OB Unit 2 (Ch 5-9)

*Draw the expectancy theory model. Define the three main components in the model and explain how the model works in terms of motivating behavior (6).

(Model) 0-No effort 1-No doubt Effort will result in performance That performance leads to a result in outcome Those outcomes have value

Expectancy

-Exerting a high level of effort will result in the successful performance of some task -Increase with resources, supportive leadership, self-efficacy -achieve 0 to 1

Maslow's Hierarchy of Needs (Prepotency - greater than others in power or influence)

-Physiological (basic)- living wage -(Physical) Safety (Financial)Security -Belongingness (create connections) -Esteem (self/social-recognition) -Self Actualization(top)

What is the difference between explicit and tacit knowledge?

-easy to communicate and teach -more difficult to comunicate; gain with experience

What is the basic theory behind reinforcement theory?

-proposes that you can change someone's behavior by using reinforcement, punishment, and extinction. -Rewards are used to reinforce the behavior you want and punishments are used to prevent the behavior you do not want. -Extinction is a means to stop someone from performing a learned behavior.

What is the difference between extrinsic and intrinsic motivators? Be familiar with examples of each.

Extrinsic - Outside motivators (Pay, bonuses, support) Intrinsic - Inside motivators (Knowledge gain, skill development, personal expression)

Hindrance stressor

stressful demands that people tend to perceive as hindering their progress towards personal accomplishments or goal attainment

Challenge stressors

stressful demands that people tend to perceive as learning, growth, and achievement

What are the reactions to inequity and how do they differ in relation to positive and negative inequity?

Positive, treated better. (happy)-produce more, then slowly regress Negative, treated worse. (unhappy)-go to superior

What are the four types of reinforcers?

Positive- wanted outcome, consequence added (Increase behavior) Extinction- wanted, consequence removed (Decrease behavior) Punishment- unwanted, consequence added (Decrease behavior) Negative- unwanted, consequence removed (Increase behavior)

What increases moral intensity?

Potential for Harm: -Magnitude of consequences -probability of effect -temporal immediacy (time) & concentration of effect (how many people) Social Pressure: social consensus & proximity

Past accomplishments

success or fail in past tasks

Recognition award

tangible award or intangible praise to recognize achievement

Emotional cues

feelings of fear or anxiety can create doubts about task accomplishment, whereas pride and enthusiasm can bolster(strengthen) confidence levels.

Primary Appraisal

first encountered stressors, triggered, people evaluate the significance and the meaning of the stressor they're confronting (no doubts)

What is whistleblowing?

former or current employees expose illegal or immoral actions by their organizations.

Verbal persuasion

friends, coworkers, and leaders can persuade employees that they can "get the job done."

Goal Setting Theory

goals as the primary drivers of the intensity and persistence of effort

How does trust influence job performance and organizational commitment?

has a moderate positive effect on performance. has a stronger positive effect on commitment.

Social Support

helps people when confronted with stressful demands

What is the role of engagement?

helps with motivation with high levels of intensity and persistance

Physiological Strain

illness(Immune system), high blood pressure(Cardiovascular system), coronary artery disease, headaches, back pain, stomach ache. (Muscularvasculartal system, Gastrointestinal system)

Self Set Goals

internalized goals that people use to monitor their own task progress

What are the various comparisons that people could make? What are the different personality types in relation to equity theory?

job, company, occupational, educational, age Cognitive distortion, internal/external comparison (someone in your company vs outside company)

*Information

justification, truthfulness

Benign Job Demand

little to no stress

Transactional Theory of Stress

theory explains how stressors are perceived and appraised, as well as how to respond to those perceptions and appraisals. (Hindrance, challenge, work or non-work)

Conventional

right vs wrong is referenced to the expectations of one's family and society, later emphasizing laws, rules, and orders that govern society (conform to individual expectation, then society)

Pre-conventional

right vs wrong viewed in terms of consequences of various actions for the individual, expanding to obtain pleasure and avoid pain (punishment & pleasure, instrumental purpose & exchange)

Behavioral Coping

set of physical activities that are used to deal with a stressful situation. PF (working harder, seeking assistance, acquiring additional resources) EF (engaging in alternative activities, seeking support, venting anger)

Comparison other

some person who seems to provide an intuitive frame of reference for judging equity

Problem-focused Coping

thoughts that are involved in trying to deal with a stressful situation. BC (working harder, seeking assistance, acquiring additional resources) CC (strategizing, self-motivating, changing priorities)

Cognitive Coping

thoughts that are involved in trying to deal with a stressful situation. PF (strategizing, self-motivating, changing priorities) EF (avoiding-distancing-ignoring, looking for the positive in the negative, reappraising)

What are the components of cognition-based trust?

trustworthiness -characteristics of a trustee that inspire trust (thoughts, information) + ability (skills) + benevolence (best interest over self-interest) + integrity (values and principles)

Emotion-focused Coping

various ways in which people manage their own emotional reactions to stressful demands. BC- engaging in alternative activities, seeking support, venting anger. CC- avoiding-distancing-ignoring, looking for the positive in the negative, reappraising

*Procedural

voice correctability, consistency, bias suppression, representativeness, accuracy

Specific/Difficult Goals

will result in higher levels of performance than assigning no goals, easy goals, or do your best goal

*Interpersonal

respect, propriety

McClelland's Acquired Needs

Achievement Power- social/personal drive Affiliation

How do organizations manage stress?

