Principles of management: Chapter 12 Motivating employees – Flashcards
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What is Motivation
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-Indicates, directs, sustains, behavior, inferred, not observed -may be defined as the psychological process that arouse and direct goal-directed behavior
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Intrinsic Reward(Within self)
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Satisfaction in performing the task itself, such as a feeling of accomplishment
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Extrinsic Rewards(Outside pay, rate, promotion)
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satisfaction in the payoff from others, such as money
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Types of Content Perspectives of Motivation
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1)Common Assumptions of Theories 2) Maslow's Hierarchy 3)ERG Theory 4)McClelland's Acquired Needs Theory 5)Herzberg's Two Factor Theory 6)Hygiene Factors vs Motivating Factors
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Common Assumptions of Theories
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internal "something" (need) that causes behavior
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Maslow's Hierarchy:
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satisfied need doesn't motivate employees 5 levels: 1)Physiological-most basic human needs 2)Safety 3) Love(Belongingness) 4)Esteem 5)Self-Actualization
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ERG Theory
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Existence, Relatedness, & Growth Existence- Relatedness-Desire to have meaningful relationships with people who are signifiant to us Growth-Desire to grow as humans and use our abilities with people who are significant to us
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McClelland's Acquired Needs Theory
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Achievement, Affiliation, & Power
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Herzberg's Two Factor Theory
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From Dissatisfying Factors to Satisfying Factors work satisfaction arises from motivating factors and work dissatisfaction arises from hygiene factors
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Hygiene Factors
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-Pay, working conditions, supervisors, company policies, fringe benefits Help prevent dissatisfaction
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Motivating Factors
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Achievement, Responsibility, work itself, recognition, growth to advancement motivators help promote satisfaction
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Process Perspectives
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concerned with the thought processes by which people decide how to act
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Common assumptions of models within Process Perspectives
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1)Equity Theory 2)Expectancy Theory 3)Goal setting Theory 4)Job Characteristic Model
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Equity Theory
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how fairly do you think you are being treated in relation to others?
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Under rewarded and how it impacts motivation?
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increase self inputs to decrease other inputs, decrease self outcomes to increase other outcomes, quit, change others, reevaluate ratios
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What is Over reward? How will it impact motivation?
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Outcomes: money self benefits co-worker enjoy work Inputs: time ideas efforts potential expenses
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Expectancy Theory
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How much do you want & how likely are you to get it?
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3 components of expectancy theory
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Expectancy- Belief effort-->Performance Instrumentality- Belief performance-->desired outcome Valence- Attractiveness of outcome- value a worker attaches to a possible outcome or reward
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Goal Setting Theory
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objectives should be specific & challenging, but achievable
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4 elements of goal setting theory
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1) specific 2)challenging 3)achievable 4) linked to action plan
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Job characteristic model: 5 job characteristics for better outcomes
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1)Skill Variety 2)Task Identity 3)Task Significance 4)Autonomy 5)Feedback from Job
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Process Perspective:Job simplification
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process of reducing the number of tasks a worker performs
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Process Perspective: Job Enlargement
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add more tasks to job to increase variety and motivation
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Process Perspective: job enrichment
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add depth to job to increase motivating factors such as responsibility, achievement, recognition, stimulating work, and advancement
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Types of Reinforcement/Learning Perspectives
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1)Positive 2)Avoidance 3)Punishment 4)Extinction
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Using Compensation and Other Rewards to Motivate: incentive pay systems
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-pay for performance -bonuses -profit sharing -gain sharing -stock options -pay for knowledge/skills
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Using Compensation and Other Rewards to Motivate: non-monetary rewards
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-work/life balance -help learn new skills(expand) -feelings of importance(need to matter
