy (3 points)
one of the first theories on motivation (1940s) asserted needs are never completely satisfied thus our actions are aimed at fulfilling deprived needs argued that needs are innate and not learned
Economic conditions where...
organization operates impacts access to capital, prices it can charge, demand for products
how do organizations offer belongingness
organizations can offer interactions with others, participate in workgroups, and have good relationships with supervisors.
why are some outcomes not as motivating as others
over or under rewarded the outcome is not something you desire
Herzberg's Two-Factor Theory hygiene factors lower level needs...
pay levels, security, company policies and administration, relationship with supervisor, and work conditions. it impacts job content
popular incentive plans are... (6 points)
paying for performance bonuses profit sharing gainsharing stock options pay for knowledge
describe vague goals
people do not know where to direct their efforts and motivation is decreased
what are external stakeholders
people or groups in the organizations external environment that are affected by or effect the organization
what does goal commitment cause
people to persist in efforts to reach their goal even when faced with obstacles
goal commitment is defined as
peoples willingness to work hard to achieve goals
summary of equity theory perceptions of fairness...
perceptions of fairness are a big issue in organizations. employees who think they are being treated fairly are more likely to support organizational change, cooperate in group setting, and be satisfied and committed to the organization.
managers want to motivate people to (4)
perform better - want high productivity and not just the bare minimum
what are the 3 work outcomes
performance satisfaction internal work motivation
what is the performance equation
performance = ability x motivation x situation
motivation as the sole cause of performance performance deficits...
performance deficits do not equal the motivational deficits
motivation as the sole cause of performance performance and interactions
performance is an interaction motivation x ability x situation
what is task identity
performing job results in completion of whole identifiable piece of work
what are distributors
person or organization that helps another organization sell its goods or services to customers
what are suppliers
person or organization that provides supplies
what is mass media
print radio TV and internet
what is the nature of influence of strategic allies
produces strategic advantages that organization could not derive alone
what are safety needs
protection from possible threats like physical safety and emotional security and the desire to avoid violence and threats once met motivated to satisfy social needsw
what is punishment
provide negative outcomes when undesired behavior is performed traffic ticket for speeding
what is positive reinforcement
provide positive outcomes when desired behaviors is performed for example pizza for readings books
how can an organization offer safety needs
providing job security, health and retirement benefits, and safe working conditions
what is the nature of influence
rapidly disseminates news both good and bad
what are the inputs that come from suppliers
raw materials, services, equipment, labor and energy
implications of need based theories managers must...
realize that different people are driven by different needs and that importance of needs changes over time must consider what conditions motivate each employee and adjust/change conditions accordingly
determine whether job redesign is appropriate
redesign is most likely to work when environment is participative and when workers have the needed KSAs
what are variable ratio schedules
reinforcement given after several occurrences of behavior but number differs each time behaviors are less prone to extinction las vegas slot machines
what are continuous ratio schedules
reinforcement given for each occurrence of behavior candy for every correct answer
what are fixed ratio schedules
reinforcement given when behavior takes place given the number of times learn behavior quickly and exhibit behavior often behavior quickly extinguished example: candy for every 10 correct answers
schedules of reinforcement Interval schedules
reinforcement is linked to time intervals rather than frequency of desired achieve lower performance of target behavior than ratio schedules
what is negative reinforcement
remove negative consequences when desired behavior is performed buzzing noise stops when the seat belt is worn
what extinction
remove positive outcomes when desired behaviors is performed so that it is less likely to be performed again in the future no longer offering money for suggestions to improve workplace safety occurs when management becomes overloaded with poor ideas
motivation as the sole cause of performance performance requirements ....
requires skills and resources
People with a high need for achievement take...
responsibility for their actions
Herzberg's Two-Factor Theory the relationship satisfaction and dissatisfaction
satisfaction and dissatisfaction are separate independent factors and are not a continuum. The presence of a given factor leading to satisfaction does not mean its absence leads to dissatisfaction
implications of goal setting theory managers should also (3 points)
set goals for all activities required for effective performance provide feedback so employees can gauge goal performance discrepancies reward people when the goal is reached
what are gov regulators nature of influence
sets limits on what organizations may produce, how they may operate, and the costs of operating
what is the board of directors
sets the organizations overall goals and approve major decisions and salaries of top mgmt
managers want to motivate people to (3)
show up for work - absenteeism and tardiness are huge probelms
what is pay for knowledge
skill based pay
core job characteristics are ... (5 points)
skill variety task identity task significance autonomy feedback
Reinforcement perspective on motivation is also known as
skinners operant conditioning
motivation and arousal
some people think that motivation is mere arousal
goal characteristics
specific challenging and achievable
what are the goal characteristics (4 points)
specific goals vague goals challenging goals easy goals
managers want to motivate people to (2)
stay with the organization
what are some examples of owners
stockholders, sole proprietors, partners, investors in privately held company, employees with a share in ESOP
what are the 2 categories of external stakeholders
task environment general environment
what topic of external stakeholders do managers have the most impact
task environment because they devote the most time and attention to task environment and managers deal with task environment on a daily basis
goal setting theory stresses...
