Human Resource Development Chapter 2
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Questions and Answers

What are the two primary types of outcomes that may result from behavior?

  • Task Performance and Organizational Citizenship Behaviors
  • Personal and Organizational (correct)
  • Internal and External
  • None of the Above

Which of the following are the two primary types of forces that influence employee behavior?

  • External and Internal (correct)
  • Personal and Organizational
  • Task Performance and Organizational Citizenship Behaviors
  • None of the Above

The ultimate objective of HRD is to improve organizational performance.

True (A)

Organizational citizenship behavior (OCB) refers to actions that are part of an employee's contractual tasks.

<p>False (B)</p> Signup and view all the answers

Define motivation.

<p>Motivation refers to factors that influence the arousal, direction, and persistence of voluntary goal-oriented actions.</p> Signup and view all the answers

What are the three main approaches to understanding motivation?

<p>Need-based, Cognitive, and Non-cognitive (A)</p> Signup and view all the answers

What are KSAs?

<p>KSAs stand for Knowledge, Skills, and Abilities.</p> Signup and view all the answers

Which of the following is NOT a factor that influences employee behavior within the work environment?

<p>Government Intrusion (A)</p> Signup and view all the answers

Which of the following theories emphasizes that people are influenced by their perceptions about the fairness of their treatment compared to others?

<p>Equity Theory (A)</p> Signup and view all the answers

According to the Equity Theory, people who perceive they are being treated unfairly will experience tension and are motivated to reduce that tension.

<p>True (A)</p> Signup and view all the answers

Which of the following is NOT a strategy for reducing feelings of inequity?

<p>Ignoring the situation and hoping it resolves itself (D)</p> Signup and view all the answers

The Law of Effect states that behavior followed by a pleasurable consequence will occur less frequently.

<p>False (B)</p> Signup and view all the answers

Which of the following is NOT a type of learning reinforcement?

<p>Coercion (A)</p> Signup and view all the answers

What is the key function of Positive Reinforcement?

<p>Positive Reinforcement increases the frequency of a behavior by associating it with pleasurable consequences.</p> Signup and view all the answers

What is the key function of Extinction?

<p>Extinction aims to decrease the frequency of a behavior by removing the reinforcing consequence.</p> Signup and view all the answers

What is the key function of Punishment?

<p>Punishment seeks to decrease the frequency of a behavior by introducing an aversive consequence immediately after the behavior.</p> Signup and view all the answers

Which of the following is NOT one of the three key elements of the Expectancy Theory?

<p>Equity (D)</p> Signup and view all the answers

The Expectancy Theory assumes that motivation is a conscious choice process.

<p>True (A)</p> Signup and view all the answers

Explain the relationship between the three elements of the Expectancy Theory: Expectancy, Instrumentality, and Valence.

<p>Expectancy refers to the individual's belief in their ability to achieve a desired outcome. Instrumentality concerns the belief that achieving the desired outcome will lead to specific, desired rewards. Valence reflects the value the individual places on those rewards.</p> Signup and view all the answers

Goals that are vague, easy, and not accepted by employees lead to better performance.

<p>False (B)</p> Signup and view all the answers

Goal setting theory suggests that feedback on goal attainment is not essential for its effectiveness.

<p>False (B)</p> Signup and view all the answers

The SMART goal setting acronym stands for: Specific, Measurable, Attainable, Relevant, and Time-bound.

<p>True (A)</p> Signup and view all the answers

The Social Learning Theory emphasizes that only outcome expectations affect individual performance.

<p>False (B)</p> Signup and view all the answers

Define self-efficacy within the context of the Social Learning Theory.

<p>Self-efficacy represents an individual's belief in their ability to successfully organize and execute a specific behavior to achieve a desired outcome.</p> Signup and view all the answers

The Social Learning Theory states that a person's self-efficacy expectations influence their behavior but not the amount of effort they exert or the duration of their commitment to the behavior.

<p>False (B)</p> Signup and view all the answers

Flashcards

External forces

Factors outside the organization that can influence employee behavior, like the state of the economy, technology advancements, or labor market conditions.

Internal forces

Factors within the employee that can influence behavior, such as their motivation, knowledge, skills, and abilities (KSAs).

Task performance

The actions of employees that are directly related to their job duties, such as accomplishing tasks, meeting deadlines, and producing quality work.

Organizational citizenship behaviors (OCB)

Actions employees take that go beyond their regular job duties to contribute to organizational success, like helping coworkers, volunteering for extra projects, and maintaining a positive attitude.

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Self-fulfilling prophecy

A situation where a supervisor's expectations of an employee's performance influence the employee to act in a way that fulfills those expectations, whether positive or negative.

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Leadership

The process of leading or guiding a group towards a common goal through influence, motivation, and direction, without using force.

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Reward structure

The system of rewards used within an organization to incentivize desired behaviors and recognize employee achievements.

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Organizational culture

The shared values, beliefs, norms, and patterns of behavior within an organization that guide the actions of its members.

