MNGT CH 15 cengage

which steps of motivation framework? Trish wishes her job were more interesting Trish learns a new skill and determines she is no longer bored Trish could apply for a different job, or she could cross-train with a coworker. Trish decides to ask her coworker if he's willing to cross-train with her.

.Identify a need. Evaluate: Has the need been satisfied? Search for ways to satisfy the need. Choose a behavior to try to satisfy the need.

If Shen wants to use a positive reinforcement technique, which of the following should Shen do? Give instructions to Valerie. Give Valerie a bonus. Pay no attention to Valerie Stop nagging Valerie. On the other hand, if Shen wants to use an avoidance learning technique, which of the following should Shen do? Stop nagging Valerie. Pay no attention to Valerie. Give instructions to Valerie. Give Valerie a bonus.

Give Valerie a bonus. Stop nagging Valerie. According to reinforcement theory, behavior can be increased in two ways. Both ways involve giving a person a reward, but positive reinforcement means that the reward will be something good (in Valerie's case, a bonus), while avoidance learning (negative reinforcement) means that the reward will be stopping something bad (in Valerie's case, nagging).

Suppose you just accepted a job as the manager of a Flight 001 store. Which of the following actions could you take to empower your employees? Check all that apply. Give employees regular raises, based on seniority. Let employees decide how they will do their work and accomplish their goals. Give employees bonuses when the company achieves annual performance goals. Give employees regular updates about the productivity of the company.

Let employees decide how they will do their work and accomplish their goals. Give employees bonuses when the company achieves annual performance goals. Give employees regular updates about the productivity of the company.

Which of the following statements is true? The more empowered employees are, the fewer skills they need to do their jobs. The highest level of employee empowerment is self-management. Cross-functional teams represent a lower level of empowerment than suggestion programs. Periodic briefings by management require extremely high employee skills.

The highest level of employee empowerment is self-management. Methods of empowerment fall along a continuum. Periodic briefings are the least empowering management technique, while self-management is the most empowering. Employees who self-manage must have extremely high skills because there is no manager around to address day-to-day issues.

When Allison was a new manager, she assumed that because she was a manager, she knew more than her subordinates about how the work should be done. She also believed that the people who worked for her weren't motivated by anything but money. Which perspective on motivation is closest to Allison's thinking early in her career? Traditional approach Human resource approach Human relations approach

Traditional approach As a new manager, Allison followed the traditional approach to management. According to this approach, managers know more than subordinates. Also, subordinates are supposedly not motivated by feelings such as a sense of accomplishment or a desire to challenge themselves but instead respond only to tangible rewards.

which goal-setting theory Ashami just had a meeting with Shared, a new employee. Shared said that his goal was to produce 5 articles a month, but Ashami knows that the last employee in the position was able to write 15 articles a month.

goal difficulty Ashami is having a problem with goal difficulty. Highly ambitious but achievable goals help people stretch their abilities and provide a basis for greater feelings of accomplishment and personal effectiveness than do easier goals.

Harry decides to give his employees more responsibility. Each employee will have complete control over one area of each day's menu. This is an example of a (motivation/hygiene) factor . Harry decides to help the employees grow and develop. Each month, every employee will be given a day off for training, and the employee who comes back to work with the most creative ideas will receive special recognition.

motivation = work content Giving employees more responsibility is a motivation factor. When present, motivators will increase employee motivation, but employees will have neutral satisfaction when they are absent.

When students created detailed strategies for achieving their goals, they were increasing goal __________ .

specificity Morisano's study shows that when students receive goal-setting training, their progress in their academic programs increased. This is because the training gives students the opportunity to set goals for themselves, and specific, measurable, attainable, realistic, and time-bound goals increase performance more than no goals or "do your best" goals. Creating detailed strategies for goal achievement will increase goal specificity. Consider a student who has an overall goal of getting an A in a class. Strategizing about how to get the A (for example, by reading a chapter a week or by bringing candy to the professor) will create subgoals and make the original goal more specific.

