Maslow's Hierarchy of Needs Quiz
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Questions and Answers

What is the significance of deficiency needs in Maslow's Hierarchy of Needs?

  • They can be neglected without consequence.
  • They are less important than growth needs.
  • They must be fulfilled before moving to higher needs. (correct)
  • They lead directly to self-actualization.

Which of the following needs is considered a growth need in Maslow's framework?

  • Safety needs
  • Physiological needs
  • Self-actualization needs (correct)
  • Esteem needs

How does Maslow view the path to self-actualization?

  • It requires the fulfillment of lower-level needs. (correct)
  • It is only achievable for a select few.
  • It is defined solely by personal achievements.
  • It is a linear progression without setbacks.

What role do esteem needs play in an individual's motivation?

<p>They concern personal accomplishments and respect. (C)</p> Signup and view all the answers

Which need is critical for basic survival according to Maslow's theory?

<p>Physiological needs (C)</p> Signup and view all the answers

Maslow's Hierarchy of Needs suggests that unmet lower-level needs will lead to what?

<p>Decreased motivation to achieve goals. (D)</p> Signup and view all the answers

What would be an example of safety needs in the workplace?

<p>Providing a safe and secure environment. (A)</p> Signup and view all the answers

Which of the following statements is true regarding Maslow's theory?

<p>Everyone can potentially reach self-actualization. (A)</p> Signup and view all the answers

What need is fulfilled when an organization provides exercise facilities for free?

<p>Basic needs (C)</p> Signup and view all the answers

Which of the following is NOT considered a part of social needs in an organization?

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

What aspect of recognition is essential for fulfilling esteem needs?

<p>Job title changes (B)</p> Signup and view all the answers

How does McClelland's theory differ from Maslow's regarding motivation?

<p>Maslow's assumes lower needs must be met first. (D)</p> Signup and view all the answers

What is a characteristic of individuals with a high need for achievement?

<p>They strive for excellence and seek feedback. (C)</p> Signup and view all the answers

Which type of power is considered most effective in leadership according to McClelland?

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

What impact does failing to meet basic needs have on employees?

<p>Demotivation and higher turnover rates (A)</p> Signup and view all the answers

What describes the behavior of individuals with a high need for affiliation?

<p>They tend to conform and avoid conflict. (A)</p> Signup and view all the answers

Which of the following represents a limitation of Saeednia’s study?

<p>Sample limited to upper socioeconomic class (B)</p> Signup and view all the answers

What is the drive associated with individuals who have a high need for power?

<p>Influencing decision-making processes (C)</p> Signup and view all the answers

Which of the following would help fulfill self-actualization needs in the workplace?

<p>Encouraging risk-taking and autonomy (A)</p> Signup and view all the answers

What can be a consequence of failing to meet safety needs at work?

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

What is a potential effect of recognizing employees with awards?

<p>Enhanced sense of respect and esteem (D)</p> Signup and view all the answers

What critical evaluation flaw does Maslow's theory present?

<p>It assumes a strict order of needs must be met. (B)</p> Signup and view all the answers

What characterizes individuals with high affiliation motivation?

<p>Motivation from social interactions (D)</p> Signup and view all the answers

Which of the following is a key process in the Thematic Apperception Test (TAT)?

<p>Analyzing ambiguous pictures and narratives (D)</p> Signup and view all the answers

What is a crucial element that enables employees to reflect and improve their performance?

<p>Feedback on progress and achievement (D)</p> Signup and view all the answers

How are achievement motivation themes identified in the TAT?

<p>By analyzing narrative content for achievement-related elements (C)</p> Signup and view all the answers

Which principle of goal-setting emphasizes the need for goals to be understood and agreed upon?

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

What does a high score in the McClelland's TAT indicate?

<p>High achievement motivation (nAch) (D)</p> Signup and view all the answers

What is NOT a characteristic of effective goal setting according to the goal-setting theory?

<p>Goals should be vague to allow flexibility (C)</p> Signup and view all the answers

What role does 'valence' play in Vroom's Expectancy Theory?

<p>It describes the value employees place on rewards. (A)</p> Signup and view all the answers

Which is a component of SMART goals?

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

What might happen if employees perceive that performance does not correlate with receiving a reward?

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

What signifies low achievement motivation in an individual according to this framework?

