Chapter 12: Motivating Employees

The Four Major Perspectives on Motivation:

(1) content (2) process (3) job design (4) reinforcement

According to expectancy theory, if people have choices, they will be motivated by which of the following? Check all that apply.

(1) how much they want something and (2) how likely they think they are to get it. In other words, assuming they have choices, people will make the choice that promises them the greatest reward if they think they can get it.

Abraham Maslow's Hierarchy of Needs Theory: Five Levels

(1) physiological: the most basic human physical need such as food, clothing, shelter, comfort, self-preservation covered by work wages (2) safety: need for physical safety, emotional security, avoidance of violence. examples: health insurance, job security, work safety rules, pension plans (3) love: need for love, friendship, and affection. examples: office parties, company softball teams, management retreats (4) esteem: need for self-respect, status, reputation, recognition, self-confidence. examples: bonuses, promotions, awards. (5) self-actualization: highest level need. need for self-fulfillment, increasing competence, using abilities to the fullest.

Extrinsic rewards

- Satisfaction in the payoff from others. - It is the payoff, such as money, a person receives from others for performing a particular task. - An external reward; the payoff comes from pleasing others

Intrinsic rewards

- satisfaction in performing the task itself. - is the satisfaction, such as a feeling of accomplishment, a person receives from performing the particular task itself. - an internal reward; the payoff comes from pleasing yourself.

Hackman and Oldham's job characteristics model is composed of three major elements. Identify those elements from the list below. Check all that apply. Core job characteristics work outcomes psychological states instrumentality expectancy

Core job characteristics psychological states work outcomes

The Job Characteristics Model: Five Job Attributes for Better Work Outcomes

Developed by researchers J. Richard Hackman and Greg Oldham the job characteristics model of design is an outgrowth of job enrichment The job characteristics model consists of (a) five core job 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.

Gregor feels that other employees in his department are given more important tasks than he is given. He doesn't understand why they are rewarded with bigger projects because he has been working there as long as they have and has the same skill set. Which process perspective explains how Gregor feels?

Equity theory is a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships

Which of the following theories of motivation are characterized as process perspectives on motivation? Check all that apply

Equity/justice theory Expectancy theory Goal-setting theory

three process perspectives on motivation:

Equity/justice theory: people strive for fairness and justice in social exchanges or give-and-take relationships. Pioneered by psychologist J. Stacey Adams Expectancy theory Goal-setting theory

Robert believes that no matter how hard he studies, he will never pass the exam. According to Victor Vroom's theory, Robert has low _________.

Expectancy is the belief that a particular level of effort will lead to a particular level of performance. This is called the effort-to-performance expectancy.

True or false: because needs are influenced by environmental factors, they are relatively unchanged over time.

False Needs can be strong or work and because they are influenced by environmental factors, they can very over time and from place to place.

The results of the company survey showed that while the majority of employees were pleased with the advancement opportunities within the organization and the merit system in place, they were dissatisfied with things like pay scale and sharing an office with someone they didn't get along with. These results exemplify which theory of motivation?

Frederick Herzberg's Two-Factor Theory

________ theory suggests that employees can be motivated by objectives that are specific and challenging but achievable and that have rewards tailored to individual needs.

Goal-setting

Work Outcomes (job characteristics model)

High work motivation high work performance high work satisfaction low absenteeism & turnover

in equity theory, the education, experience, and skills that individuals contribute to their organizations are examples of _______.

Inputs 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.

Brittani has worked long hours putting the finishing touches on a presentation to a major client, but she has a strong sense of self-satisfaction with her work and feels good about what she has accomplished. In terms of the model of motivation, this self-satisfaction would be categorized as _______.

Intrinsic rewards satisfaction in performing the task itself. such as a feeling of accomplishment an internal reward; the payoff comes from pleasing yourself.

Match the type of reinforcement with its description

Positive reinforcement: Using rewards or positive consequences to strengthen a particular behavior Negative reinforcement: Strengthening a behavior by withdrawing something negative Extinction: Weakening a behavior by ignoring it or making sure it is not reinforced Punishment: Weakening a behavior by presenting something negative or withholding something positive

In equity theory, the outputs received from an organization are which of the following?

Praise Pay Rewards 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 (corner office with a view, say, or private parking space), and so on.

"Consequences influence behavior" BEST describes which theory of motivation?