Imagine that you conducted a survey to assess employee job satisfaction. The results were encouraging but a substantial percentage of employees explained that the traditional work schedule of 8 hours per day for 5 days per week was not ideal for them. Some employees wanted to be able to pick their children up from school. Others wanted to be able to travel on the weekend. Some employees wanted to work part-time. What type of solution should you consider implementing? Alternative work schedules Job flexing Telecommuting Cross-training

Alternative work schedules Many companies are introducing alternative work schedules to meet the desires of employees. Telecommuting is one type of work schedule. Cross-training is a development approach, not a work schedule solution. Job flexing suggests switching job requirements, not adjusting work schedules.

if Eileen stopped nagging Clancy, which reinforcement technique would this reflect? Punishment Positive reinforcement Extinction Avoidance learning

Avoidance learning According to reinforcement theory, behavior can be increased in two ways. Both ways involve giving a person a reward, but positive reinforcement means that the reward will be something good, while avoidance learning (negative reinforcement) means that the reward will be stopping something bad. In this case, when Eileen provides her son with more allowance, it is positive reinforcement for cleaning his room, and when she stops nagging, it provides avoidance learning , which also reinforces her son's behavior.

At Southwest Airlines, employees participate in every decision the company makes—including the financial ones. Their payoff for their efforts includes owning part of the company. This reflects a rewards system that includes: In the late 1800s, Sears & Roebuck started setting aside shares of stock for their employees' pension plans. This enabled employees to share in company profits. This reflects a rewards system that includes: Lump-sum bonuses Gainsharing Pay for knowledge Employee stock option

Employee stock option Southwest Airlines uses an employee stock option plan, which gives employees stock in the company, therefore making them owners of the company. As owners, employees will share in the profits of the company. Research shows that ESOPs are very successful, but only when corporate management shares information freely and involves employees in the organizational decision-making process.

Organizations may offer executives rewards that include high salaries, memberships in private clubs, and access to recreational facilities. Some CEOs earn millions more per year than other employees at the same company. Which statement best explains why executive compensation is so different than that of other employees? Executives are ultimately responsible for the organization's success and therefore should be entitled to rewards. Executive turnover is lowest at companies with high levels of executive compensation. Employee satisfaction tends to be highest a companies in which the top executives earn the most. Executives have more education than other employees.

Executives are ultimately responsible for the organization's success and therefore should be entitled to rewards. The best explanation is that the top executives are ultimately responsible and accountable for the company success and therefore should reap the rewards. There is no evidence to suggest the other statements are true.

The goal-setting theory of motivation assumes that a person's behavior results from conscious intentions and goals. ____________ refers to information people receive about how well they are doing on reaching a goal.

Feedback Feedback gives people information on whether they are making progress toward achieving a goal. Without feedback, people can't change their behaviors to meet a goal, which leads to low performance. Feedback that comes from the task itself (such as the feedback you get when you play a video game) is more motivating than feedback that comes from an outside source.

When the U.S. Department of Defense identifies a department where efficiency has increased over prior years and work quality has remained the same or gotten better, everyone in the department is rewarded based on how much money they have saved the agency. This type of reward system is known as: At ACME Fireworks, all of the employees in the company get a raise when company profits are 10% higher than the profits from the preceding year. This type of reward system is known as: Pay for knowledge Gainsharing Employee stock options Lump-sum bonuses

Gainsharing The U.S. Department of Defense has implemented a gainsharing plan, which rewards an entire group of employees when their department meets certain levels of performance. Gainsharing plans can be very effective for improving teamwork because the entire team receives the award, and they must all work together to increase overall profitability.

Which alternative work schedule should you use to meet the requests of employees who prefer to work part-time? Temporary work schedule Compressed work schedule Job sharing Telecommuting

Job sharing Job sharing enables two part-time employees to share one full-time job.