<p>Avoidance of performance feedback (D)</p> Signup and view all the answers

Which goal-setting principle ensures that tasks are attainable within realistic timeframes?

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

What concept suggests that good performance will lead to desirable outcomes according to Expectancy Theory?

<p>Instrumentality (C)</p> Signup and view all the answers

Why is McClelland’s theory considered both reliable and invalid?

<p>It employs statistical analysis but measures unobservable traits (D)</p> Signup and view all the answers

What is the main focus of goal-setting theory as proposed by Latham and Locke?

<p>Devising an action plan to achieve goals (A)</p> Signup and view all the answers

Which of the following is a disadvantage of extrinsic motivation?

<p>It may cause burnout if overused. (B)</p> Signup and view all the answers

What aspect of goal-setting is emphasized to help direct employee attention?

<p>Establishing specific, measurable, and time-bound goals (D)</p> Signup and view all the answers

What does Expectancy in Vroom's theory refer to?

<p>The belief in the relationship between effort and performance (C)</p> Signup and view all the answers

Which of the following is considered a benefit of understanding employee needs and motives?

<p>Enhanced ability to place individuals in suitable roles (D)</p> Signup and view all the answers

Why is feedback considered crucial in goal achievement?

<p>It helps identify areas for improvement. (D)</p> Signup and view all the answers

Which statement best describes individuals with low affiliative motivation?

<p>They prefer to remain distant and independent. (D)</p> Signup and view all the answers

Which factor is NOT directly considered in Vroom's Expectancy Theory?

<p>Team dynamics (C)</p> Signup and view all the answers

What role do trained coders play in the scoring of the TAT?

<p>They assign scores based on standardized scoring manuals. (C)</p> Signup and view all the answers

How can commitment to goals be enhanced among employees?

<p>By encouraging individual goal setting (D)</p> Signup and view all the answers

What is the formula for motivation according to Vroom's Expectancy Theory?

<p>M = V x I x E (D)</p> Signup and view all the answers

Which type of goals is considered more effective according to the goal-setting theory?

<p>Specific and measurable goals (A)</p> Signup and view all the answers

Which element of extrinsic motivation often provides direct, observable results for employees?

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

What primarily motivates employees in a profit-sharing system?

<p>Achieving performance targets (B)</p> Signup and view all the answers

Which of the following is an example of intrinsic motivation?

<p>Achieving personal satisfaction from completing a task (C)</p> Signup and view all the answers

Which factor can lead to demotivation when using performance-related pay?

<p>Unrealistic targets leading to frustration (C)</p> Signup and view all the answers

What is a potential disadvantage of high pay inequality within an organization?

<p>Higher turnover rates (D)</p> Signup and view all the answers

Which motivational factor involves appreciation from colleagues or supervisors?

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

What is the primary goal of using bonuses as a motivational tool?

<p>To encourage repeatable performance (D)</p> Signup and view all the answers

In Deci & Ryan’s Self-Determination Theory, what drives behavior?

<p>Need for growth (D)</p> Signup and view all the answers

What can over-praising lead to in the workplace?

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

Which factor contributes to a strong sense of belonging among employees?

<p>Feeling appreciated for contributions (A)</p> Signup and view all the answers

Which type of motivation is driven by the desire to receive rewards?

<p>Extrinsic motivation (C)</p> Signup and view all the answers

What is the impact of fairness in profit-sharing systems?

<p>It enhances employee engagement (C)</p> Signup and view all the answers

What is a key assumption of Self-Determination Theory?

<p>Growth motivates individuals (C)</p> Signup and view all the answers

Which approach uses individual performance metrics to determine compensation?

<p>Performance-related pay (B)</p> Signup and view all the answers

Which motivational factor is likely to improve teamwork and collaboration?

<p>Profit-sharing schemes (B)</p> Signup and view all the answers

Which of the following statements about the relationship between psychological need satisfaction and motivation is correct?

<p>Psychological need frustration is negatively correlated to intrinsic motivation. (C)</p> Signup and view all the answers

What outcomes were reported in the study regarding autonomy-supportive and autonomy-threatening conditions?

<p>Ps in the autonomy-supportive condition had lower extrinsic motivation. (C)</p> Signup and view all the answers

How many items were used to assess autonomy and relatedness, respectively?

