Ch 11 - Motivation

On average, there is a ___ percent chance that employees whose behavior is reinforced with nonfinancial rewards will outperform employees whose behavior is not reinforced

58

On average, there is a ___ percent chance that employees whose behavior is reinforced with financial rewards will outperform employees whose behavior is not reinforced

68

Which types of rewards are most important to workers in general?

A number of surveys suggest that both extrinsic and intrinsic rewards are important.

What are the 2 categories of reinforcement schedules

Continuous and intermittent

How can you motivate with goal setting theory

Give employees specific, challenging goals. Make sure workers truly accept organizational goals. Provide frequent, specific, performance related feedback.

What are the 3 components of motivation

Initiation, Direction, Persistence

What are the basic components of equity theory

Inputs, outcomes, and referents

Managers can take several practical steps to motivate employees with equity theory

Look for and correct major inequities. Reduce employees' inputs. Make sure decision making processes are fair (Distributive justice and procedural justice).

What are the components of expectancy theory

Motivation = Valence x Expectancy x Instrumentality

Job performance is equal to?

Motivation x Ability x Situational Constraints

What is the prediction of Maslow's Theory

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

What is the prediction of Alderfer's theory

People can be motivated by more than one need at a time.

What does work motivation lead to?

Performance

What did Daniel Pink from Ted Talks say about extrinsic and intrinsic rewards

Pink talked about how extrinsic rewards either doesn't do anything to help the employees or either harms the employees. He says that intrinsic motivation is the key to having success.

What are the 4 kinds of reinforcement contingencies

Positive reinforcement, negative reinforcement, punishment, extinction

Managers can take several practical steps to motivate employees

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.

How can you motivate with expectancy theory

Systematically gather information to find out what employees want from their jobs. Take specific steps to link rewards to individual performance in a clear and understandable way. Empower employees to make decisions if management really wants them to believe that their hard work and effort will lead to good performance.

Define extrinsic rewards

Tangible and visible to others and are given to employees contingent on the performance of specific tasks or behaviors.

What is the prediction of McClelland's theory

The degree to which particular needs motivate varies from person to person.

Define intrinsic rewards

The natural rewards associated with performing a task or activity for its own sake.

Define 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 the rewards will be attractive to them.

Perceived inequity affects satisfaction. True or false?

True

Inequality can take what 2 forms?

Underreward and overreward

Define underreward

When you are getting fewer outcomes relative to your inputs than the referent.

Define overreward

When you are getting more outcomes relative to your inputs than the referent.

Define continuous reinforcement schedules

a consequence follows every instance of a behavior. For example, employees working on a piece rate pay system earn money (consequence) for every part they manufacture (behavior). The more they produce, the more they earn.

Define extinction

a reinforcement strategy in which a positive consequence is no longer allowed to follow a previously reinforced behavior. By removing the positive consequence, extinction weakens the behavior, making it less likely to occur.

Define situational constraints

are factors beyond the control of individual employees, such as tools, policies, and resources that have an effect on job performance.

Define referents

are others with whom people compare themselves to determine if they have been treated fairly. Usually, people choose to compare themselves with referents who hold the same or similar jobs or who are otherwise similar in gender, race, age, tenure, or other characteristics.

Define reinforcement contingencies

are the cause and effect relationships between the performance of specific behaviors and specific consequences. For example, if you get docked an hour's pay for being late to work, then a reinforcement contingency exists between a behavior (being late to work) and a consequence ( losing an hour's pay).

Define needs

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

Define outcomes

are what employees receive in exchange for their contributions to the organization. Outcomes include pay, fringe benefits, status symbols, and job titles and assignments.

What does Alderfer's ERG Theory suggest?

collapses Maslow's five needs into three: existence (safety and physiological needs), relatedness (belongingness), and growth (esteem and selfactualization).

Define initiation of effort

concerned with the choices that people make about how much effort to put forth in their jobs

Define direction of effort

concerned with the choices that people make in deciding where to put forth effort in their jobs.

Define intermittent reinforcement schedules

consequences are delivered after a specified or average time has elapsed or after a specified or average number of behaviors has occurred.

Define variable ratio reinforcement schedules

consequences are delivered following a different number of behaviors, sometimes more and sometimes less, that vary around a specified average number of behaviors. With a 10 car variable ratio reinforcement schedule, a salesperson might receive the bonus after 7 car sales, or after 12, 11, or 9 sales, but the average number of cars sold before receiving the bonus would be 10 cars.

Define fixed ratio reinforcement schedules

consequences are delivered following a specific number of behaviors. For example, a car salesperson might receive a $1,000 bonus after every 10 sales. Therefore, a salesperson with only 9 sales would not receive the bonus until he or she finally sold a 10th car.

Define variable interval reinforcement

consequences follow a behavior after different times, some shorter and some longer, that vary around a specified average time. On a 90 day variable interval reinforcement schedule, you might receive a bonus after 80 days or perhaps after 100 days, but the average interval between performing your job well (behavior) and receiving your bonus (consequence) would be 90 days.

Define fixed interval reinforcement schedules

consequences follow a behavior only after a fixed time has elapsed. For example, most people receive their paychecks on a fixed interval schedule (e.g., once or twice per month). As long as they work (behavior) during a specified pay period (interval), they get a paycheck (consequence).

When people perceive that they have been treated inequitably, they may

decrease or withhold inputs. increase outcomes. rationalize or distort inputs to outcomes. change the referent. leave.

