Podcast
Questions and Answers
What does Expectancy Theory primarily propose about human behavior?
What does Expectancy Theory primarily propose about human behavior?
- People will behave based on the perceived likelihood of effort leading to certain outcomes. (correct)
- People will act based solely on their past experiences.
- People will always act in their own self-interest.
- People will behave unpredictably in the workplace.
Which of the following is NOT one of the implications of Expectancy Theory?
Which of the following is NOT one of the implications of Expectancy Theory?
- Identify possible valence outcomes.
- Enhance positional advantages. (correct)
- Increase expectancies.
- Make performance instrumental toward positive outcome.
What does Alderfer's ERG Theory propose about human needs?
What does Alderfer's ERG Theory propose about human needs?
- Needs exist in a strict hierarchical order.
- People have three basic sets of needs that can operate independently. (correct)
- Human needs are limited to physical needs only.
- Existence needs are always prioritized over others.
Which type of reward is derived directly from performing the job itself?
Which type of reward is derived directly from performing the job itself?
In Herzberg's Two-Factor Theory, what are hygiene factors?
In Herzberg's Two-Factor Theory, what are hygiene factors?
What is empowerment in the context of employee management?
What is empowerment in the context of employee management?
Which of the following is a component of Quality of Work Life (QWL) programs?
Which of the following is a component of Quality of Work Life (QWL) programs?
What is McClelland's need for achievement primarily concerned with?
What is McClelland's need for achievement primarily concerned with?
Which job design concept refers to changing tasks to make them more rewarding?
Which job design concept refers to changing tasks to make them more rewarding?
What does the concept of psychological contracts refer to?
What does the concept of psychological contracts refer to?
Which of the following is NOT a component of SMART goals?
Which of the following is NOT a component of SMART goals?
What does goal-setting theory suggest about conscious goals?
What does goal-setting theory suggest about conscious goals?
What is a potential consequence of overusing punishment in a workplace?
What is a potential consequence of overusing punishment in a workplace?
Which of the following should be part of an effective reward system?
Which of the following should be part of an effective reward system?
What do stretch goals represent in goal setting?
What do stretch goals represent in goal setting?
According to the law of effect, what type of behavior is likely to be repeated?
According to the law of effect, what type of behavior is likely to be repeated?
Which of the following is a non-monetary reward that can be used to motivate employees?
Which of the following is a non-monetary reward that can be used to motivate employees?
What belief primarily affects people's motivation according to the content?
What belief primarily affects people's motivation according to the content?
What is a challenge identified with goal setting in a team environment?
What is a challenge identified with goal setting in a team environment?
How should jobs be designed to enhance motivation?
How should jobs be designed to enhance motivation?
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Study Notes
Motivating Behaviors in Management
- Managers need to inspire positive behaviors that enhance productivity and employee satisfaction.
- Effective motivation techniques can include setting clear expectations and recognizing achievements.
Goal Setting Principles
- Goals should be SMART: Specific, Measurable, Achievable, Results-based, and Time-specific.
- Goal-setting theory posits that conscious goals energize individuals and direct their focus and behavior.
- Stretch goals are ambitious targets perceived as challenging or even impossible.
Limitations of Goal Setting
- Individual performance goals may undermine group performance.
- Lack of relevant skills or knowledge inhibits effective goal attainment.
- Goal-setting can lead to manipulative behaviors if not closely managed.
Reinforcing Performance
- Law of Effect states behaviors followed by positive outcomes are likely to be repeated.
- Four consequences can influence behavior: Positive reinforcement, negative reinforcement, punishment, and extinction.
Effective Reward Systems
- Reward systems must align with the organization's overarching strategy.
- Nonmonetary rewards (intellectual challenge, meaningful responsibilities, recognition) can motivate effectively.
- Over-reliance on punishment fosters a culture of fear and demotivation.
Expectancy Theory
- People's behaviors are influenced by the perceived likelihood of achieving desired outcomes.
- Key managerial strategies include enhancing expectancies and aligning outcomes with performance.
Understanding People’s Needs
- Alderfer’s ERG Theory identifies three core needs: Existence, Relatedness, and Growth—these can occur simultaneously.
- McClelland’s Needs highlights that individuals may be motivated by achievement, affiliation, or power, impacting their behavior.
Designing Motivating Jobs
- Intrinsic rewards arise directly from job performance, while extrinsic rewards come from external sources.
- Job Rotation helps combat monotony by varying tasks, whereas Job Enlargement adds more responsibilities.
- Job Enrichment enhances job roles making them more fulfilling and satisfying.
Herzberg’s Two-Factor Theory
- Hygiene factors are essential conditions (pay, policies, work environment) that can cause dissatisfaction.
- Motivators like responsibility, personal growth opportunities, and recognition enhance job satisfaction and motivation.
Empowerment and Engagement
- Empowerment involves delegating authority and building employee confidence in their contributions.
- Engagement reflects the investment of employees' physical, mental, and emotional energy into their work roles.
Equity Theory
- Focuses on fairness in employee treatment and perception of equality in workplace contributions and rewards.
Quality of Work Life (QWL)
- QWL programs aim to enhance employees' overall well-being through fair compensation, safe environments, and opportunities for growth.
- Key elements include fostering personal identity, ensuring job security, and promoting social responsibility.
Psychological Contracts
- Represents employees' perceptions of mutual obligations with their employers, encouraging a sense of alliance for better organizational outcomes.
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