Ch. 12

What are the four major perspectives on motivation? With def of them theories. 4

(1) Content- emphasize needs as motivators (2) Process- Focus on the thoughts and perceptions that motivate behavior (3) Job Design- Focus on Designing jobs that lead to employee satisfaction and performance (4) Reinforcement- basis on the notion that motivation is a function of behavioral consequences and not unmet needs

What are the three innate needs with some def?

1. Competence- want to feel a sense of mastery; need to feel qualified, knowledgeable, and capable of completing a goal or task and learn diff skills 2. Autonomy- want to feel independent and able to influence my envir.; need to feel they have freedom and discretion to determine what they want to do and how to do it 3. Relatedness- Want to feel connected to other people; sense of belonging, of attachment to others

5 practical lessons can be drawn from equity and justice theories. What are they?

1. Employee perceptions are what count 2. Employees want a voice in decisions that affect them 3. Employees should be given an appeals process 4. Leave behavior Matters 5. Climate for justice makes a difference

How to build meaning into your life 3?

1. Identify activities you love doing- do more of them into your work role 2. Find a way to build your natural strengths into your personal and work life 3. Go out and help someone

6 steps to apply principles of self-management on a daily basis?

1. Identify your wildly important long term goal 2. Break your wildly important goal into short term goals 3. Create a to do list for accomplishing your short-term goals 4. Prioritize the tasks (rank them by importance) 5. Create a time schedule 6. Work the plan, reward yourself, and adjust as needed

What are the 4 motivational mechanisms of goal-setting theory?

1. It directs your attention- toward goal relevant tasks and away from irrelevant ones 2. It regulates the effort expended- generally proportional to the goal's difficulty and time deadlines 3. It increases you persistence- makes obstacles become challenges to be overcome, not reason to fail 4. It fosters use of strategies and action plans- to make is more likely that you will realize success

In what order do managers want to motivate people? 5 of them.

1. Join your organization- need talented prospective workers the desire to work for you 2. Stay with your organization- despite economic times, and always want to retain good people 3. Show up for work at your organization- absenteeism and lateness are tremendous problems 4. Be engaged while at your organization- engaged employees produce higher quality work and better customer service 5. Do extra for your organization- want employees to perform extra tasks above and beyond the call of duty

Characteristics of the best incentive compensation plan? 4

1. Rewards must be linked to performance and be measurable 2. The reward must satisfy the individual needs 3. The rewards must be agreed on by manager and employees 4. The rewards must be believable and achievable by employees

To result in high motivation and performance, goals must have what 4 characteristics?

1. Should be Specific - meaning quantitative and maybe include a time it needs to be reached 2. Certain Conditions are Necessary for goal setting to work - need to have ability and resources to achieve goal, and committed to goal 3. Goals should be linked to action plans - outline activities or tasks that need to be accomplished to obtain goal 4. Performance feedback and participation in deciding how to achieve goals are necessary but not sufficient for goal setting to work

What are the 5 job characteristics with def?

1. Skill Variety: the extent to which a job requires a person to use a wide range of different skills and abilities 2. Task identity: the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end 3. Task significance- the extent to which a job affects the lives of other people, whether inside or outside the organization 4. Autonomy: the extent to which a job allows an employee to make choices about scheduling diff tasks and deciding how to perform them 5. Feedback: the extent to which workers receive clear, direct info about how well they are performing the job

What is the simple model of motivation? 5 parts and it's a loop.

1. Unfilled need (desire is created to fulfill a need- as for food, safety, recognition) 2. Motivation (you search for ways to satisfy the need) 3. Behaviors (you choose a type of behavior you think might satisfy the need) 4. Rewards (Two types of rewards satisfy needs extrinsic or intrinsic) 5. Feedback (Reward informs you whether behavior worked and should be used again)

What are the 4 needs of employees?

1. work -life balance 2. Expand their skills 3. Positive work environment 4. Matter-to-find meaning in their work

What is flex time?

A characteristic of flexible workplace-including part-time work, flex-time, a compressed workweek, job sharing, and telecommuting

What is the equity theory by Stacey Adams?

A model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships Considers inputs and outputs then comparing them

What are the three needs in more detail?