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Job design

The process of changing or designing the elements of a job to improve productivity and job satisfaction, often by adding more challenging or meaningful tasks.

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Norms

The unwritten guidelines for behavior within a group or team, often influencing how individuals interact and contribute to the group.

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Group dynamics

The interactions and dynamics within a group that affect how individuals work together, communicate, and achieve goals.

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Teamwork

The process of collaborating and working together as a team to achieve common goals, requiring trust, communication, and shared responsibility.

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Expectancy theory

A theory that suggests individuals are motivated to perform behaviors that they believe will lead to desired outcomes.

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Equity theory

A theory suggesting that individuals evaluate their outcomes compared to others and experience tension if they feel they are treated unfairly.

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Cognitive process approach

A theory that proposes motivation is a result of conscious thoughts, beliefs, and judgments about behavior and its consequences.

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Non-cognitive approach

A theory that explains motivation through interactions between behavior and external events, without involving internal thoughts or needs.

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Needs-based approach

A theory that focuses on the idea that needs are deficiency states that drive behavior.

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Maslow's Hierarchy of Needs

A hierarchy of needs proposed by Abraham Maslow, suggesting that basic needs must be satisfied before higher-level needs can become motivating.

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Alderfer's ERG Theory

A theory proposing a simplified version of Maslow's hierarchy, with three categories of needs: existence, relatedness, and growth.

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Goal-Setting Theory

A theory that suggests motivation is influenced by an individual's belief that they can successfully perform a task, followed by the expectation that the performance will lead to a desired outcome.

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Social Learning Theory

A theory that explains motivation through learning by observing others and being influenced by their behaviors and outcomes.

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Self-efficacy

An individual's belief in their own capabilities to organize and execute the actions needed to achieve a specific performance.

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Reinforcement Theory

A theory that emphasizes the role of reinforcement, or consequences following a behavior, in shaping and changing behaviors.

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Behavior modification

A method of changing behavior by manipulating the consequences of a behavior, using techniques like positive reinforcement, negative reinforcement, extinction, and punishment.

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Attitude

A general feeling of favorableness or unfavorableness towards a particular object, person, or situation.

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Knowledge, Skills, and Abilities (KSAs)

A combination of knowledge, skills, and abilities required to perform a specific task or job effectively.

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Abilities

General capacities related to the performance of a set of tasks, often innate or acquired through experience.

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Skills

Developed capabilities that combine abilities with training and experience, allowing efficient task performance.

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Knowledge

An understanding of facts, principles, theories, or procedures related to a particular subject area.

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Study Notes

Human Resource Development, 7E by Werner

  • This is a textbook on Human Resource Development (HRD), specifically the 7th edition
  • Copyright 2017, Cengage Learning
  • All rights reserved, no copying, scanning or duplication except as permitted in a license

Chapter 2: Influences on Employee Behavior

  • Learning objectives:
    • Identify major external and internal factors influencing employee behavior
    • Describe two primary types of employee behavior outcomes and their effect on future behavior
    • Explain how supervisor leadership and expectations affect worker behavior
    • Recognize the influence of coworkers and the organization on employee behavior
    • Define motivation and key approaches to understanding it in the workplace
    • Discuss the role of knowledge, skill, ability, and attitude in influencing employee behavior

Goals of HRD

  • The ultimate objective is to improve organizational performance
  • The main focus for HRD interventions is to change employee behavior
  • Aimed at helping employees and organizations achieve their goals

Figure 2-1: Model of Employee Behavior

  • Shows factors in the external environment (economic conditions, technological changes, labor market conditions, laws and regulations) alongside factors inside the workplace.
  • This is related to employee behavior and also outcomes (personal and organizational outcomes)

2. Model of employee behavior

  • Highlights the external environment factors, including economic conditions, technological changes, labor market conditions, and laws and regulations
  • Internal factors within employees, including motivation, attitudes, and knowledge, skill, and ability (KSAs)
  • Employee behaviors such as task performance and organizational citizenship behaviors
  • Outcomes of behavior: personal and organizational outcomes

Economic Conditions

  • Malaysia's economy grew 4.7% in 2018 (production side) and 4.5% in Q1 2019 (production side, except Mining & Quarrying)
  • Private final consumption expenditure was a key driver
  • Data presented in charts and graphs showing economic indicators like GDP, production, and expenditure.

Economic Conditions: GDP Growth Projection for Asia, 2018

  • Data on projected GDP growth for several Asian countries in 2018-2020, including Malaysia
  • India projected as fastest-growing Asian economy in 2018 (7.3% according to World Bank).

Economic Conditions: Malaysia's quarterly GDP since 1998

  • Graph showing quarterly GDP growth in Malaysia since 1998, with fluctuations
  • Includes data points for significant downturns (e.g., -11.2% and -17.1% year-on-year change).

Chart 1: GDP (RM billion) and Annual Percentage Change (%)

  • Illustrates Malaysian GDP (RM billion) and annual percentage change (%).
  • Shows quarterly and annual data from 2017-2020.

