Introductory Management Test #2

Introductory Management Test #2

• Test #2 will be held on Friday, December 20th
• The test consists of 10 multiple-choice questions
• Students should study the provided slides and videos to prepare

Week 7

• The topic covered is personality testing and SMART goals

SMART Management

• SMART objectives are crucial for task management.
• SMART stands for Specific, Measurable, Achievable, Realistic, and Time-based
• Setting SMART objectives ensures the task stays on track.
• A plan of action is vital after defining SMART objectives.
• Objectives should be precise and measurable.
• Feasibility and constraints should be considered for the task feasibility.
• Clear time frames are essential for objectives.

Week 8

• Motivation theories are the topic for week 8
• Topics include Maslow's Hierarchy of Needs and Herzberg's Two-factor theory

Maslow's Hierarchy of Needs

• Maslow's hierarchy presents psychological needs as a pyramid.
• Physiological needs (e.g., food, water) are at the bottom.
• Safety needs (e.g., security, shelter) follow.
• Love and belonging needs (e.g., intimate relationships) come next.
• Esteem needs (e.g., self-respect, respect from others) are above that.
• Self-actualization, reaching one's full potential, sits at the pyramid's peak.

Herzberg's Two-factor Theory

• Herzberg's theory examines workplace motivation.

• Motivators, such as achievement and responsibility, boost engagement.

• Hygiene factors, such as salary and status, prevent dissatisfaction.

• Motivators and hygiene factors can coexist.

Motivation, Maslow & Business

• Successful managers understand employee motivation.
• Job satisfaction is influenced by salary and psychological needs.
• Employee loyalty and achievement of goals benefits the company.
• Maslow's model has been criticized due to individual differences in need priorities.
• Behavioral studies vary across cultures.
• The model's simplicity is a point of criticism.

Meeting Employees' Needs

• Job satisfaction isn't solely determined by salary.
• Emotional and psychological needs are significant motivators.
• Understanding individual needs is essential.
• Maslow's hierarchy outlines a structured approach to understanding needs.

Frederick Herzberg Two-factor Motivation Theory

• Herzberg, in the 1950s, studied what motivates employees.
• He distinguished motivators (e.g., achievement) and hygiene factors (e.g., status).
• Motivators increase satisfaction.
• Hygiene factors prevent dissatisfaction.

Two Factor Motivation Theory Herzberg

• Includes motivators like achievement, recognition, responsibility, advancement, and growth
• Categorises hygiene factors as bureaucracy, relationships, work conditions, status, salary, and job security.

Ideal Situation, Paycheck Mentality, and Worst Case Scenarios

• Ideal situations involve high motivation and few complaints.
• Paycheck mentality implies low motivation, seeing work primarily as a means to earn money.
• In the worst-case scenario, employees are neither motivated nor satisfied.

Situation - Employee's Motivation & Hygiene

• The provided question asks what to do if an employee possesses high motivation but lacks hygiene aspects.

Motivation & 2 Types of Rewards

• Tangible rewards (e.g., salary increases) are distinct from intangible rewards (e.g., praise).
• Good management involves recognizing which rewards are needed.

Motivation & Reward

• Motivated employees are demonstrably more productive.
• Herzberg identified motivators (achievement, recognition) and hygiene factors (salary, status).
• A blend of tangible and intangible rewards is needed.

Week 9 & 10

• The topic is the Marshmallow Challenge and how Google builds the perfect team.

Marshmallow Challenge

• This was a hands-on problem-solving exercise.
• The goal was to construct the tallest freestanding structure using limited materials. –The exercise involves utilizing provided materials to build a structure that supports a marshmallow.

How Google Builds the Perfect Team

• Google focuses on high performance, innovation and well-being.

Psychological Safety Explained

• Psychological safety is the belief that one won't be punished for speaking up.
• In psychologically safe teams, ideas, questions, and concerns are openly discussed.
• Teams with psychologically safe environments are more productive and innovative

4 Zones Psychological Safety

• The Four Zones model categorizes team behaviours.
• The comfort zone lacks challenge.
• The anxiety zone avoids risk taking.
• The apathy zone shows disengagement.
• The learning zone involves collaboration and effort.

Part 2 Words & Inclusion

• The second part focuses on incorporating psychological safety and words of inclusion.

Questions about Groups

• The questions revolve around experiences with group dynamics.
• Questions include feeling excluded, hesitant to speak up, or welcoming into a group

Story Time Sharing

• Students are to share a personal experience of lacking inclusion in a group/not including someone else

BrainStorm Ideas

• The challenge posed is to generate actions that foster a psychologically safe environment.

Benefits of Diversity

• Diversity within an organization brings diverse ideas and experiences.
• Effective management acknowledges the merits of a diverse workforce.
• Diverse companies often outperform less diverse ones.
• Recruitment, selection, company policies, and training all play a crucial role.

Prepare for Test #2 in your Introductory Management course, covering personality testing, SMART goals, and motivation theories such as Maslow's Hierarchy of Needs and Herzberg's Two-factor theory. This quiz consists of 10 multiple-choice questions to assess your understanding of key management concepts.