(Week 3) Management Motivation Principles

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Questions and Answers

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?

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?

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?

Intrinsic reward Signup and view all the answers

In Herzberg's Two-Factor Theory, what are hygiene factors?

Factors that prevent job dissatisfaction. Signup and view all the answers

What is empowerment in the context of employee management?

Sharing power with employees to enhance their confidence. Signup and view all the answers

Which of the following is a component of Quality of Work Life (QWL) programs?

Offering personal growth opportunities. Signup and view all the answers

What is McClelland's need for achievement primarily concerned with?

The drive to excel and succeed in tasks. Signup and view all the answers

Which job design concept refers to changing tasks to make them more rewarding?

Job Enrichment Signup and view all the answers

What does the concept of psychological contracts refer to?

Expectations employees have of their employers and vice versa. Signup and view all the answers

Which of the following is NOT a component of SMART goals?

Collaborative Signup and view all the answers

What does goal-setting theory suggest about conscious goals?

They energize and direct thoughts and behaviors. Signup and view all the answers

What is a potential consequence of overusing punishment in a workplace?

Creation of a climate of fear. Signup and view all the answers

Which of the following should be part of an effective reward system?

It should support the firm’s strategy. Signup and view all the answers

What do stretch goals represent in goal setting?

Targets believed to be impossible. Signup and view all the answers

According to the law of effect, what type of behavior is likely to be repeated?

Behavior followed by positive consequences. Signup and view all the answers

Which of the following is a non-monetary reward that can be used to motivate employees?

Recognition for achievements. Signup and view all the answers

What belief primarily affects people's motivation according to the content?

Beliefs about fairness. Signup and view all the answers

What is a challenge identified with goal setting in a team environment?

Maximizing individual performance can hurt group performance. Signup and view all the answers

How should jobs be designed to enhance motivation?

By offering meaningful responsibilities. Signup and view all the answers

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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Description

This quiz covers vital management concepts that focus on motivating employees and improving workplace behavior. It includes goal-setting principles, performance rewards, and understanding individual needs and fairness in motivation. Test your understanding of how to create a motivating work environment.