Carla has just received her annual performance review. Because Carla had the highest productivity of anyone in her department, she will get the largest raise this year. This is an example of: Managers at Lincoln Electric set annual performance goals for each employee. At the end of the year, managers determine pay increases based on each employee's achievement of those goals. This is an example of: Gainsharing Employee stock options Merit pay Pay for knowledge

Merit pay Carla is on a merit pay plan, which rewards individual employees based on how well they have performed. This means that Carla has to show increased productivity or significant contributions to company goals in order to get an increase in pay.

Chinese telecom giant Huawei believes that employees will work most effectively when all employees benefit directly from the organization's success. Chinese telecom giant Huawei believes called: Team-based compensation Organizational development Pay for knowledge Profit sharing

Profit sharing Profit sharing is a common reward that benefits the entire organization. Many organizations implement this through employee stock option plans.

Which of the following statements are true? Check all that apply. When people are rewarded for behavior, the satisfaction they get from doing the work increases. Taking away something negative can act as a positive reinforcer. Offering people regular reinforcement for desired behaviors at work guarantees increased long-term productivity. Non-financial incentives are just as effective as financial incentives in changing behavior.

Taking away something negative can act as a positive reinforcer. Non-financial incentives are just as effective as financial incentives in changing behavior.

If a manager uses positive reinforcers, such as money and gift certificates, to shape the behavior of his or her employees, what can the manager then expect? Check all that apply. To see a temporary increase in the rewarded behaviors To satisfy the employees' lower-level needs To satisfy the employees' affiliation needs To see a long-term increase in the rewarded behaviors

To see a temporary increase in the rewarded behaviors To satisfy the employees' lower-level needs Financial incentives, such as pay and even gift certificates, are external rewards. As such, they allow people to satisfy their lower-level needs for material items. But these rewards do not help people grow or develop, so they cannot satisfy higher-level needs. Managers who use positive reinforcers can expect to see behavior change rapidly and even dramatically. Positive reinforcers have been found to increase safety behaviors on construction sites, boost the number of packages containerized for shipment, and even improve the timeliness and accuracy of filling out paperwork. But these effects may not be long term, because the behavior will fall off as soon as it is not reinforced.

which individual human need according to McClelland? Edison, a McDonald's crew member, rushes to beat the store record for drive-through service speed. Frances, a college student, has to get the highest grade in the class; otherwise, she isn't satisfied with her work.

achievement Based on this example, Edison has a high need for achievement. David McClelland found that a high need for achievement often predicts entrepreneurship.

which individual human need according to McClelland? Maria is an understanding boss—she is always willing to listen when employees have a problem. Nick, your manager, wants everyone to like him, so he brings lunch for everyone in the office on Fridays. You couldn't ask for a nicer boss than Crystal. Crystal is always willing to bend the rules when someone has a problem and will do anything possible to help her employees feel satisfied at work. Crystal rarely tells people that they have done something wrong. Instead, she tries to cover up the problem so that others won't notice it. Crystal is likely to have a high need for: Power

affiliation Based on this example, Maria has a high need for affiliation—she is trying to establish personal relationships with the people on her team. People who need affiliation are often good at integrating or coordinating the work of others.

Max has not met his sales quota for the last 3 months. His manager, Sally, has talked with him repeatedly, and now she is forced to write him up for poor performance. In her write-up, Sally states that Max will be on probation for the next 3 months. If he meets his quota during that time, he will keep his job; otherwise, he will lose his job. Max starts selling more in order to protect himself from being fired. In reinforcement theory terms, Sally is using WHICH REINFORCEMENT learning to modify Max's behavior.

avoidance Sally is using avoidance learning to shape Max's behavior. Someone who is using avoidance learning (negative reinforcement) makes something bad go away after a behavior has occurred. This makes it more likely that the behavior will occur again. For example, if a parent stops nagging a child when the child's room is clean, the child is more likely to clean his or her room in the future.