Reinforcement Theory suggests behavior will be repeated if it has positive consequences and won't be if it has negative consequences. There are four types of reinforcement: positive reinforcement, negative reinforcement, extinction, and punishment. Edward L. Thorndike and B. F. Skinner, is concerned with how the consequences of a certain behavior affect that behavior in the future

According to Maslow's hierarchy of needs theory, in order for Josephina to seek fulfillment of her love needs, she must first satisfy which of the following needs? Check all that apply.

Safety Physiological

The theory of motivation that asserts that people are driven to try to grow and attain fulfillment, with their behavior and well-being influenced by the three innate needs of competence, autonomy, and relatedness is known as the _________ theory

Self Determination Deci and Ryan's Self-Determination Theory: Competence, Autonomy, and Relatedness

True or false: Managers should ask questions to determine what rewards are valued by employees when utilizing Expectancy Theory to motivate workers.

True When attempting to motivate employees, managers should ask the following questions: 1. What rewards do your employees value? As a manager, you need to get to know your employees and determine what rewards (outcomes) they value, such as pay raises or recognition. 2. What are the job objectives and the performance level you desire? You need to clearly define the performance objectives and determine what performance level or behavior you want so that you can tell your employees what they need to do to attain the rewards. 3. Are the rewards linked to performance? You want to reward high performance, of course. Thus, employees must be aware that X level of performance within Y period of time will result in Z kinds of rewards. In a team context, however, research shows that it is best to use a combination of individual and team-based rewards. 4. Do employees believe you will deliver the right rewards for the right performance? Your credibility is on the line here. Your employees must believe that you have the power, the ability, and the will to give them the rewards you promise for the performance you are requesting.

True or false: According to Maslow, the needs at the lowest level in his hierarchy must be met before an individual will seek to achieve needs at higher levels.

True lowest to highest

True or false: According to Herzberg's Two-Factor Theory, employers should first eliminate dissatisfying elements in the work place and then focus on adding incentives to motivate workers

True the basic lesson of Herzberg's research is that you should first eliminate dissatisfaction (hygiene factors), making sure that working conditions, pay levels, and company policies are reasonable. You should then concentrate on spurring motivation by providing opportunities for achievement, recognition, responsibility, and personal growth (motivating factors).

Lois asks herself how badly she wants the bonus she could earn by working overtime on her current project. In terms of expectancy theory, this describes Lois's ________ for the additional pay.

Valence "How Much Do I Want the Outcome?" is value, the importance a worker assigns to the possible outcome or reward.

David McClelland's (psychologist) Acquired Needs Theory: Achievement, Affiliation, and Power

achievement, affiliation, and power major motives determining people's behavior in the workplace. believes that we are not born with our needs; rather, we learn them from the culture—from our life experiences.

What Myra enjoys most about her job is the camaraderie with her coworkers and the close friendships she has formed. According to McClelland's acquired needs theory, this reflects Myra's need for ________.

affilation

At Josie's company, each employee is provided with a smartphone and a computer tablet so they are able to work at anytime and anywhere as long as they meet the demands of their job. What need identified by the self-determination theory s this company using to motivate employees?

autonomy "I want to feel independent and able to influence my environment." People need to feel they have freedom and the discretion to determine what they want to do and how they want to do it.

Which of the following theories of motivation would be characterized as content perspectives? Check all that apply.

content perspectives include four theories: Maslow's hierarchy of needs theory. McClelland's acquired needs theory. Deci and Ryan's self-determination theory. Herzberg's two-factor theory.

Task Significance (job characteristic)

describes the extent to which a job affects the lives of other people, whether inside or outside the organization. "How Many Other People Are Affected by Your Job?"

Autonomy

describes the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them. "How Much Discretion Does Your Job Give You?"

Skill Variety (job characteristic)

describes the extent to which a job requires a person to use a wide range of different skills and abilities. "How Many Different Skills Does Your Job Require?"

Task Identity (job characteristic)

describes the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end. "How Many Different Tasks Are Required to Complete the Work?"

feedback (job characteristic)

describes the extent to which workers receive clear, direct information about how well they are performing the job. "How Much Do You Find Out How Well You're Doing?"

The basic lesson of Herzberg's research is that _______.

employers should attempt to eliminate job dissatisfaction before addressing job satisfaction

In order to increase variety and positively impact worker motivation, Grant industries increases the number of tasks in each job on the assembly line. This practice is known as job ___________

enlargement

Jasmine previously handled only accounts payable in the company. However, her job has changed so that she now handles accounts receivable as well. This is an example of job ___________.

enlargement the opposite of scientific management, job enlargement consists of increasing the number of tasks in a job to increase variety and motivation.

