Mgmt Chapter 12

skill variety

"how many different skills does your job require?" describes the extent to which a job requires a person to use a wide range of different skills and abilities

task identity

"how many different tasks are required to complete the work?" describes the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end

task significance

"how many other people are affected by your job?" describes the extent to which a job affects the lives of other people, whether inside or outside the organization

autonomy

"how much discretion does your job give you?" describes the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them

feedback

"how much do you find out how well you're doing?" describes the extent to which workers receive clear, direct information about how well they are performing the job

need for affiliation

"i need close relationships." this is the desire for friendly and warm relations with other people

need for power

"i need to control others." this is the desire to be responsible for other people, to influence their behavior or to control them

need for achievement

"i need to excel at tasks." this is the desire to excel, to do something better or more efficiently, to solve problems, to achieve excellence in challenging tasks

competence

"i want to feel a sense of mastery." people need to feel qualified, knowledgeable, and capable of completing a goal or task and to learn different skills

relatedness

"i want to feel connected to other people." people need to feel a sense of belonging, of attachment to others

autonomy

"i want to feel independent and able to influence my environment." people need to feel they have freedom and discretion to determine what they want to do and how they want to do it

outputs or rewards

"what do you think you're getting out of the job?" the outputs are the rewards that people receive from an organization: pay, benefits, praise, recognition, bonuses, promotions, status perquisites, and so on

inputs

"what do you think you're putting into the job?" the inputs that people perceive they give to an organization are their time, effort, training, experience, intelligence, creativity, seniority, status, and so on

motivating factors

"what will make my people satisfied?" simply motivators, are factors associated with job satisfaction--such as an achievement, recognition, responsibility, and advancement--all of which affect the job content or the rewards of work performance

hygiene factors

"why are my people dissatisfied?" factors associated with job dissatisfaction--such as salary, working conditions, interpersonal relationships, and company policy--all of which affect the job context in which people work

job design

(1) is the division of an organizations work among its employees and (2) the application of motivational theories to jobs to increase satisfaction and performance

model of motivation

-unfulfilled need: desire is created to fulfill a need--as for food, safety, recognition -motivation: you search for ways to satisfy the need -behaviors: you choose a type of behavior you think might satisfy the need -rewards: two types of rewards satisfy needs--extrinsic or intrinsic

reinforcement

anything that causes a given behavior to be repeated or inhibited

content perspectives (need-based)

are theories that emphasize the needs that motivate poeple

self-determination theory (edward deci and richard ryan)

assumes that people are driven to try to grow and attain fulfillment, with their behavior and well-being influenced by three innate needs: competence, autonomy, and relatedness

reinforcement theory

attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated

the extent to which a job allows an employee to make decisions about scheduling different tasks and deciding how to perform them is called ______

autonomy

pay for performance (merit pay)

bases pay on one's results

bonuses

cash awards given to employees who achieve specific performance objectives

stock options

certain employees are given the right to buy stock at a future date for a discounted price

process prospectives

concerned with the thought process by which people decide how to act

job characteristics model

consists of (a) five core job characteristics that affect (b) work outcomes--the employees motivation, performance, and satisfaction

job enrichment

consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement

job enlargement

consists of increasing the number of tasks in a job to increase variety and motivation

four major perspectives on motivation

content, process, job design, reinforcement

needs

defined as physiological or psychological deficiencies that arouse behavior

piece rate

employees are paid according to how much output they produce

the weakening of behavior by ignoring it or making sure it is not reinforced is called ______

extinction

______ is the expectation that successful performance of the task will lead to the desired outcome

instrumentality

expectancy

is the belief that a particular level of effort will lead to a particular level of performance

gainsharing

is the distribution of savings or "gains' to groups of employees who reduce costs and increased measurable productivity

profit sharing

is the distribution to employees of a percentage of the company's profits

instrumentality

is the expectation that successful performance of the task will lead to the outcome

negative reinforcement

is the process of strengthening a behavior by withdrawing something negative

punishment

is the process of weakening behavior by presenting something negative or withdrawing something positive

positive reinforcement

is the use of positive consequences to strengthen a particular behavior

extinction

is the weakening of behavior by ignoring it or making sure it is not reinforced

valence

is value, the importance a worker assigns to the possible outcome or reward

four motivational mechanisms of goal-setting theory

it directs your attention, it regulates the effort expended, it increases your persistence, it fosters use of strategies and action plans

______ involves division of an organizations work and applies motivational theories to jobs to increase satisfaction and performance

job design

goal-setting theory suggests that employees can be motivated by goals that have all of the following characteristics except

little or no feedback

goal-setting theory suggests that employees can be motivated by goals that have all of the following characteristics except ______

little or no feedback

motivation

may be defined as the psychological processes that arouse and direct goal-directed behavior

______ is defined as the psychological processes that arouse and direct goal-directed behavior

motivation

love need

need for love, friendship, affection

safety need

need for physical safety, emotional security, avoidance of violence

esteem need

need for self-respect, status, recognition, self-confidence

the process of strengthening a behavior by withdrawing something negative is called ______

negative reinforcement

contextual factors of motivation

organizational culture, cross-cultural values, physical environment, rewards and reinforcement, group norms, communication technology, leader behavior, organizational design

sales commission

sales representatives are paid a percentage of the earnings the company made from their sales

intrinsic rewards

satisfaction in performing the task itself. is the satisfaction, such as feeling of accomplishment, a person receives from performing the particular task itself

extrinsic rewards

satisfaction in the payoff from others. is the payoff, such as money, a person receives from others for performing a particular task

five core job characteristics

skill variety, task identity, task significance, autonomy, feedback

acquired needs theory (david mcclelland)

states that three needs--achievement, affiliation, and power--are major motives determining people's behavior in the workplace

goal-setting theory

suggests that employees can be motivated by goals that are specific and challenging but achievable

expectancy theory

suggests that people are motivated by two things: (1) how much they want something and (2) how likely they think they are to get it

of the following, which is not a core job characteristic

teamwork

self-actualization need

the highest level need. need for self-fulfillment: increasing competence, using abilities to the fullest

physiological need

the most basic human physical need. need for food clothing, shelter, comfort, self-perservation.

job simplification

the process of reducing the number of tasks a worker performs

pay for knowledge

ties employee pay to the number of job-relevant skills or academic degrees they earn

equity theory (j. stacey adams)

focuses on employee perceptions as to how fairly they think they are being treated compared with others

practical results of goal-setting theory

goals should be specific, goals should be challenging but achievable, goals should be linked to action plans, goals need not be set jointly to be effective, feedback enhances goal attainment

personal factors of motivation

personality, ability, core self-evaluations, emotions, attitudes, needs

______ is the use of desirable consequences to strengthen a particular behavior

positive reinforcement

theories that try to understand the though processes by which people decide how to act are called ______

process perspectives

two-factor theory (frederick herzberg)

proposed that work satisfaction and dissatisfaction arise from two different factors--work satisfaction from motivating factors and work dissatisfaction from hygiene factors

maslows hierarchy of needs theory

proposes that people are motivated by five levels of needs: (1) physiological, (2) safety, (3) love, (4) esteem, and (5) self-actualization

a simple model of motivation does not include which of the following

punishment

______ is the theory that attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated while behavior with negative consequences tends not to be repeated

reinforcement theory

to achieve psychological growth, according to the self-determination theory, people need to satisfy the three innate needs: competence, autonomy, and ______

relatedness