Chapter 15: Managing employee motivation and performance
goal setting theory of motivation
assumes that behavior is a result of conscious goals for people in the organization
effort to performance expectancy
employees perception of the probability that effort will lead to a high level of performance.
performance-to outcome expectancy
employees perception of the probability that performance will lead to a specific outcome
performance leads to satisfaction
example: making an A on first exam and said class was great
what need is evidenced by the fact that people buy life and health insurance and deposit money in savings accounts?
existence
The _____ theory says motivation is a function of how much we want something and how likely we think we are to get it.
expectancy
process theory of motivation includes
expectancy theory, goal setting, equity theory, porter-lawler extension
a manager who provides reinforcement on a periodic basis, regardless of performance, is using a _______ schedule
fixed- interval
remember existence needs are
money
extrinsic rewards
outcomes and set awarded by external parties . examples pay and promotion
intrinsic rewards
outcomes internal to the individual. ex. self-esteem
merit pay
pay awarded to employees on the basis of the relative value of their contributions to the organizations
equity theory
people are motivated to seek social equity in the rewards they receive for performance
flu case was going around the school could not meet the _____ needs of students and faculty until the flu was gone.
physiological
kinds of reinforcement in organizations
positive reinforcement, avoidance, punishment
people with a high need for achievement characteristics are
want immediate feedback, assume personal responsibility, set realistic goals, often preoccupied with their task.
job sharing
when two part-time employees share one full-time job
need for affiliation
the desire for human companionship and acceptance
need for achievement
the desire to accomplish a goal or task more effectively than in the past
Chelsea thinks about her job while at home, and she continually volunteers to do most of the work for the entire project group in her department. These characteristics indicate a strong need for
achievement
individual human needs are
achievement, affiliation, and power
two factor theory of motivation
addresses the issues on which job enrichment focuses
a construction worker injured on the job is on convalescent time-off for five weeks. she misses the people. she can't wait to get back to work. this is a(n) ______ need.
affiliation
telecommuting
allowing employees to spend part of their time working offsite, usually at home
equity
an individuals belief that the treatment the individual receives is fair relative to the treatment received by others.
existence needs
correspond to the physiological and security needs.
generally speaking, politicians have a desire to influence the world around them by writing laws and changing things. This shows a need for
power
variable interval schedule
provides reinforcement at varying intervals of time, such as occasional visits by the supervisor
clip: the devil wears prada
role ambiguity/ role demand
according to herzberg's two factor theory of motivation, what are the motivation factors?
-achievement -recognition -the work itself -respinsibility -advancement and growth
according to herzberg's two factor theory of motivation, what are the hygiene factors?
-supervisors -working conditions -interpersonal relations -pay and security -company policies and administration
outcomes and valences
-the consequence or reward for behavior in an organizational setting .....an index of how much an individual values a particular outcome.
positive reinforcement
a method of strengthening behavior with rewards or positive outcomes after a desired behavior is performed
reinforcement perspectives on motivation
approach to motivation that argues that behavior that results in rewarding consequences is likely to be repeated, whereas behavior that results in punishing consequences is less likely to her repeated
content perspectives
approach to motivation that tries to answer the question, what factor or factors motivate people?
definition of process perspectives
are approaches to motivation that focus on the search for behavioral options and alternatives, the choice of behavioral options to satisfy needs, the rewards and evaluation of satisfaction after goals are attained
which of the following perspectives on motivation concerns what motivates people as opposed to how they are motivated?
content
what addresses different parts in the motivation process progresses
content, process, and reinforcement perspectives
according to the expectancy theory, motivation determines
effort-to-performance expectancy, performance- to- reward expectancy, and valence of outcomes.
the human relations approach
emphasizes the role of social processes in the work-place. Their basic assumptions were that employees want to feel useful and important. that employees have strong social needs, and that these needs are more important than money in motivation them.
monthly pay is an example of
fixed-interval
relatedness needs
focus on how people relate to their social environment.
physiological needs are
food, sex, and air which represent basic issues of survival and biological function. base salary. food
esteem needs
for positive self-image and self-respect, for recognition and respect from others. job title. status .
remember relatedness needs are
friendship
human resources approach think of
genuine contributions
security needs
housing and clothing the need to be free from worry about money and job security. stability
process perspectives are concerned with ______
how motivation occurs
according to the _____ approach to motivation, the illusion of employee involvement and importance is sufficient to satisfy workers' basic social needs and result in higher motivation to perform.
human relations
According to the ____ approach to motivation, employees want to contribute and are able to make genuine contributions to the organization. THis philosophy guides most contemporary thinking about employee motivation
human resources
frustration-regression element
if needs remain unsatisfied, the person will become frustrated, regress to a lower level and begin to pursue those things again.
human relations approach think of
illusion of employees involvement and importance
belongingness needs
love and affection and acceptingness by one's peers. friends at work. friendship
behavior modification (ob)
method for applying the basic elements of reinforcement theory in an organizational setting
traditional approach think of
money based motivation
according to the ERG theory of motivation
more than one level of needs can operate simultaneously.
Individual performance is generally determined by........
motivation(the desire to do the job), ability (the capability to do the job), and the work environment(resources needed to do the job)
remember growth needs are
new skills
clip: the break up
no sense of conscientiousness
clip: office space
not the creative process
self- actualization needs
realizing ones potential for continues growth and individual development. challenging job. achievement. most difficult for a manger to address.
the need to have a safe physical and emotional environment is a(n)_____ need.
security
growth as used in the ERG theory of motivation corresponds most closely to mallow's
self-actualization and the need for self-esteem
mallow's hierarchy of needs
suggests that people must satisfy five groups of needs in order- physiological, security, belongingness, esteem, and self-actualization
ERG theory of motivation
suggests that people's needs are grouped into three possibly overlapping categories-- existence, relatedness, and growth
need for power
the desire to be influential in a group and to control one's environment
reward system
the formal and informal mechanisms by which employee performance is defined, evaluated and rewarded
growth needs
the highest level in this schema, needs for self-esteem and self-actualization
empowerment
the process of enabling workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority
participation
the process of giving employees a voice in making decisions about their own work
the most basic method of managing employee motivation is
the reward system
the term valence refers to
the value an individual places on outcomes
the human resource approach
to motivation carries the concept of needs and motivation one step further. assumes that the contributions themselves are valuable to both individuals and organizations.
which historical approach is motivation is based on scientific management and takes an economic incentive approach to motivation?
traditional
suggests that people's satisfaction and dissatisfaction are influenced by two independent sets of factors motivation factors and hygiene factors
two-factor theory of motivation
avoidance
used to strengthen behavior by avoiding unpleasant consequences that would result if the behavior were not performed
extinction
used to weaken undesired behaviors by simply ignoring or not reinforcing them
punishment
used to weaken undesired behaviors by using negative outcomes or unpleasant consequences when the behavior is performed
according to the expectancy model, performance is a result of
valence