Two type of Rewards

extrinsic and intrinsic

Janeen's boss is so pleased with her sales performance during the past quarter that he gives her a bonus. In terms of the model of motivation, the bonus represents a(n) _____________.

extrinsic reward

Power that is used as a means to further organizational goals is known as ___________ power.

institutional

The expectation that successful performance of a task will lead to a desired outcome is called _________.

instrumentality

A holiday office party and a company softball team reflect which need in Maslow's hierarchy of needs?

love

Frederick has a disability and works at Goodwill Industries. Because he works best by concentrating on a single task, his boss assigns him the job of carrying packages from the front of the warehouses to the back of the warehouse. by reducing the number tasks Frederick performs, his boss is engaging in scientific

management the process of reducing the number of tasks a worker performs. When a job is stripped down to its simplest elements, it enables a worker to focus on doing more of the same task, thus increasing employee efficiency and productivity.

According to the job characteristics model, these five core characteristics affect a worker's motivation because they affect three critical psychological states

meaningfulness of work, responsibility for results, and knowledge of results. In turn, these positive psychological states fuel high motivation, high performance, high satisfaction, and low absenteeism and turnover.

Pay for performance, basing pay on one's results, is also known as _________ pay.

merit Pay for performance bases pay on one's results. Thus, different salaried employees might get different pay raises and other rewards (such as promotions) depending on their overall job performance

The psychological processes that arouse and direct goal-directed behavior are called ________.

motivation

The four perspectives on motivation are:

select what ideas seem workable to you (1) content (2) process (3) job design (4) reinforcement

Deci and Ryan's Self-Determination Theory: Competence, Autonomy, and Relatedness

self-determination theory 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 Focus on Intrinsic Motivation The Three Innate Needs Using Self-Determination Theory to Motivate Employees

Five Job Characteristics

skill variety task identity task significance autonomy feedback

contingency factors (job characteristic model)

the degree to which a person wants personal and psychological development. Job design works when employees are motivated; they must have three attributes: (1) necessary knowledge and skill, (2) desire for personal growth, and (3) context satisfactions—that is, the right physical working conditions, pay, and supervision.

Motivation

the psychological processes that arouse and direct goal-directed behavior must be inferred from one's behavior. it's imperative that you as a manager understand the process of motivation if you are to guide employees in accomplishing your organization's objectives

Content perspectives (need-based perspectives)

theories that emphasize the needs that motivate people Needs are defined as physiological or psychological deficiencies that arouse behavior. They can be strong or weak, and, because they are influenced by environmental factors, they can vary over time and from place to place.

According to the equity theory, which of the following would be characterized as inputs? Check all that apply. training praise from supervisor effort experience compensation

training effort experience

Which of the following would be characterized as hygiene factors in Herzberg's two-factor theory. Check all that apply.

working conditions pay and security interpersonal relationships The lower-level needs, hygiene factors, are 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

Applying the Job Characteristics Model requires which of the following?

1. Diagnose the work environment to see whether a problem exists. Hackman and Oldham developed a self-report instrument for managers to use called the job diagnostic survey. This will indicate whether an individual's so-called motivating potential score (MPS)—the amount of internal work motivation associated with a specific job—is high or low. 2. Determine whether job redesign is appropriate. If a person's MPS is low, an attempt should be made to determine which of the core job characteristics is causing the problem. You should next decide whether job redesign is appropriate for a given group of employees. Job design is most likely to work in a participative environment in which employees have the necessary knowledge and skills. 3. Consider how to redesign the job. Here you try to increase those core job characteristics that are lower than national norms.

Model of Motivation

1. Unfulfilled 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

Identify the three key elements in equity theory

Comparison Outputs Inputs

Which of the following would be characterized as motivating factors by Herzberg's two-factor theory?

Achievement Responsibility "What will make my people satisfied?" The higher-level needs, motivating factors, or simply motivators, are factors associated with job satisfaction—such as achievement, recognition, responsibility, and advancement—all of which affect the job content or the rewards of work performance. Motivating factors—challenges, opportunities, recognition—must be instituted, Herzberg believed, to spur superior work performance.

What are three of the five ways that motivation plays a role in an organization?

It helps good people remain in the organization It helps workers engaged and producing quality work It helps employees go beyond the call of duty Join your organization. You need to instill in talented prospective workers the desire to come to work for you. Stay with your organization. Whether you are in good economic times or bad, you always want to be able to retain good people. Show up for work at your organization. In many organizations, absenteeism and lateness are tremendous problems. Be engaged while at your organization. Engaged employees produce higher-quality work and better customer service. Do extra for your organization. You hope your employees will perform extra tasks above and beyond the call of duty (be organizational "good citizens").