that making goals can be difficult but attainable
who is the board of directors elected by
the board of directors is elected by stockholders to ensure the company is running according to their interests
What is task significance?
the degree to which a job has significant effect on the internal and external customers
what is autonomy
the degree to which an employee has freedom, independence, and discretion needed to schedule work and decide how to carry it out
what is skill variety
the degree to which employees must carry out diverse activities and use a number os different skills
implications of reinforcement theory managers must then link...
the desirable outcomes (or reduction of undesirable outcomes) to behaviors to be encouraged
what is job design
the division of organizations work among its employees application of motivational theories to increase satisfaction and performance on the job
what is feedback
the extent to which performing job tasks provides clear and direct information about employee effectiveness
goal commitment is most likely when
the goal is public and the person has a high need for achievement
goal commitment decreases when
the goal is though to be too hard and unachievable
Herzberg's Two-Factor Theory higher level needs such as...
the need for achievement, recognition, responsibility, advancement, and inherently satisfying work. And they impact the job content or the rewards
what is social/belongingness needs
the need for affection, belonging to group, and a sense of community or affiliation. concerned with love, friendship, and affection. once met motivated to satisfy esteem needs
what are psychological needs
the need for basic survival such as food water shelter and comfort organizations offer adequate base pay once met, motivated to meet safety needs
need based theories of motivation help to explain...
the outcomes valued at a given point in time and why some outcomes are more motivating than others
what are stakeholders
the people whose interests are affected by an organization's activities
employees knowledge and skills employees who lack skills ...
will be frustrated not motivated
growth need strength employees with weak growth need...
will be more likely to be overwhelmed and view jobs as burdensome and not stimulating
growth need strength employees with stronger growth need...
will be more motivated by jobs with core characteristics in the model
why is motivation difficult to understand
you cannot see it or know it in another person and it must be inferred from ones behavior
need based theories of motivation explain ...
motivation in terms of deficiencies experienced.
motivation as a personality trait if true...
motivational level would be stable across situations, times, and space. it varies across settings and within the same situation
suitable definition for motivation
multifaceted construct and responsible for changes in the intensity level, persistence, and direction of on-going behavior.
general environment organizations...
must adapt to changes in general environment as it impacts long-term plans and decisions Managers must be aware of general environment on global level Know what is happening in other countries relevant to organization's functioning
what are the three needs in McCellands Acquired (learned) needs theory
need for achievement, need for affiliation, need for power
what are esteem needs
need for self esteem, self confidence, self respect, recognition, reputation, appreciation, attention of others, and social esteem once met motivated to satisfy self actualization needs
need based theories of motivation all need theories recognize...
need for tangible goods (food clothes money) satisfying relationships personal growth and esteem
what are self actualization needs
need to fulfill ones fullest potential very few people have other needs so well satisfied that they can pursue these needs
how can an organization provide esteem needs
offer job titles, awards, recognitions, praise, status, merit pay, challenges, and employee participation.
how can organizations provide self actualization needs
offer training, creativity promotions, and employee control over jobs.
People with a high need for achievement focus...
on the task at hand
Herzberg's Two-Factor Theory when hygiene factors are perceived negatively ...
one feels dissatisfied
When does under rewarding individuals occur
when individuals perceive his/her efforts are not fully rewarded
when does overrewarding occur
when the outcomes are perceived as too high
implications of reinforcement theory managers must determine...
which aspects of work are most pleasant and unplesant
forward looking companies view employees...
as the most important asset
goal setting theory assumes....
behavior comes from conscious goals/intentions
Expectancy Theory describe instrumentality
belief that performing behavior is associated with a particular outcome if you study hard for an exam you will get an A
expectancy theory describe expectancy
beliefs about trying to perform behavior and actually doing it well. high expectancy leads to increased motivation
describe difficult/ challenging goals
can be more motivating results in people trying harder, developing more effective strategies and being better able to direct efforts people may focus on goal and not what the organization desires
Herzberg's Two-Factor Theory hygiene factors can....
can decrease or maintain motivation but not improve it
explain abilities
can select or train employees with required abilities is easy to identify missing abilities
Herzberg's Two-Factor Theory characteristics and work situations
characteristics of work situations affect employee satisfaction
what are the 2 important economic concerns
characteristics of workplace location business cycles
Motivation
combination of forces that lead people to behave as they behave
how does one determine equity
compare your own outcome/ input ratio to ratio of comparison other
McCellands Acquired (learned) needs theory need for achievement
concern for attaining and maintaining self set standards for excellence desire to excel do better and achieve excellence
McCellands Acquired (learned) needs theory need for power
concern for attaining responsibility, influence, and reputation desire to influence and control others can be personal (negative) or institutional (positive)
McCellands Acquired (learned) needs theory need for affiliation
concern for building and maintaining relationships with others and being accepted by others
describe owners
consist of those who can claim the organization as their legal property
what is the nature of influence of customers
decide whether to buy an organizations goods or services set standards for acceptable quality and practices lobby government to establish laws and regulations
restoring equity with a difference in rewards
decisions of rewards depend on whether individuals are over or under rewarded
in equity theory employees should be able to appeal...