Achievement- need to excel at tasks; to do something better of more efficiently to solve probs, to achieve excellence in challenging tasks Affiliation- need close relationships Power- need to control others; be responsible for other people, to influence their behavior or to control them

What is a pay for performance compensation plan?

Aka merit pay; bases pay on one's results

What is pay for knowledge as a compensation plan?

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

What are positive hygiene factors?

Allowing pets at work; offering video games arcades, fitness classes and intramural sports; providing library of free movies, books, and magazines

What is reinforcement?

Anything that causes a given behavior to be repeated or inhibited

What are bonuses as a compensation plan?

Are cash awards given to employees who achieve specific performance objectives

What are process perspectives?

Are concerned with the thought process by which people decide how to act- how employees choose behavior to meet their needs; why employees have diff needs and behaviors to satisfy them, how to decide if their choices were successful

What are hygiene factors?

Are factors associated with job dissatisfaction- like salary, working conditions, interpersonal relationships, and company policy, all of which affect the job context in which people work; lower level needs

What are content perspectives? Aka need-based perspectives?

Are theories that emphasize the needs that novitiate people

What is the self-determination theory by Edward Deci and Richard Ryan? three parts of it as well?

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

What is the reinforcement theory?

Attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends to be repeated Using it to change human behavior is called behavior modification

What is a fitting job for people? And its two techniques

Based on the assumption that people are underutilized at work and that they want more variety, challenges, and responsibility (modern approach to job design) Techniques: (1) job enlargement, (2) job enrichment

What is fitting people to jobs?

Based on the assumption that people will gradually adapt to any work situation (traditional approach to job design)

How can managers encourage gratitude? A positive work environment 6.

Be Specific - in praise and appreciation Use gratitude to build relationships- increase employee confidence, and build partnerships Go public- really special between co-workers Encourage peer-to-peer gratitude - may be more important with co-worker thanks than manager to subordinate thanks Make it Easy for others to practice gratitude Recognize the power of praise

What is Throndike's law of effect?

Behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear

What is the expectancy theory by Victor Vroom?

Boils down to deciding how much effort to exert in a specific task situation Based on moving from effort to performance and then from performance to outcomes

What are stock options as a compensation plan?

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

What are some suggestions to use self-determination theory to motivate employees?

Competence- making sure employees have knowledge and info to perform their jobs Autonomy- develop trust with employees and empower them by delegating meaningful tasks to them Relatedness- use camaraderie to foster this

What is the job characteristic model by J. Richard Hackman and Greg Oldham?

Consists of (a) five core characteristics that affect (b) three critical psychological states of an employee that in turn affect (c) work outcomes- the employee's motivation, performance, and satisfaction

What is job enrichment?

Consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement Vertical Loading By Frederick Herzberg's two factor motivation-hygiene theory of job satisfaction

What are the three major steps to follow when applying for a job design model?

Diagnose the work environment to see whether a problem exists - Use job diagnostic survey to indicate motivational potential score (MPS) Determine whether job redesign is appropriate - Only if MPS is low, then figure out core job characteristics to alter Consider how to redesign the job - Try to increase core job characteristics that are lower than national norms

What is voice?

Employees upward expression of challenging but constructive opinions, concerns, or ideas on work-related issues to their managers

What are the three elements in the expectancy theory? With def? 3 pts.

Expectancy: is the belief that a particular level of effort will lead to a particular level of performance; aka effort-to-performance expectancy Instrumentality: the expectation that successful performance of the task will lead to the outcome desired; aka performance-to-reward expectancy Valence: is value, the importance a worker assigns to the possible outcome or reward

What are motivating factors? Or aka motivators?

Factors associated with job satisfaction like achievement, recognition, responsibility and advancement; all of which affect the job content or the rewards of work performance; higher level needs Spur superior work performance

What is intrinsic motivation?

Feeling intrinsic rewards like feeling independent rather than money or fame; is longer lasting than extrinsic and has a more positive impact on task performance

What are rationales for stretching in stretch goals?

Forcing people out of their comfort zone to achieve more Building their confidence when they succeed Insulating the co against future setbacks Accepting the challenges of higher performance standards

What are stretch goals?

