Employee Behavior and Motivation Chapter 8

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Questions and Answers

What are the basic forms of behaviors exhibited by employees in organizations?

Circumstantial and permanent actions

Aggressive and passive behaviors (correct)

Tech-savvy and manual labor skills

Prepared and spontaneous responses

Why are individual differences among employees important in a workplace?

They ensure compliance with company policies.

They influence team dynamics and performance. (correct)

They help create a uniform work environment.

They minimize the need for training and development.

What is the significance of psychological contracts in the workplace?

They eliminate the need for employee feedback.

They are legally binding agreements governing employment terms.

They define formal job responsibilities and regulations.

They establish mutual expectations between the employer and employee. (correct)

Which motivation model is crucial for understanding employee incentives?

Expectancy Theory Signup and view all the answers

What strategy can organizations use to enhance employee motivation?

Offering flexible working hours Signup and view all the answers

What defines performance behaviors within an organization?

Actions that directly influence organizational effectiveness Signup and view all the answers

Which of the following is an example of a counterproductive behavior?

Taking excessive sick leave Signup and view all the answers

What is the focus of organizational citizenship behaviors?

Encouraging cooperation and team spirit Signup and view all the answers

Which personality trait from the 'Big Five' reflects a person's ability to get along with others?

Agreeableness Signup and view all the answers

What does extraversion measure in an individual's personality?

The comfort level with social relationships Signup and view all the answers

Which of the following best describes emotionality as a trait?

The degree of optimism or pessimism in outlook and behavior Signup and view all the answers

What is a primary purpose of the Myers-Briggs Type Indicator (MBTI)?

To categorize personality types in organizations Signup and view all the answers

How are individual differences defined in the context of personality at work?

Distinct personal attributes among employees Signup and view all the answers

What is the primary focus of Maslow’s Hierarchy of Needs Model?

To outline five levels of human needs Signup and view all the answers

Which of the following best describes 'Job Enrichment'?

Adding motivating factors to job activities Signup and view all the answers

What does 'Participative Management' aim to achieve?

Increased job satisfaction through employee involvement Signup and view all the answers

Which need is associated with the desire to control one's environment?

Need for Power Signup and view all the answers

What is one disadvantage of modified work schedules?

Coordination and management challenges Signup and view all the answers

How does 'Management by Objectives' (MBO) function?

By involving both managers and employees in goal setting Signup and view all the answers

Which method allows two or more people to share a single full-time job?

Job Sharing Signup and view all the answers

Which of the following is NOT considered a motivational need in the context provided?

Need for Approval Signup and view all the answers

Combining tasks is a strategy primarily used in which approach?

Job Redesign Signup and view all the answers

What is a primary benefit of telecommuting?

Increased flexibility in work arrangements Signup and view all the answers

What is Emotional Intelligence primarily concerned with?

A person's ability to manage emotional processes Signup and view all the answers

Which trait describes a person's belief in their ability to perform a task?

Self-Efficacy Signup and view all the answers

What does a high degree of emotional self-awareness indicate?

An understanding of one's own feelings Signup and view all the answers

What is the primary focus of the Person-Job Fit concept?

How well an individual's skills match job requirements Signup and view all the answers

Theory Y posits that people are inherently:

Self-motivated and productive Signup and view all the answers

What characterizes Machiavellianism in personality traits?

Behavior aimed at gaining power and control Signup and view all the answers

Which of the following describes job satisfaction?

Enjoyment derived from performing one's job Signup and view all the answers

What does self-esteem refer to in the context of personality traits?

The belief in one's own value and worth Signup and view all the answers

Which of the following statements best describes Locus of Control?

The degree to which one thinks they can influence outcomes Signup and view all the answers

What does the Hawthorne Effect reveal about worker productivity?

Special attention can increase productivity levels Signup and view all the answers

Which of the following is NOT a component of Emotional Intelligence?

Technical skill proficiency Signup and view all the answers

What does organizational commitment signify?

Identification with the organization and its mission Signup and view all the answers

What aspect does risk propensity focus on in a person's behavior?

Degree to take chances in decision-making Signup and view all the answers

Study Notes

Chapter 8: Employee Behavior and Motivation

This chapter describes various employee behaviors in the workplace.
It examines the differences in behavior between individuals.
It explores and explains motivational models and strategies.
It discusses the importance of employee motivation.

Introduction

The chapter describes different forms of employee behaviors at work.
It examines how people differ.
It looks at models and concepts related to employee motivation.
It also covers strategies used by organizations to improve employee motivation.

Learning Objectives (Part 1)

8-1: Identify and discuss the basic forms of behaviors exhibited by employees in organizations.
8-2: Describe the nature and importance of individual differences among employees.
8-3: Explain the meaning and importance of psychological contracts and the person-job fit in the workplace.

Learning Objectives (Part 2)

8-4: Identify and summarize the most important models and concepts of employee motivation.
8-5: Describe strategies and techniques used by organizations to improve employee motivation.

Forms of Employee Behavior

Employee behavior: The pattern of actions by organizational members that directly or indirectly affects organizational effectiveness.
Performance behaviors: The set of work-related behaviors expected by the organization from employees.