Assessment - what's causing stress, stress audit (survey) Reduce stressors - extend deadlines, split up work, sabbatical (time off for alternative activities) Providing resources - time, flex time, training interventions Reducing strain - relaxation techniques, employee assistance program, wellness programs

Coping strategies

Behavioral Coping, Cognitive Coping, Problem-focused Coping, Emotion-focused Coping

How does cognitive moral development relate to moral judgment?

Better moral judgment as one matures through the moral development stages

What are the four levels of corporate social responsibility?

Components: -Economic -Legal -Ethical -Citizenship

What are the five types of reinforcement schedules?

Continuous- specific consequence for each desired behavior, difficult to obtain (praise) Fixed Interval- time periods (paycheck)(known) Variable Interval- moderately high difficulty (supervisor walk-by)(unknown) Fixed Ratio- fixed number of desired behaviors, high difficulty (Piece-rate pay) Interval Ratio- variable desired behaviors, very high (commission pay)

Which of the main components of motivation is the focus of goal setting?

Direction (intensity) (persistance)

What are the three components of motivation?

Direction - where the effort goes (goal) Intensity - how hard (amount of effort) Persistence - how long is the effort

What are the three types of trust and how do they relate to each other?

Dispositional - personality traits Cognitive - thinking about it Affect-based - heart, feelings, emotions (100% yes or no)

task complexity

reflects how complicated the information and actions involved in a task are, as well as how much the task changes

*List and define the four types of organizational justice (7).

Distributive... Procedural... Interpersonal... Informative...

Be familiar with expectancy theory including the three main components, how those components can be influenced by organizations, and how you can predict performance based on the theory.

Expectancy Theory - cognitive process that employees go through to make choices among different voluntary responses - Effort to- Performance - Performance to- Outcome - Outcome gives value

*Non-work challenge stressors (Family Time Demands, Personal Development, Positive Life Events)(x2)

FTD - time that a person commits to participate in an array of family activities and responsibilities PD - participation in formal education programs, music lessons, sports-related training, hobby-related self-education, participation in local government, or volunteer work. PLE - marriage, new family member, and graduating from school are stressful in their own way.

Three Moderators

Feedback Task Complexity Goal Commitment

What influences goal commitment?

Feedback (positive), Task Complexity (negative) Goal Commitment (positive) : rewards, publicity, resources, participation, support

Alderfer's ERG (Frustration Regression- unable to satisfy need, over satisfy other need)

Growth- Self esteem/Actualization Relatedness- Social esteem/Belongingness Existence-SSP

How does stress relate to JP and OC?

Hindrance stressors weak negative relationship with job performance. Hindrance stressors strong negative relationship with organizational commitment. Challenge stressors weak positive relationship with job performance. Challenge stressors moderately positive relation to Org commitment

What are the various ways that organizations apply motivational concepts in compensation systems? Be familiar with how each relates to creating a clear goal and connecting the individual's performance to outcomes.

Individual: Piece-rate (each G &/or S) Merit pay (evaluative salary bump) Lump-sum bonuses (individual goals) Recognition awards (tangible or intangible (praise)) Unit: Gainsharing (bonus thru unit goals) Org: Profit sharing (exceed minimum earnings)

Two individual differences influencing stress

Instrumental Support Emotional Support

Be able to distinguish between the four types of organizational justice and how they might interact with each other. Also, be familiar with what contributes to the perceptions of each type of justice.

Justice - relevant acts can serve as behavioral evidence of trustworthiness + Distributive - equity (capitalism), equality (socialism), need (communism) + Procedural - voice correctability, consistency, bias suppression, representativeness, accuracy + Interpersonal - respect, propriety + Information - justification, truthfulness

How does motivation relate to job performance and organizational commitment?

Motivation strong positive JP Equity moderate positive Org Com

What are the three types of goal orientations?

Learning: building competence is better than demonstrating competence Performance-prove: demonstrate competence so others favor them Performance-avoid: focus on demonstrating competence so others will not think poorly of them

What is the difference between an economic exchange and a social exchange between the organization and employees and how does it relate to trust and commitment?

Low level of trust, worse economic/social exchange

Be familiar with the four component model of ethical behavior.