Which of the following identifies factors that affect the psychological states of an employee and work outcomes?

Job characteristics model

Why Is Motivation Important?

Join your organization. You need to instill in talented prospective workers the desire to come to work for you. Stay with your organization. Whether you are in good economic times or bad, you always want to be able to retain good people. Show up for work at your organization. In many organizations, absenteeism and lateness are tremendous problems. Be engaged while at your organization. Engaged employees produce higher-quality work and better customer service. Do extra for your organization. You hope your employees will perform extra tasks above and beyond the call of duty (be organizational "good citizens").

Which of the following are three critical psychological states identified by the job characteristics model? Knowledge of actual results of the work High Performance Responsibility for work outcomes Low absenteeism and turnover Meaningfulness of work

Knowledge of actual results of the work Responsibility for work outcomes Meaningfulness of work

McGregor's Theory X/Theory Y content perspectives include four theories:

Maslow's hierarchy of needs theory. McClelland's acquired needs theory. Deci and Ryan's self-determination theory. Herzberg's two-factor theory.

The theory of motivation that asserts that achievement, affiliation, and power are the major motives determining people's behavior in the workplace is called _______.

McClelland's acquired needs theory

If a model of motivation starts with an unfulfilled need, list the rest of the steps in the correct order with the first step at the top

Motivation Behaviors Rewards Feedback

McClelland's three needs

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. 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

Match the job characteristic identified by the job characteristics model with its description

Skill variety describes the extent to which a job requires a person to use a wide range of different skills and abilities. Task identity 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 describes the extent to which a job affects the lives of other people, whether inside or outside the organization. Autonomy describes the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them. Feedback describes the extent to which workers receive clear, direct information about how well they are performing the job.

In relationship to the goal-setting theory, what is necessary to have so that employees know if they are on the right track when working on a project?

feedback

The distribution of savings to groups of employees who reduced costs and increased measurable productivity is known as ____________.

gainsharing

Simply giving employee additional tasks or similar difficulty is known as _________ loading, whereas giving employees more responsibility such as in job enrichment is referred to as ________ loading

horizontal; vertical However, instead of the job-enlargement technique of simply giving employees additional tasks of similar difficulty (known as horizontal loading), with job enrichment employees are given more responsibility (known as vertical loading).

The Three Innate Needs

people need to satisfy the three innate (that is, inborn) needs of competence, autonomy, and relatedness 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. Autonomy—"I want to feel independent and able to influence my environment." People need to feel they have freedom and the discretion to determine what they want to do and how they want to do it. Relatedness—"I want to feel connected to other people." People need to feel a sense of belonging, of attachment to others.

Ed set several goals for his new hire, who, despite working diligently, failed to meet several of them. According to goal-setting theory, the goal-setting process is useful only if

people understand and accept the goals. Goal-setting theory suggests that employees can be motivated by goals that are specific and challenging but achievable. According to psychologists Edwin Locke and Gary Latham, who developed the theory, it is natural for people to set and strive for goals

McClelland's two forms of the need for power

personal and institutional. The negative kind is the need for personal power, as expressed in the desire to dominate others, and involves manipulating people for one's own gratification. The positive kind, characteristic of top managers and leaders, is the desire for institutional power, as expressed in the need to solve problems that further organizational goals.

Contingency factors play a role in the job characteristics model. Contingency factors refer to the degree to which individuals want __________

personal and psychological development. Job design works when employees are motivated; to be so, they must have three attributes: (1) necessary knowledge and skill, (2) desire for personal growth, and (3) context satisfactions—that is, the right physical working conditions, pay, and supervision.

According to McClelland's acquired needs theory, ______ power is expressed in an individual's desire to moniate others, whereas _____ power is used to further organizational goals.

personal; institutional

Pay for performance

piece rate, in which employees are paid according to how much output they produce, as is often used with farm workers picking fruits or vegetables. Another is the sales commission, in which sales representatives are paid a percentage of the earnings the company made from their sales, so that the more they sell, the more they are paid

Which three of the following are included in the four principle perspects on motivation?

process reinforcement content

Frederick Herzberg's Two-Factor Theory: From Dissatisfying Factors to Satisfying Factors

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

The application of negative consequences to stop or change undesirable behavior is known as _________.

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