chapter 7

Question 1

what is motivation ?

Answer 1

internal & external drive that makes a person start, focus on, and keep putting effort into their work

Question 2

why is motivation important ?

Answer 2

• critical driver of job performance
• determines whether they will apply their ability effectively

Question 3

what are 3 things that motivation determines ?

Answer 3

1. direction of effort: what r u gonna do rn
2. intensity of effort: how hard r u gonna work on it
3. persistence of effort: how long r u gonna work on it

Question 4

“what” motivate people ?

Answer 4

needs (people have diff needs)

Question 5

what are the 2 outcomes in motivated behaviour ?

Answer 5

• extrinsic outcomes: granted by others (ex. pay, praise, promotions)
• intrinsic outcomes: comes from the work itself (ex. personal growth, meaningfulness)

Question 6

what’s the expectancy theory ?

Answer 6

how much effort u put in based on the results u think ur gonna get

1. expectancy (E): if I exert a lot of effort, will I perform well?
2. valence (V): do I value the reward, will the outcome be satisfying
3. instrumentality(P–>O): if I perform well, will I receive outcomes

Question 7

what is the motivational force equation ?

Answer 7

motivational force = E –> P x sum [(P–>O x V]

Question 8

how can managers improve motivation ?

Answer 8

• boost expectancy: provide more training, support, resources
• boost instrumentality: create a clear link between performance & rewards (fair promotion rules)
• boost valence: offer outcomes that employees acc value (personalized)

Question 9

what is the goal setting theory ?

Answer 9

clear, specific,difficult goals are a powerful source of motivation

Question 10

what makes goals motivating ? (SMART)

Answer 10

• specific & measurable
• meaningful & committed
• achievable but difficult
• realistic but ambitious
• time sensitive

Question 11

what are some different strategies for fostering goal commitment ?

Answer 11

• rewards: bonuses are recognition when goal achieved
• publicity: share goals publicly, motivate through social pressure
• support: offer help when employees struggle
• participation: involve employees in setting their own goals
• resources: provide tools to help reach goals

Question 12

what is the relationship between goal difficulty & task performance ?

Answer 12

positive !! the harder the task the better u perform

if goal is too hard: gets demotivated, performance goes down

Question 13

what are the pitfalls of goal setting ?

Answer 13

• narrowed focus: goals can narrow our focus
• unethical behaviour: intense focus on goals causing to cut corners (cheating)
• safeguards: leader should set ethical examples & cost of cheating must be higher than the benefits

Question 14

what is equity theory ?

Answer 14

motivation depends on u but also on how it compares to others

Question 15

what is comparison other ?

Answer 15

motivated to perform better when ur ratio is similar to someone else’s

ur outcomes/ur inputs = other’s outcomes/other’s inputs

Question 16

what are some examples of inputs and outcomes ?

Answer 16

inputs: effort, time, experience, education, skills

outcomes: pay, benefits, recognition

Question 17

what is equity distress ?

Answer 17

unequal ratio: other person put the same efforts as you but has a higher outcome

Question 18

what is equity ?

Answer 18

ur outcomes/ur inputs = other’s outcomes/other’s inputs

feel fairly treated, no action needed

Question 19

what is under-rewarded inequity ?

Answer 19

ur outcomes/ur inputs < other’s outcomes/other’s inputs

restore to equity: grow ur outcomes (ex. steal a stapler) & shrink ur inputs (ex reduce effort)

Question 20

what is over-rewarded inequity ?

Answer 20

ur outcomes/ur inputs > other’s outcomes/other’s inputs

restore to equity: shrink outcomes & grow inputs (doing extra work over the weekend)

Question 21

what is psychological empowerment ?

Answer 21

belief that work tasks contribute to some larger purpose

form of intrinsic motivation

Question 22

what are the 4 empowering beliefs ?

Answer 22

1. meaningfulness: the work is personally important
2. self-determination: freedom & choice in how to do ur work
3. competence: confident in ur ability to perform work well
4. impact: belief that u can influence outcomes in ur work