decisions that impact their welfare which promotes the belief that they are fairly treated
what is felt responsibility
derived from autonomy and the employee feels that they are personally accountable for the results of her work
applying the jobs characteristics model to compute...
jobs motivating potential score to identify jobs most in need of improvement. the lower the MPS in need of improvement. improvement accomplished by providing missing core job characteristics
managers want to motivate people to (1)
join the organization
what are the role of perceptions (4)
judgements based on perceptions not facts people typically overestimate the value of their own contributions when compared to others contributions men tend to overestimate their own contributions women tend to value more nonfinancial outcomes than men
what do employee organizations include
labor unions - Represent hourly workers - in recent years, % of labor force represented by unions has steadily declined - Union agendas have changed - Strikes and violence are out - Benefits, stock ownership, and living-wage campaigns are in professional associations - Represent salaried workers
describe easy goals
less motivating
what are competitors nature of influence
limits the organizations access to resources by competing for the same inputs impact is greatest when barriers to entry are low and buyers are willing to accept substitutes to be successful organization must know what competitors are doing
schedules of reinforcement what are ratio schedules
link reinforcement to number of times the desired behavior takes place
using compensation to motivate employees to be effective, rewards must be... (5 points)
linked to performance measurable able to satisfy individual needs agreed upon by manager and employee perceived as fair, believable, and achievable
do organizations extert little or high influences in general environments
little
Maslows hierarchy assumes that...
lower level needs are met prior to expending effort on higher level needs. The lower level needs must be satisfied first before moving to the next higher up need
conflict between mgmt and employees...
lowers organizational performance
what is direction
measured as ability to choose. whether that be job choice, task choice, voluntary turnover, or absenteeism.
what is initiation of behavior
measures are poor and mostly psychological
what is paying for performance
merit pay, piece rate, sales commisions
People with a high need for achievement set...
moderately difficult goals
is motivation difficult to manage
more difficult to manage because it is harder to identify causes for a lack of motivation
what are the two factors of Herzberg's Two-Factor Theory
motivation and hygiene factors
why is motivation important along with ability...
motivation determines how well people perform
how did Kinicki and William describe motivation as
the psychological processes that arouse and direct goal-directed behavior
what are moderating factors
the relationship between core job characteristics and outcomes varies according to factors
Goal-setting theory is
the theory of motivation that links behavior to goal characteristics and goal commitement
expectancy theory describe valence
the value that a person places on an outcome and the attractiveness of an outcome
what is job enrichment
the vertical loading (increasing responsibility)
Hackman & Oldham's Job Characteristics Model posited that....
there are certain core characteristics of a job that determine its motivating potential. It is done by leading employees to experience critical psychological states which lead to work outcomes
what are the knowledge of the results
they are derived from feedback and employees know whether she was effective
how do individuals typcially meet social belongingness
they meet these needs through relationships with family, friends, and coworkers
what are customers
those who pay to use the organizations goods or services
using nonmonetary incentives to motivate employees... (5 points)
thoughtfulness work life balance incentives comfortable surroundings skill building and educational opportunities sabbaticals
Herzberg's Two-Factor Theory lessons learned are that managers should seek...
to eliminate dissatisfaction and make sure working conditions, pay levels, and company policies are reasonable.
Herzberg's Two-Factor Theory adding these motivating factors...
to job is associated with increased motivation and superior performance
Herzberg's Two-Factor Theory lessons learned are that managers should try...
to spur motivation by providing opportunities for achievement, recognition, responsibility, and growth.
employees who are dissatisfied are more likely
to view these characteristics as attempts at exploitation
employees who experience these satisfactions are likely...
to view variety and responsibility in positive light
what is the question of direction
to what end state is energy behavior
what are the two approaches to job design
traditional and modern
consider how to redesign the job
try to increase core job characteristics that are lower than the national norms
diagnose the work environment to see if a problem exists
use the MPS from the JDS to determine if amount of internal work motivation is high or low
need based theories of motivation are related to...
valence
how to calculate the motivating potential score
variety + identity + significance (3) x autonomy x feedback
who created expectancy theory
vroom
the equation of expectancy theory
vrooms model is a multiplicative equation. If any of the factors = 0 then the motivation is zero
questions to ask when motivation is low (1)
what do employees think will be the outcome associated with the behaviors being encourage? look at the instrumentality does the employee believe the manger will deliver the promises does the employee believe all the members will receive similar rewards for good or bad performance?
why is motivation important must understand....
what motivates employees and establish conditions where employee behavior supports the organization
what is the question of initiation of behavior
what starts, energizes, or activates action of person`