Equity theory focuses on

distributive justice

Define motivation

effort ... the degree to which someone works hard to do the job well.

There are ___ types of intermittent reinforcement schedules. Two of these are based on ___ and are called ___ ___ ___; the other two, known as ___ schedules, are based on ___

four, time, interval reinforcement schedules, ratio, behaviors

In the case of underreward, this usually translates into ____ or anger; with overreward, the reaction is ____

frustration, guilt.

What are the basic components of goal setting theory

goal specificity, goal difficulty, goal acceptance, performance feedback

If you're offered rewards that you desire and you believe that you will in fact receive these rewards for good performance, you're ____ likely to be energized to take action. However, you're ___ likely to actually exert effort unless you also believe that you can do the job (i.e., that your efforts will lead to successful performance)

highly, not

Define job performance

how well someone performs the requirements of the job

There are five steps to motivating workers with reinforcement theory

identify, measure, analyze, intervene, evaluate. Don't reinforce the wrong behaviors, correctly administer punishment at the appropriate time, choose the simplest and most effective schedule of reinforcement.

Give example of intrinsic rewards

internal, the good feeling

Define performance feedback

is information about the quality or quantity of past performance and indicates whether progress is being made toward the accomplishment of a goal.

Define evaluate

means assessing the extent to which the intervention actually changed workers' behavior. This is done by comparing behavior after the intervention to the original baseline of behavior before the intervention.

Define intervene

means changing the organization by using positive and negative reinforcement to increase the frequency of these critical behaviors.

Define measure

means determining the baseline frequencies of these behaviors. In other words, find out how often workers perform them.

Define identify

means singling out critical, observable, performance related behaviors. These are the behaviors that are most important to successful job performance. In addition, they must also be easily observed so that they can be accurately measured.

Define analyze

means studying the causes and consequences of these behaviors. Analyzing the causes helps managers create the conditions that produce these critical behaviors, and analyzing the consequences helps them determine if these behaviors produce the results that they want.

Once a need is met, it no longer ___

motivates

Studies generally show that higher order needs will ___ ___ as long as lower order needs remain unmet

not motivate

Give example of extrinsic rewards

paycheck, status

What 2 parts does reinforcement have

reinforcement contingencies and schedules of reinforcement.

Higher order needs are concerned with

relationships, challenges, accomplishments, and influence.

Lower order needs are concerned with

safety and physiological/existence requirements.

Define valence

simply the attractiveness or desirability of various rewards or outcomes. Expectancy theory recognizes that the same reward or outcome .. say, a promotion will be highly attractive to some people, will be highly disliked by others, and will not make much difference one way or the other to still others.

Define positive reinforcement

strengthens behavior (i.e., increases its frequency) by following behaviors with desirable consequences.

Define negative reinforcement

strengthens behavior by withholding an unpleasant consequence when employees perform a specific behavior. Negative reinforcement is also called avoidance learning because workers perform a behavior to avoid a negative consequence.

What does Maslow's Hierarchy of Needs suggests?

suggests that people are motivated by physiological (food and water), safety (physical and economic), belongingness (friendship, love, social interaction), esteem ( achievement and recognition), and self actualization (realizing your full potential) needs

These reactions lead to

tension and a strong need to take action to restore equity in some way. At first, a slight inequity may not be strong enough to motivate an employee to take immediate action. If the inequity continues or there are multiple inequities, however, tension may build over time until a point of intolerance is reached, and the person is energized to take action.

What does McClelland's Learned Needs Theory suggests

that people are motivated by the need for affiliation (to be liked and accepted), the need for achievement (to accomplish challenging goals), or the need for power (to influence others).

Define inputs

the contributions employees make to the organization. They include education and training, intelligence, experience, effort, number of hours worked, and ability.

Define distributive justice

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

Define ability

the degree to which workers possess the knowledge, skills, and talent needed to do a job well.

Define goal difficulty

the extent to which a goal is hard or challenging to accomplish. Difficult goals, such as "I'm going to have

Define goal specificity

the extent to which goals are detailed, exact, and unambiguous. Specific goals, such as "I'm going to have a 3.0 average this semester," are more motivating than general goals, such as "I'm going to get better grades this semester."

Define procedural justice

the fairness of the procedures used to make reward allocation decisions, is just as important.

Define expectancy

the perceived relationship between effort and performance. When expectancies are strong, employees believe that their hard work and efforts will result in good performance, so they work harder. By contrast, when expectancies are weak, employees figure that no matter what they do or how hard they work, they won't be able to perform their jobs successfully, so they don't work as hard.

Define instrumentality

the perceived relationship between performance and rewards. When instrumentality is strong, employees believe that improved performance will lead to better and more rewards, so they choose to work harder. When instrumentality is weak, employees don't believe that better performance will result in more or better rewards, so they choose not to work as hard.

Define reinforcement

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

Define motivation

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

Define schedule of reinforcement

the set of rules regarding reinforcement contingencies such as which behaviors will be reinforced, which consequences will follow those behaviors, and the schedule by which those consequences will be delivered.

A person's unmet need creates an

uncomfortable, internal state of tension that must be resolved.

Define punishment

weakens behavior (i.e., decreases its frequency) by following behaviors with undesirable consequences.

Define goal acceptance

which is similar to the idea of goal commitment discussed in Chapter 4, is the extent to which people consciously understand and agree to goals.

Valence and instrumentality combine to affect employees' ____ to put forth effort (i.e. the degree to which they are energized to take action) while expectancy transforms ____ effort into ___ effort

willingness, intended, actual