If Hubert wants to use an extinction technique to get Kate to stop whining, which of the following should Hubert do? Stop nagging Kate. Put Kate in time-out for whining. Pay no attention to Kate. Reward Kate for not whining. On the other hand, if Hubert wants to use a punishment technique to stop the whining, which of the following should Hubert do? Stop nagging Kate. Pay no attention to Kate. Put Kate in time-out for whining. Reward Kate for not whining.

extinction: Pay no attention to Kate. punishment: Put Kate in time-out for whining. Reinforcement theory suggests that there are two ways to decrease behaviors: extinction and punishment. Extinction means that a behavior that is not rewarded will go away. When Hubert ignores Kate, she is less likely to whine, because she doesn't get rewarded for it with attention. Likewise, if the whining behavior is punished, such as by using a time-out, it is also likely to stop.

which goal-setting theoryLyle's manager just handed him a list of goals for the year. Because Lyle had no say in setting these goals, he isn't sure that they are the right ones for him, and as a result, he isn't very motivated to accomplish them.

goal acceptance Lyle is having a problem with goal acceptance. When top leaders at a state-run aluminum plant in Venezuela implemented a co-management initiative that asked managers and lower-level employees to work together to set budgets, determine goals, and make decisions, one employee said, "The managers and the workers are running this business together. It gives us the motivation to work hard."

Harry decides to buy devices that allow servers to take orders more easily by tapping an app, rather than writing them down and giving them to the cook staff. This is an example of a (motivation/hygiene) factor Harry decides to improve the employees' relationships with each other. Every month, Harry will sponsor an employee gathering and invite all of the employees to come

hygiene Updating the order-taking technology is a hygiene factor. When absent, hygiene factors lead to decreased employee satisfaction, but employees will have neutral satisfaction when they are present hygiene = work environment conditions

You are trying to convince a group of volunteers to show up at the library for their scheduled hours of work. Unfortunately, people tend to come in late on a regular basis, and this makes it difficult to get the books back on the shelves in a timely manner. You decide to give the volunteers a_______________________ . Anyone who is on time for 2 weeks gets a $5 gift card from Starbucks. Soon, all of the volunteers are showing up for their shifts right on time.

positive reinforcer You are using a positive reinforcer to shape the behavior of the library volunteers. Someone who is using positive reinforcement gives a reward after a behavior has occurred. This makes it more likely that a behavior will occur again. For example, an employee who receives a bonus for helping a customer is more likely to help customers in the future. Carefully choosing positive reinforcers and linking them to specific desired behaviors is the best way to use reinforcement to shape behavior in the workplace.

Your roommate, Patty, has not washed her dishes for several weeks, and it's driving you crazy. Today, you saw Patty put a spoon into the dishwasher, so you smiled at her and offered to cook dinner tonight. In this case, your expression and offer to cook serve as _______ ___________ for Patty's behavior.

positive reinforcers You are using positive reinforcers to shape Patty's behavior. Someone who is using positive reinforcement gives a reward after a behavior has occurred. This makes it more likely that a behavior will occur again. For example, an employee who receives a bonus for helping a customer is more likely to help customers in the future. Carefully choosing positive reinforcers and linking them to specific desired behaviors is the best way to use reinforcement to shape behavior in the workplace.

which individual human need according to McClelland? Your former boss had to be in control of everything. One day you met with a client by yourself, and the next thing you knew, you'd been fired. As secretary of state, Hillary Clinton wanted to change the behavior of nations. Her bid for president of the United States in 2008 was based in part on her desire to lead others.

power In this example, your boss wanted to be in charge at all times. The ultimate act of control in the workplace is to terminate someone else's employment. People at the top of organizations often have a high need for power.

Yakov is a leader who works with his team to solve difficult organizational problems, including the issue of how to avoid company layoffs when sales went down. Yakov coaches and teaches employees so that they have the skills needed to advance in their jobs, and he provides the team with the necessary resources. Yakov is well connected both inside and outside the organization and knows how to get buy-in from the senior managers in the company. Yakov is likely to have a high need for: Affiliation Achievement Power Equity

power Yakov has a high need for power; he persuades people and provides them with coaching, advice, and support. Yakov's power is socialized—he cares about the good of the team as a whole and is willing to do what it takes to build and develop the group.