Malaysia's GDP grew by 16.1% in 2Q 2021

  • Strong recovery from the significant decline in activity. (2020)
  • Key factors include low base from 2020 and stronger external demand among others.

Malaysia's Economy Grows at Asia's Fastest Pace in 2022

  • Malaysian GDP growth fastest among 13 Asian economies
  • Data presented in a chart showing projected and actual GDP growth in selected Asian countries. 2022, 2023,

Technological Changes

  • Data on internet users, digital device ownership, annual digital growth, and social media overview, provided in various charts.

Labour Market Conditions

  • Data (for 2015 and 2016) for labour force participation rate (LFPR) and unemployment rate (%)(data presented in graphs and tables) in Malaysia (Q3 2019)showing various factors and changes
  • Unemployment rate declining below 700 thousand persons.
  • Q4 2021 figures for Malaysia and unemployment below 700,000 people.

Malaysian Economic Statistics Review Vol 6/2022

  • Highlights key economic indicators like Production of oil palm, Natural Rubber, Manufacturing and Wholesale and Retail Trade, Exports and Imports, Labour and Prices data. Fourth Quarter (Q4) 2022 data.

Labour Force, Malaysia, June 2023

  • Unemployment rate in June 2023 at 3.4% among others
  • Data on labour force, employed persons, outside labour force, and unemployment rate provided in charts.

Total Population

  • Various population figures (for 2017 and 2018) and data on Employment broken down into skill level

Jobs & Basic Salaries

  • Breakdown of median monthly salaries by job type and nationality (Malaysian vs. Foreign based on 2017 data)

Philippines and Malaysia Are Expected to See the Highest Population Growth in ASEAN

  • Projected population growth in the Philippines and Malaysia by 2050
  • Also includes data for other countries in the ASEAN region.

Demographic Statistics Malaysia: Fourth Quarter 2023

  • Detailed demographic data for Malaysia in Q4 2023, including population, sex ratio, age groups, ethnic distribution, and citizenship.

Live births and deaths in Quarterly 2023

  • Data on live births and deaths in Q4 2023 broken down by various demographics (mother age, gender and ethnic breakdowns)

Demographic Statistics by State, Fourth Quarter 2023, Malaysia

  • Provides state-level demographic data for Malaysia in Q4 2023.
  • Includes data on population, live births, deaths and deaths from COVID-19

Chart 2: Labour force participation rate by sex and age group, Malaysia, third quarter (Q3) & fourth quarter (Q4) 2017

  • Shows labor force participation rates by sex and age group in Malaysia for Q3 2017 and Q4 2017 (presented in graph format).

Labour Force Malaysia Fourth Quarter 2021

  • Data and analysis on employment, unemployment, and labour force participation rates in Malaysia.

Major Categories of Employee Behavior

  • Categories of employee behavior, including individual performance, task performance, organizational citizenship behaviors

Major Categories Affecting Behavior

  • Categories of factors impacting employee behavior, including outside the organization (state of economy, employment rate) and inside the work environment (leadership, coworkers, performance outcomes).

External Influences

  • General state of the economy
  • Government intrusion
  • Technology issues globally
  • Impact of these factors on business performance (e.g downsizing)

Workforce Investment -

  • Organizations need to invest in their workforce
  • They should maintain their investment even during restructuring or downsizing
  • Re-training employees for new roles
  • Coaching and mentoring programs
  • Individual development programs
  • Multi-rater feedback systems

Influences on Employee Behavior

  • Factors and issues in employee behavior.

Employee Perceptions Drive Behavior

  • Expectancy theory, worker behavior based on perceived valued outcomes
  • Equity theory, assessing outcomes by comparing them to outcomes of others

Perception

  • Perception of how individuals interpret information and make judgments

Employee Motivational Theories

  • Need-Based Approach, looking closely at needs such as safety, power and influence.
  • Cognitive Process approach, highlighting expectancy theory, Goal-Setting Theory, Social Learning Theory and Equity Theory
  • Non-cognitive Approach, focusing on reinforcement theory and how interactions and environmental factors influence employee motivation
  • Importance of Need-Based Approach: needs such as safety or power drive motivation.

Additional Employee Motivational Concepts

  • Goal setting theory: goals influence effort, attention, and persistence.
  • Social learning theory: outcome expectations and self-efficacy impact behavior.
  • Equity theory: Motivation is linked to perceived fairness and equity in treatment.
  • Reinforcement theory: behaviors are influenced by their consequences (positive or negative). Specific theories and models include Mazlow's Need Hierarchy, Alderfer's ERG Theory, and Herzberg's Two-Factor Theory.

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Werner Human Resource Development, 7E PDF

Description

Explore the key influences on employee behavior as outlined in Chapter 2 of 'Human Resource Development, 7E' by Werner. This quiz covers external and internal factors that shape behavior, the impact of leadership, and the importance of motivation in the workplace. Test your understanding of how these elements contribute to organizational performance.

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