Goals beyond what they actually expect to achieve Can also demotivate employees b/c they set aims that seem unattainable, and encourage unethical behavior as employees try to reach it

How to use the need for power to motivate employees?

Have work that allows you to control or have an effect on people and be publicly recognized for your accomplishments

What does Meaningfulness of work, Responsibility for results,Knowledge of results fuel?

High motivation, higher performance, high satisfaction, and low absenteeism and turnover

What is job enlargement?

Increasing the number of tasks in a job to increase variety and motivate By itself, won't have long lasting effect on job performance; Horizontal Loading

What are the inputs, outputs and comparisons in the equity theory?

Inputs- people perceive they give to an organization are their time, effort, training, experience, intelligence, creativity, seniority, status, and so on Outputs/ rewards- the rewards that people receive from an organization: pay, benefits, praise, recognition, bonuses, promotions, status perquisites, etc. Comparison- compare the ratio of their own outcomes to inputs against the ratio of someone else's outcomes to inputs; - they then make the judgment about fairness of either perceive there is equity (and satisfied) or perceive inequity (and feel resentful and act to change it)

What are content theories? 4 with some def?

Maslow's hierarchy of needs- 5 levels to be met in order McClelland's Acquired needs theory posit 3 needs- for achievement affiliation, and power Deci and Ryan's self-determination theory- assumes people seek innate need of competence, autonomy, and relatedness in order to grow Herberg's two factor theory- differentiates hygiene and motivators that determine work satisfaction and dissatisfaction

What are the three critical psychological states that are affected by motivation due to the 5 core characteristics?

Meaningfulness of work Responsibility for results Knowledge of results

What three attributes must employees have to be motivated?

Necessary knowledge and skill, desire for personal growth, and context satisfactions (right physical working conditions, pay and supervision)

How to use the need for affiliation to motivate employees?

Not the most efficient manager b/c you will have to make decisions that will make people resent you. Instead, will tend to work in places like sales, that provide for personal relationships and social approval

How does motivation work?

Personal factors of: - Personality, ability, core self-evaluations, emotions, attitudes, needs, values, and work attitudes Contextual Factors: - Organizational culture, cross-cultural values, physical environment, rewards and reinforcement, group norms, communication technology, leader behavior, organizational design, organizational climate, and job description Both go into motivation and employee engagement

What are the two forms of need for power that McClelland identifies with def?

Personal power- negative; desire to dominate others, and involve manipulating people for one's own gratification Institutional power- positive; the need to solve problems that further orgs goals

What are the needs?

Physiological or psychological deficiencies that arouse behavior Stronger or weaker based on envir. Factors from time and place

What are types of pay-for-performance plan?

Piece rate: which employees are paid according to how much output they produce Sales commission: sales reps are paid a percentage of the earnings the company made from their sales

What are the two most important ways to have a positive environment

Positive physical setting (no cubicle)- give choices and allow them to control over work environment Thoughtful bosses- not leaving job leaving managers (this is a common saying)

What are 4 types of reinforcement with def?

Positive reinforcement: the use of positive consequences to strengthen a particular behavior Negative reinforcement: the process of strengthening a behavior by withdrawing something negative Extinction: the weakening of behavior by ignoring it or making sure it is not reinforced Punishment: the process of weakening behavior by presenting something negative or withdrawing something positive

What is the hierarchy of needs theory? 5 parts by Abraham Maslow.

Proposes that people are motivated by 5 levels of need: 1. Physiological need- most basic human physical need (food, clothing, shelter, comfort etc.)- base of the pyramid 2. Safety need: need for physical safety, emotional security, avoidance of violence 3. Love need: need for love, friendship, affection 4. Esteem need: need for self-respect, status, reputation, recognition, self-confidence 5. Self-actualization needs- the highest level need: need for self-fulfillment- increasing competence, using abilities to the fullest (top of pyramid)

Ways to use punishment? 5

Punish only undesirable behavior Give reprimands or disciplinary actions as soon as possible Be clear about what behavior is undesirable Administer punishment in private Combine punishment and positive reinforcement

What is distributive justice?

