management chapter 12

comparison

"how do you think your ratio of inputs and rewards compare with others?" compare and decide whether it is equity or inequity (fair or unfair)

J Richard Hackman and Greg Oldhams job characteristics model

consist of five core job characteristics that affect three critical psychological states of an employee that in turn affect work outcomes- motivation, performance, and satisfaction

David McClelland's acquired needs theory

states that three needs- achievement, affiliation, and power- are major motifs in determining peoples behavior in the work place. We are not born with needs, but learn them from the culture & life experiences.

Motivating factors

two factor theory; higher level needs; "what will make my people satisfied?" motivators such as achievement, recognition, responsibility, and advancement, which affect the job content or rewards of work performance. (giving workers more control over their work)

Frederick Herzburg's two-factor theory

work satisfaction & dissatisfaction arise from two different factors- work satisfaction from motivating factors and work dissatisfaction from hygiene factors.

need for affiliation

acquired needs theory; "i need a close relationship." desire for friendly and warm relationships with people

edward locke and gary lathams goal setting theory

employees can be motivated by goals that are specific and challenging but achievable. goals should be specific, challenging yet achievable, linked to action plans, don't have to be set jointly, and should have feedback (SMART)

inputs

equity theory; "what do you think you're putting into the job?" -time, effort, experience, training, intelligence, creativity, seniority, and status.

institutional power

need for power; acquired need theory; positive; need to solve problems that further institutional goals; characteristic of top managers and leaders.

competence

self determination theory; "I want to feel a sense of mastery." people need to feel qualified, knowledgable, and capable of completing a task & to learn different skills.

relatedness

self determination theory; "i want to feel connected to people" people need to feel a sense of belonging, attachment to others.

outputs or rewards

equity theory; "what do you think youre getting out of the job?" -pay, benefits, praise, recognition, bonuses, promotion, status perquisites (ie corner office with a view)

personal power

need for power; acquired needs theory; negative; desire to dominate others, manipulate them for ones own gratification.

victor vrooms expectancy theory

people are motivated by how badly they want something and how likely they are to get it. people will make the choice that promises the greatest reward if they think they can get it. consists of three elements- expectancy, instrumentality, and valence. your motivation involves the relationship between your effort, performance, and desirability of the outcome.

Hygiene factors

two factor theory; lower level needs; "why are people dissatisfied?" 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. workers become neither dissatisfied or satisfied because motivating factors are absent. (installing an air conditioner, that doesn't motivate workers but doesn't make them unhappy.)

need for power

acquired needs theory; "i need to control others." desire to be responsible of other people, to influence or control them. there are two forms- pesonal & institutional

need for achievement

acquired needs theory; "i need to excel at this task." desire to do something better or more efficiently, to solve problems, to achieve excellence in challenging tasks.

content perspectives

also known as need based perspectives, theories that emphasize the needs that motivate people. ask "what kind of needs motivate employees in the work place"

Edward Deci & Richard Ryan's 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; focuses primarily on intrinsic motivations & rewards, such as feeling independent.

expectancy

expectancy theory; belief that a particular level of effort will lead to a particular level of performance; effort-to-perform expectancy

instrumentality

expectancy theory; that successful performance of a task will lead to the outcome desired; performance-to-reward expectancy

valence

expectancy theory; value, the importance that a worker assigns to the outcome or reward

Stacy J. Adam's Equity theory

focuses on employee perceptions on how fairly they think they are being treated compared to others. key elements are inputs, outputs or rewards, and comparison.

needs

psychological or physiological deficiencies that arouse behavior; influenced by environmental factors

autonomy

self determination theory; "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 & how they want to do it.

Maslows Hierarchy of Needs

people are motivated by five levels of needs- physiological, safety, love, esteem, and self-actualization; suggested that needs are never actually satisfied.