Organizational Citizenship

Organizational citizenship: Positive behaviors that don't directly impact the bottom line.

Counterproductive Behaviors

Counterproductive behaviors: Behaviors that negatively affect organizational performance.
- Absenteeism: Employee's absence from work.
- Turnover: The annual percentage of an organization's workforce leaving and requiring replacement.

Personality at Work

Individual differences: Personal attributes that vary among people.
Personality: The relatively stable set of psychological attributes that distinguishes individuals.

The "Big Five" Personality Traits

Agreeableness: A person's ability to get along with others.
Conscientiousness: Reflects the number of tasks a person attempts to complete.
Emotionality: The degree to which people have positive or negative outlooks and behaviors toward others.
Extraversion: A person's comfort level interacting with others.
Openness: Reflects how open or rigid a person is in terms of their beliefs.

Myers-Briggs Framework

Myers-Briggs Type Indicator (MBTI): A popular questionnaire used to assess personality types in some organizations.
Four general dimensions
- Extraversion vs. Introversion
- Sensing vs. Intuition
- Thinking vs. Feeling
- Judging vs. Perceiving

Emotional Intelligence

Emotional Intelligence (EQ): The extent to which people are self-aware, manage emotions, motivate themselves, display empathy, and possess social skills.
Components of Emotional Intelligence
- Self-awareness
- Managing emotions
- Motivating oneself
- Empathy
- Social skills

Other Personality Traits at Work

Locus of Control: The extent to which people believe their behavior impacts what happens to them.
Self-Efficacy: A person's belief in their ability to perform a task.
Authoritarianism: The extent to which a person believes power and status differences are appropriate in hierarchical organizations.
Machiavellianism: Behavior directed at gaining power and controlling others.
Self-Esteem: The extent to which a person believes they are valuable.
Risk Propensity: The degree to which a person is willing to take chances and make risky decisions.

Attitudes at Work

Attitudes: A person's beliefs and feelings about specific ideas, situations, or people.
Job satisfaction: The degree to which people enjoy performing their jobs.
Organizational Commitment: An individual's identification with the organization and its mission.

Matching People and Jobs

Psychological Contract: The set of expectations between an employee and an organization regarding contributions (what the employee gives) and inducements (what the organization gives in return).

The Psychological Contract (illustration)

(see figure for details)

Contributions from the Individual (e.g., Effort, Ability, Loyalty, Skills, Time, Competency)
Inducements from the Organization (e.g., Pay, Benefits, Job Security, Status, Promotion Opportunities, Career Opportunities)

The Person-Job Fit

Person-Job Fit: The extent to which a person's contributions and the organization's inducements match each other.

Basic Motivation Concepts and Theories

Motivation: The set of forces that cause people to behave in certain ways.
Classical Theory of Motivation: The theory that workers are motivated solely by money.
Hawthorne Effect: A tendency for productivity to increase when workers believe they are getting special attention from management.

Human Resources Model: Theories X and Y

Theory X: People are naturally lazy and uncooperative, needing external motivation.
Theory Y: People are naturally energetic, growth-oriented, self-motivated, and interested in being productive.
Comparison of X and Y Theories: see table

Maslow's Hierarchy of Needs Model

Maslow's Hierarchy of Needs: A theory of motivation that argues that basic needs must be met before higher-level needs are addressed.
Hierarchy Levels (from bottom to top): Physiological Needs, Security Needs, Social Needs, Esteem Needs, Self-Fulfillment Needs
Examples of Organizational Needs (see figure for details)

Other Important Needs

Need for Achievement; an individual's desire to accomplish a goal effectively.
Need for Affiliation; an individual's desire for human companionship.
Need for Power: the desire to control one's environment, including financial, material, informational, and human resources.

Using Goals to Motivate Behavior

Management by Objectives (MBO): A set of procedures where both managers and subordinates set goals and evaluate progress.

Participative Management and Empowerment

Participative Management and empowerment; Increase job satisfaction by giving employees a voice in managing their jobs and the company.

Job Enrichment and Job Redesign

Job Enrichment: Increasing job satisfaction by adding motivating factors to job activities.
Job Redesign: Increasing job satisfaction by creating a better fit between workers and jobs.
Job Redesign Programs:
- Combining tasks
- Forming natural work groups
- Establishing client relationships

Modified Work Schedules

Work Sharing (Job Sharing): Allowing two or more people to share a single job.
Flextime Programs: Allowing workers to adjust their work schedules.
Telecommuting: Allowing employees to work some or all of their jobs remotely.

Advantages and Disadvantages of Modified Schedules and Alternative Workplaces

Advantages: Higher job satisfaction, reduced stress, improved productivity, decreased congestion.
Disadvantages: Difficulty coordinating, potentially fitting poorly for some workers, network problems, lack of worker contact, organizational concerns.

Applying What You've Learned

Review of learning objectives to assess understanding of various employee behaviors, individual differences, motivational concepts, and strategies.

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Description

This quiz covers Chapter 8, focusing on employee behaviors and motivation strategies within organizations. It explores individual differences among employees and discusses psychological contracts and person-job fit. You'll learn about motivational models and the significance of fostering employee motivation for better workplace dynamics.