Moral Awareness Moral Judgement Moral Intent Ethical Behavior

What is the primary focus of equity theory? How is it determined?

Perceived fairness -motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people Employees create a mental ledger of the outcomes they get from their job duties

Instrumentality

Performance (effort) - to Outcome (goal) -successful performance will result in some outcomes -ranging 0 (no chance) to 1 (mortal lock) -fulfill promises (increase instrumentality- motivation&performance)

What are the three components of performance?

Performance = Motivation(want) + Ability(can) + Opportunity(chance)

Consequences of stress

Physiological Strain Psychological Strain Behavioral Strain

*Work hindrance stressors (Role Conflict, Role Ambiguity, Role Overload, Daily Hassles)(x2)

RC - conflicting expectations that other people may have for us RA - lack of information about what needs to be done in a role, as well as unpredictably regarding the consequences of performance on that role RO - number of demanding roles a person holds is so high that the person simply cannot perform some or all the roles effectively DH - minor day-to-day demands that get in the way of accomplishing the things that we really want to accomplish

What makes a goal an effective one?

SMART Specific Measurable Achievable Result-based Time-Sensitive

How do people learn from others in their environment? What four things are necessary for proper learning to occur?

Social learning Theory or Behavioral Modeling Attention- sees behavior Retention- remember Production- skill set able to reproduce behavior Reinforcement

*Work challenge stressors (Time Pressure, Work Complexity, Work Responsibility)(x2)

TP - a strong sense that the amount of time you have to do a task is just not quite enough WC - requirements of work-knowledge, skills, and abilities- tax or exceed the capabilities of the person who is responsible for performing the work WR - nature of obligations that a person has towards others. level of responsibility in a job is higher when the number, scope, and importance of obligations in that job are higher

Moral principles

Teleological: Utilitarianism & Egoism (consequences) Deontological: Duties; rights &virtues (intentions)

What is trust and how does it relate to reputation?

Trust is the willingness to be vulnerable to a trustee based on positive expectations about the trustee's actions and intentions -Reputation reflects the province of its brand in the minds of the public and the perceived quality of its goods and services

Principled

Universal ethical principles

*Non-work hindrance stressors (Work-Family Conflict, Negative Life Events, Financial Uncertainty)(x2)

WFC - a special form of role conflict in which the demands of work role hinder the fulfillment of the demands of a family or work role NLE - significant changes to a person's life FU - conditions that create uncertainties with regard to the loss of livelihood, savings, or the ability to pay expenses

What is trust propensity?

a general expectation that the words, promises, and statements of individuals and groups can be relied upon.

Lump-sum bonuses

achieve goal, receive one addition to salary

Instrumental Support

address stressful demands directly

Emotional Support

addressing the emotional distress that accompanies stressful demands

Behavioral Strain

alcohol and drug use, teeth grinding, compulsive behaviors, overeating

Equity Distress

an internal tension that can only be alleviated by restoring balance to the ratios

Valence

anticipated value of the outcomes associated with performance. -positive (interested/want) -negative (avoid) -zero (bored/no impact)

What is a distrust tax? A trust dividend?

attention/effort drawn away from task performance the booster in task performance/citizenship behavior

Coping

behaviors and thoughts that people use to manage both the stressful demands they face and the emotions associated with those stressful demands

What are ethics? What is the difference between merely ethical and especially ethical behavior?

behaviors of an authority are in accordance with generally accepted moral norms. -minimally accepted standard of morality -exceed minimal accepted morality

Profit sharing

bonus received when publicly reported earnings of a company exceed some minimum level, with magnitude of the bonus contingent on the magnitude of the profits

What is moral attentiveness?

captures the degree to which people chronically perceive and consider issues of morality during their experience.

Secondary Appraisal

center of the issue of how people cope with the various stressor they face

feedback

consists of updates on employee progress towards goal assignment

Task Strategies

defined as learning plans and problem-solving approaches used to achieve successful performance

Goal commitment

degree to which a person accepts a goal and is determined to reach it

Psychological Strain

depression, anxiety, irritability, forgetfulness, inability to think clearly, reduce confidence, burnout-(high performers)

*Distributive

equity (capitalism), equality (socialism), need (communism)

Strains

negative consequences due to stressors

Vicarious experience

observations and discussions with others who have performed such tasks - second source of knowledge

Self-efficacy

one's belief in one's ability to succeed in specific situations or accomplish a task -Past accomplishments, vicarious experience, verbal persuasion, emotional cues (can I do this)

Gain sharing

organization attempts to motivate work groups to do things more efficient, safe. -to save money in general- share some that would be saved

Stress

psychological response to demands that possess certain stakes for the person and that tax or exceed the person's capacity or resources. (care & doubt)

Merit pay

raise to salary according to performance evaluation ratings

Piece-rate

rate for each unit produced, sold, or service provided

What is moral awareness?

recognize ethical dilemma