chapter 15

Question 1

• Motivation definition and

- explain the basic motivation process

Answer 1

• the forces from within individuals that stimulate and drive them to achieve goals
• these forces help to drive us toward the attainment of our professional and personal goals

Question 2

needs motivation theories are generally divided into two categories:

Answer 2

• content theories

- process theories

Question 3

content theories

Answer 3

explain why people have different needs at different times and how these needs motivate behavior

Question 4

process theories

Answer 4

the cognitive process through which needs are translated into behavior

Question 5

there are four main content theories

Answer 5

• Maslow’s hierarchy of needs
• Alderfer’s ERG theory
• McClelland’s acquired need theory
• Herzberg’s two factor theory

Question 6

(maslows) hierarchy of needs theory

Answer 6

five levels of individuals needs: physiological, safety, love/belonging, esteem, and self-actualization needs at the top

Question 7

(alderfers) ERG theory of motivation

Answer 7

three categories of human needs related to organizational behaviors: existence needs (E), relatedness needs (R), and growth needs (G)

Question 8

McClelland’s Acquired needs theory

Answer 8

theory holds that our needs are shaped over time and formed by our life experiences and cultural background

Question 9

(herzbergs) two-factor theory

Answer 9

(or motivational-hygiene theory or dual theory) The impact of motivational influences on job satisfaction

Question 10

Process theories

Answer 10

describe the cognitive processes through which needs are translated into behavior

Question 11

the three main process theories

Answer 11

• equity theory
• goal-setting theory
• expectancy theory

Question 12

equity theory

Answer 12

theory holds that motivation is based on our perception of how fairly we are being treated in comparison with others

Question 13

according to the equity theory

Answer 13

• our perception of what is fair depends on the ratio O/I
• where O equals outcomes like salary, job security, employee benefits, recognition, and status
• where I equals inputs like our effort, loyalty, time, tolerance, experience and ability
• equity theory includes the concept of organizational justice

Question 14

expectancy theory

Answer 14

theory holds that individuals are more likely to be motivated and perform well if they expect to receive desired awards

Question 15

organizational justice

Answer 15

the perception of fairness in workplace practices

Question 16

distributive justice

Answer 16

the degree to which people perceive outcomes to be fairly allocated

Question 17

procedural justice

Answer 17

the degree to which people perceive the implementation of company policies and procedures to be fair

Question 18

interpersonal justice

Answer 18

refers to the level of dignity, politeness, and respect employees receive by supervisors during change implementation

Question 19

informational justice

Answer 19

refers to the degree of access people are given to information and explanations provided to convey that information regarding why certain decisions are being made

Question 20

Vrooms expectancy theory

Answer 20

• holds that people will choose certain behaviors over others with the expectation of a certain outcome
• the theory describes motivation as a function of an individuals beliefs concerning effort-to-performance relationships (expectancy), work-outcome relationships (instrumentality), and the desirability of various work outcomes (valence)

Question 21

intrinsic motivation

Answer 21

the performance of tasks for our own innate satisfaction

Question 22

intrinsic motivation consists of two main mechanisms:

Answer 22

• need for competence

- need for self-determination

Question 23

extrinsic rewards

Answer 23

• external awards to employees such as salary, bonuses, benefits and paid vacations

Question 24

types of extrinsic rewards used by organizations to motivate employees:

Answer 24

• seniority based pay
• job content- based pay
• skill- based pay
• performance pay

Question 25

job design

Answer 25

a method of setting forth the duties and responsibilities of a job with the intention of improving productivity and performance

Question 26

three main approaches to job design:

Answer 26

- job enlargement - job rotation - job enrichment

Question 27

job enlargement

Answer 27

a method of design that increased the range of tasks and duties associated with a job

Question 28

job rotation

Answer 28

a process of periodically moving employees from one job to another

Question 29

job enrichment

Answer 29

increasing the scope of a job to make it more complex, stimulating, and satisfying for employees - can further be explained through the Hackman and Oldham job characteristics model that identifies five core dimensions of jobs

Question 30

Hackman and Oldham characteristics model that identifies five core dimensions of jobs: (part of job enrichment)

Answer 30

- skill variety - task identity - task significance - autonomy - feedback

Question 31

reinforcement

Answer 31

the application of consequences for the purpose of establishing patterns or behavior

Question 32

positive reinforcement

Answer 32

the use of positive consequences to reinforce positive behaviors to make the employee more likely to behave in similar ways in the same or similar situations - positive reinforcement enables managers to motivate others to achieve superior results

Question 33

negative reinforcement

Answer 33

the removal of a particular item or stimulus following the demonstration of unpleasant consequences or removal of positive ones for the purpose of discouraging undesirable behavior

Question 34

extinction

Answer 34

the absence of any consequences, which reduces the likelihood that the behavior will be repeated in the same or similar situations