Reflects the perceived fairness of how resources and rewards distributed or allocated

What are the aspects of positive reinforcement? 4

Reward only desirable behavior Give rewards as soon as possible Be clear about what behavior is desired Have diff rewards and recognize individual differences

What are job design theories? 3 with some def?

Scientific management theory- attempted to fit people to jobs by reducing the number of tasks workers had to perform to achieve a goal Job enlargement and job enrichment- are ways to fit jobs to people by offering more variety, challenges, and responsibility The job characteristics model- is an outgrowth of job enrichment that traces the effect of five job characteristics on employees' psychological states and work outcomes

What is performance goal orientation?

See tools as a way of demonstrating and validating a competence we already have by seeking the approval of others; less likely to take on new challenges with fear of failure and may set goals lower

What is learning goal orientation?

Sees goals as a way of developing competence through the acquisition of new skills; like opportunities to enhance their skills and challenging tasks; generally better

What is the acquired needs theory by Davi McClelland?

States that three needs- achievement, affiliation, and power- are major motives determining people's behavior in the workplace Not born with our needs; rather, we learn them from the culture- from our life experiences One of which tends to be dominant in each of us

What three forms can learning opportunities take? 3

Studying co-workers - learn by shadowing workers in other jobs or be interdepartmental task forces Tuition reimbursement Learning and development

What is the goal setting theory by Edwin Locke and Gary Latham?

Suggest that employees can be motivated by goals that are specific and challenging but achievable; BUT only useful if people understand and accept the goals

What is the two-factor theory by Frederick herzberg?

That work satisfaction and dissatisfaction arise from two diff factors- work satisfaction from motivating factors and work dissatisfaction from hygiene factors

What is job design?

The (1) division of an organization's work among its employees and (2) the application of motivational theories to jobs to increase satisfaction and performance

What is well-being?

The combined impact of five elements-positive emotions, engagement, relationships, meaning, and achievement (PERMA) by Martin Seligman Must pursue them for their own sake not means to another outcome

What are contingency factors?

The degree to which a person wants personal and psychological development

What is gainsharing as a compensation plan?

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

What is profit sharing as a compensation plan?

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

What is human capital?

The economic or protective potential of employee knowledge, experience, and actions

What is flourishing?

The extent to which our lives contain PERMA; results in goodness, growth, and resilience

What are extrinsic rewards?

The payoff like money, a person receives from others for performing a particular task

What is procedural justice?

The perceived fairness of the process and procedures used to make allocation decisions

What is operating conditioning by Skinner?

The process of controlling behavior by manipulating its consequences. Rests on Thorndike's law of effect

What is scientific management?

The process of reducing the number of tasks a worker performs; focus more of doing the same task to increase efficiency and productivity

What is cognitive dissonance?

The psychological discomfort people experience btw their cognitive attitude and incompatible behavior- a discomfort that , it's suggested, motivates them to take action to maintain consistency btw their beliefs and behavior Equity theory is based on this

What is motivation?

The psychological process that arouse and direct goal-directed behavior; must be inferred from one's behavior

What is interactional justice?

The quality of interpersonal treatment people receive when procedures are implemented, but rather with whether people themselves believe they are being treated fairly when decisions are implemented

What is an intrinsic reward?

The satisfaction, like feeling accomplishment, a person receives from performing the particular task itself; internal reward and payoff comes from pleasing yourself

What is meaningfulness?

The sense of "belonging to and serving something you believe is bigger than the self

What are the things to consider/question when using the expectancy theory to motivate employees? 4

What rewards do your employees value? What are the job objectives and the performance level you desire Are the rewards linked to performance? Do employees believe you will deliver the right rewards for the right performance

How to use the need for achievement to motivate employees?

Working on challenging but not impossible tasks or projects; need to rely on effort and ability rather than luck and be rewarded for their efforts; also want + and - feedback

What are the elements of Justice theory?

distributive justice, procedural justice, interactional justice

What are work-life benefits?

employer -sponsored benefit programs or initiatives designed to help all employees balance work life with home life

What are process theories?3 with some def?

equity/ justice theory- proposes that people seek fairness and justice in their interactions and relationships Expectancy theory- says people are motivated by how much they want something and how likely they think it is they will get it Goal setting theory- says goals that are specific, challenging, and achievable will motivate behavior