Employee Motivation Theories Quiz

Test #2 Information

• Introductory Management Test #2
• 10 multiple choice questions
• Study the slides and videos for preparation.
• Test date: Friday, Dec 20

Week 7 Topics

• Personality test
• SMART Goals

SMART Management

• Define key task aims using SMART objectives.
• SMART stands for: Specific, Measurable, Achievable, Realistic, and Time-based.
• Objectives are vital for ensuring tasks stay on track.
• Effective objectives define the direction of the company.
• SMART planning is practical for everyday tasks.
• Objectives do not need to meet all 5 criteria to be effective. The more criteria met, the "smarter" it becomes.
• Action plans are critical for executing objectives.

Goals vs. Objectives

• Goals are conceptual, relating to the bigger picture, and often continuous and long-term.
• Objectives are specific steps, and often quantifiable/measurable, providing morale boost.
• Objectives support long term goals.

SMART Planning Details

• Specific: Precise targets (e.g., increase apple production from 10 to 100 per day) are better than general statements.
• Measurable: Objectives need to be quantifiable (e.g., recording the number of apples picked per day compared to the start of the task).
• Achievable: Ensure the group has the necessary expertise or resources.
• Realistic: Task should be possible given current conditions.
• Time-based: Set a deadline.

Week 8 Topics

• Motivation Theories
• Maslow - Hierarchy of Needs theory
• Herzberg - Two-factor motivation theory

Maslow's Hierarchy of Needs

• Psychologist (1943): Abraham Maslow
• A hierarchy of needs illustrated as a pyramid.
• Lowest level: Physiological Needs (food, water, warmth, rest).
• Next Level: Safety Needs (security, safety).
• Next Level: Belongingness and Love Needs (intimate relationships, friends).
• Next Level: Esteem Needs (prestige, accomplishment).
• Top level: Self-actualization (achieving full potential, creativity).

Motivation and Business

• Successful management relies on understanding employee motivation.
• Job satisfaction is influenced by salary, emotional, and psychological needs
• Benefits to the company include stronger employee loyalty, focus, and goal achievement.
• A criticism of Maslow's model is that different people have different needs.
• Behavioral studies in different countries differ.
• The model is overly simple and may not be measurable.

Meeting Employees' Needs

• Job satisfaction depends on more than just wages.
• Psychological & Emotional needs also influence employee performance.
• Maslow's hierarchy of needs helps identify employees needs, in order to improve performance.

Herzberg's Two-Factor Theory

• A two-factor model.
• Hygiene factors: Prevent dissatisfaction (e.g., bureaucracy, relationships, work conditions, status, salary, job security).
• Motivators: Create satisfaction (e.g., achievement, recognition, responsibility, advancement, growth).
• Hygiene factors and motivators can exist simultaneously.

Motivation and Reward

• Tangible rewards (salary increase, promotions, bonuses) are valuable.
• Intangible rewards are crucial – praise, interesting work, promotions.
• Staff engagement & staff morale impact productivity & profitability.
• Poor management leads to employee turn-over and decreased productivity.

Motivation & Reward - Key Concepts

• Motivated employees are more productive and profitable compared to unmotivated ones.
• Herzberg’s two-factor motivation theory divided factors influencing employee engagement into “motivators” & “hygiene factors.”
• Identifying motivators & eliminating hygiene factors improve engagement.

Questions

• What is challenging about the "marshmallow challenge" and how it can be done differently if another attempt is to be made?
• Which group do you think is most successful in the marshmallow challenge & why? (e.g. Lawyers, Kindergarten students, CEOs).
• If a reward is offered, would it affect results? 
• What do you do if an employee shows high motivation but lacks hygiene factors?

Video Vocabulary

• prototype: a test model
• orienting: finding one's position in new situations
• jockeying: competing for position
• gingerly: carefully
• ta-da: exclamation marking completion of a task

Defining Psychological Safety

• Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.
• Safe teams feel accepted and respected, hence better workplace experiences.

Benefits of Psychological Safety

• Increased employee satisfaction & productivity
• Improved innovation & creativity
• Better problem-solving capabilities
• Reduced stress levels
• Enhanced collaboration

4 Zones

• Comfort Zone
• Anxiety Zone
• Apathy Zone
• Learning Zone

Questions about Groups

• Stories about not being included or not including someone.

Brain Storm Ideas

• What can be done as a team to encourage a psychologically safe environment?

Benefits of Diversity

• Diverse organizations outperform non-diverse companies.
• Diversity encourages creativity.
• Good management requires balancing the needs of the group and individuals.
• Diversity across managers leads to increased innovation and revenue.

Test your knowledge on employee motivation theories, including Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs. This quiz covers key concepts, critiques, and examples of intrinsic and extrinsic motivators. Perfect for students of psychology and management alike!