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Questions and Answers
What is the primary goal of organizational behavior modification?
What is the primary goal of organizational behavior modification?
Which of the following best describes negative reinforcement?
Which of the following best describes negative reinforcement?
What is an important consideration when administering punishment in an organizational setting?
What is an important consideration when administering punishment in an organizational setting?
In social learning theory, which factor is crucial for a learner to effectively perform a observed behavior?
In social learning theory, which factor is crucial for a learner to effectively perform a observed behavior?
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What happens during the process of extinction in operant conditioning?
What happens during the process of extinction in operant conditioning?
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Which of the following statements accurately describes motivator needs according to Herzberg’s theory?
Which of the following statements accurately describes motivator needs according to Herzberg’s theory?
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What defines hygiene needs in Herzberg’s Motivation-Hygiene Theory?
What defines hygiene needs in Herzberg’s Motivation-Hygiene Theory?
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In McClelland’s theory, which need is primarily focused on an individual's desire to connect and bond with others?
In McClelland’s theory, which need is primarily focused on an individual's desire to connect and bond with others?
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Which of the following accurately describes the need for achievement according to McClelland’s theory?
Which of the following accurately describes the need for achievement according to McClelland’s theory?
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How is equity perceived according to Equity Theory?
How is equity perceived according to Equity Theory?
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Which of the following is NOT considered a factor in Herzberg's motivator needs?
Which of the following is NOT considered a factor in Herzberg's motivator needs?
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Which need is characterized by a strong desire to control or influence others?
Which need is characterized by a strong desire to control or influence others?
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What motivates individuals under Herzberg’s theory to remain satisfied with their jobs?
What motivates individuals under Herzberg’s theory to remain satisfied with their jobs?
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What is the main distinction between motivator and hygiene needs?
What is the main distinction between motivator and hygiene needs?
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What does the term 'effort' refer to in the context of motivation?
What does the term 'effort' refer to in the context of motivation?
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Which type of motivation involves behavior performed to benefit or help others?
Which type of motivation involves behavior performed to benefit or help others?
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In expectancy theory, what should managers focus on to motivate employees?
In expectancy theory, what should managers focus on to motivate employees?
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How does 'persistence' in motivation relate to an individual's behavior?
How does 'persistence' in motivation relate to an individual's behavior?
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What role does pay play in motivation according to management theories?
What role does pay play in motivation according to management theories?
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What are 'inputs' in the context of workplace motivation?
What are 'inputs' in the context of workplace motivation?
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According to equity theory, which aspect is critical for maintaining a motivated workforce?
According to equity theory, which aspect is critical for maintaining a motivated workforce?
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What does equity theory primarily assess in the context of employee perception?
What does equity theory primarily assess in the context of employee perception?
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In which scenario is an individual experiencing underpayment inequity according to equity theory?
In which scenario is an individual experiencing underpayment inequity according to equity theory?
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Which condition describes overpayment inequity in equity theory?
Which condition describes overpayment inequity in equity theory?
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What is the main psychological implication of perceived inequity in equity theory?
What is the main psychological implication of perceived inequity in equity theory?
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How should an employee react if they perceive underpayment inequity according to equity theory?
How should an employee react if they perceive underpayment inequity according to equity theory?
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Which outcome is likely when an engineer perceives equitable treatment?
Which outcome is likely when an engineer perceives equitable treatment?
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If an engineer is experiencing feelings of overpayment inequity, what might be a possible consequence?
If an engineer is experiencing feelings of overpayment inequity, what might be a possible consequence?
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What would be an example of a referent in equity theory?
What would be an example of a referent in equity theory?
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When referring to 'inputs' in equity theory, which of the following is an example?
When referring to 'inputs' in equity theory, which of the following is an example?
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Which of the following statements best describes the outcomes in equity theory?
Which of the following statements best describes the outcomes in equity theory?
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What is the primary focus of Expectancy Theory?
What is the primary focus of Expectancy Theory?
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Which component of Expectancy Theory describes the belief that performance will lead to specific outcomes?
Which component of Expectancy Theory describes the belief that performance will lead to specific outcomes?
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What does 'valence' refer to in the context of Expectancy Theory?
What does 'valence' refer to in the context of Expectancy Theory?
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According to Maslow's Hierarchy of Needs, what is the most fundamental need that must be satisfied first?
According to Maslow's Hierarchy of Needs, what is the most fundamental need that must be satisfied first?
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What does the term 'need' refer to in the context of Need Theories?
What does the term 'need' refer to in the context of Need Theories?
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In Expectancy Theory, which term best encapsulates a person's perception regarding effort leading to performance?
In Expectancy Theory, which term best encapsulates a person's perception regarding effort leading to performance?
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According to the principles of Expectancy Theory, when is motivation expected to be highest?
According to the principles of Expectancy Theory, when is motivation expected to be highest?
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How many levels of needs are identified in Maslow's Hierarchy of Needs?
How many levels of needs are identified in Maslow's Hierarchy of Needs?
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Which of the following components is not part of Expectancy Theory?
Which of the following components is not part of Expectancy Theory?
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Study Notes
Contemporary Management Chapter 13: Motivation and Performance
- Motivation is the psychological forces affecting behavior direction, effort, and persistence within organizations. This explains why people behave as they do in an organizational setting.
- Motivation has three key components:
- Direction: Possible behaviors an individual can engage in.
- Effort: How hard an individual works.
- Persistence: The individual's willingness to keep trying in the face of obstacles.
- Motivation can be categorized as follows:
- Intrinsically motivated behavior: Behaviors performed for their own sake.
- Extrinsically motivated behavior: Behaviors performed for material or social rewards or to avoid punishment.
- Prosocially motivated behavior: Behaviors performed for the benefit of others.
- Outcomes: Anything an individual receives from a job or organization. Examples include pay, job security, benefits, and vacation time.
-
Inputs: Anything an individual contributes to a job or organization. Examples include time, effort, skills, knowledge, and work behaviors.
- (Motivational Equation includes "Inputs", "Performance", and "Outcomes" sections)
Learning Objectives
- Explain motivation and why managers should be concerned about it.
- Describe expectancy theory and equity theory to understand how managers can create a highly motivated workforce.
- Explain how goals and needs motivate people, along with the types of goals that lead to high performance.
- Identify the lessons about motivation from operant conditioning theory and social learning theory.
- Explain how managers can use pay as a motivational tool.
Expectancy Theory
- A theory that motivation is high when workers believe effort leads to high performance, and that high performance leads to desired outcomes.
- Developed by Victor H. Vroom in the 1960s.
- Three key components to expectancy theory are:
- Expectancy: How much an individual believes that effort will lead to performance and success.
- Instrumentality: How much an individual believes that performance will lead to outcomes.
- Valence: The value that an individual places on outcomes.
Need Theories
- Theories focusing on the needs people try to satisfy at work and the outcomes that satisfy those needs.
- Need: A requirement or necessity for survival and well-being.
Maslow's Hierarchy of Needs
- A hierarchical arrangement of five basic needs that motivate behavior.
- The lowest level of unmet needs is the primary motivator.
- Only one level of needs is motivational at a given time.
Alderfer's ERG Theory
- A theory that suggests three universal needs—existence, relatedness, and growth—comprise a hierarchy of needs and drive behavior.
- Needs at multiple levels can be motivational simultaneously.
Herzberg's Motivation-Hygiene Theory
- This theory distinguishes between motivator needs and hygiene needs to explain motivation and job satisfaction.
- Satisfying motivator needs leads to high motivation and job satisfaction. These needs relate to the nature of the work itself such as autonomy, responsibility, interesting work.
- Hygiene needs are the background conditions, and if not met they can result in dissatisfaction. These related to the work environment and context, such as pay, job security, and work environment.
McClelland's Needs for Achievement, Affiliation, and Power
- Need for achievement: The extent to which an individual desires to perform demanding tasks well and meet high personal standards.
- Need for affiliation: A concern about establishing and maintaining relationships, being liked, and having people around the individual get along well.
- Need for power: The desire to control or influence others.
Equity Theory
- A theory that focuses on people's perceptions of fairness in their work outcomes relative to their work inputs.
- Equity exists when a person's outcome-to-input ratio is equal to a referent's ratio.
- Inequity arises when the ratios are unequal.
- Underpayment inequity: A perceived lower outcome-to-input ratio than a referent's.
- Overpayment inequity: A perceived higher outcome-to-input ratio than a referent's.
Equity and Justice in Organizations
- Distributive justice: The fairness of outcomes distribution.
- Procedural justice: The fairness of procedures used for distributing outcomes.
- Interpersonal justice: The fairness in interpersonal treatment.
- Informational justice: The fairness in providing information about decisions and procedures.
Goal-Setting Theory
- A theory focusing on identifying effective goals to motivate high performance.
- Goals must be specific and difficult.
Learning Theories
- Theories that link employee outcomes (e.g., pay) to performance and desired behaviors.
Operant Conditioning Theory
- People learn through consequences.
- Managers use positive reinforcement, negative reinforcement, punishment, and extinction to shape desired behaviors.
Social Learning Theory
- Learning and motivation are influenced by thoughts, beliefs, and observations of others' behavior.
- Vicarious learning (observational learning): Motivated to perform behavior by watching someone else perform it and being rewarded.
- Self-reinforcer: Desired reward a person gives themselves.
- Self-efficacy: One's belief in their ability to successfully perform a behavior.
Pay and Motivation
- Pay can be a motivator, influenced by factors from different theories discussed earlier.
- Expectancy Theory: High instrumentality (link between performance and pay) is significant.
- Needs Theory: Used to address various needs (physiological, safety, etc.)
- Equity Theory: Pay needs to be fair in relation to inputs and other employees' compensation.
- Goal-Setting Theory: Pay should be directly linked and tied to achieving goals.
- Learning Theory: Pay is linked to desired behaviors and the attainment of goals.
Merit Pay and Performance
- Compensation plans that base pay on individual, group, or organizational performance.
- An individual plan is appropriate where performance is easy to measure, such as sales.
Additional Concepts
- Employee Stock Options: A financial instrument for employees to buy company stock, often used to attract and motivate managers, encouraging ownership in the firm.
- Example: Warren Buffett's Philanthropy: An anecdote illustrating potential motivations (belief in the work of a foundation).
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Description
Explore the key concepts of motivation as outlined in Chapter 13 of Contemporary Management. This quiz delves into the psychological forces that influence individual behavior in organizations, covering intrinsic, extrinsic, and prosocial motivation types. Test your understanding of how direction, effort, and persistence impact performance outcomes.