<p>4 items for autonomy and 3 items for relatedness. (C)</p> Signup and view all the answers

Which type of motivation was not found to predict performance in the study?

<p>Extrinsic motivation. (D)</p> Signup and view all the answers

What was the primary method used to assess individual differences in emotions during the study?

<p>Positive &amp; Negative Affect Scale. (C)</p> Signup and view all the answers

What variable served as a mediator between conditions and intrinsic motivation in the study?

<p>Psychological need satisfaction. (A)</p> Signup and view all the answers

Which of the following best represents the sample population of Study 2?

<p>325 adults, with a majority being female. (D)</p> Signup and view all the answers

What was the performance task in Study 2 adapted to minimize?

<p>Risk of cheating. (D)</p> Signup and view all the answers

Which of these findings from the studies is correctly stated?

<p>Intrinsic motivation was found to be a significant predictor of performance. (C)</p> Signup and view all the answers

In the anagram task, how was performance measured?

<p>Number of right answers minus wrong answers over total possible right answers. (A)</p> Signup and view all the answers

What is the primary focus of autonomous motivation?

<p>Finding activities enjoyable and interesting (B)</p> Signup and view all the answers

Which of the following needs must be fulfilled to experience intrinsic motivation?

<p>Autonomy, relatedness, competence (D)</p> Signup and view all the answers

How can extrinsic rewards affect intrinsic motivation?

<p>They can decrease intrinsic motivation if given frequently (B)</p> Signup and view all the answers

What happens to feelings of competence when tasks are too difficult or receive too much negative feedback?

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

What impact do autonomy-supportive managerial practices have on employees?

<p>They predict greater psychological need satisfaction (A)</p> Signup and view all the answers

Which of the following is NOT one of the three basic needs for intrinsic motivation?

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

What effect do performance-based rewards have compared to engagement-based rewards?

<p>They have a lower negative effect on intrinsic motivation (D)</p> Signup and view all the answers

What can enhance feelings of relatedness in the workplace?

<p>Offering constructive feedback and respect (B)</p> Signup and view all the answers

What is the primary purpose of providing rewards with an informational meaning?

<p>To validate an individual's capabilities and foster intrinsic motivation. (D)</p> Signup and view all the answers

Why might monetary rewards lead to a motivational shift in employees?

<p>They shift focus toward external financial gains (D)</p> Signup and view all the answers

Which of the following describes a controlling meaning of rewards?

<p>Rewards create a sense of obligation and focus on external expectations. (C)</p> Signup and view all the answers

Which statement reflects findings about how rewards can have different functional meanings?

<p>Informational rewards can facilitate intrinsic motivation (B)</p> Signup and view all the answers

How does criticism affect feelings of relatedness among employees?

<p>It decreases feelings of attachment and belongingness (D)</p> Signup and view all the answers

How does the satisfaction of psychological needs affect employee performance?

<p>Greater satisfaction leads to higher levels of intrinsic motivation and better performance. (D)</p> Signup and view all the answers

Which example best demonstrates an informational meaning of reward?

<p>A certificate of recognition is awarded for consistent meeting of deadlines. (D)</p> Signup and view all the answers

What can lead to a decrease in feelings of autonomy in the workplace?

<p>Constantly enforcing deadlines and control (A)</p> Signup and view all the answers

Which cultural difference is found in relation to intrinsic motivation?

<p>Intrinsic motivation is lower in individualistic cultures when personal choice is offered (B)</p> Signup and view all the answers

What is a potential negative outcome of controlling rewards?

<p>They can undermine intrinsic motivation by shifting focus to external rewards. (A)</p> Signup and view all the answers

According to Deci and Ryan's findings, what can undermine intrinsic motivation?

<p>Extrinsic rewards linked to task completion (D)</p> Signup and view all the answers

What does the need for autonomy refer to in the context of employee motivation?

<p>The need to choose activities freely and act according to personal values. (B)</p> Signup and view all the answers

Which hypothesis relates to the benefits of presenting rewards in an autonomy-supportive way?

<p>It mediates better performance through greater need satisfaction. (A)</p> Signup and view all the answers

In the study, which groups were participants assigned to?

<p>Informational and controlling conditions. (A)</p> Signup and view all the answers

What type of feedback does informational meaning of rewards provide?

<p>Insight into competence and achievement. (D)</p> Signup and view all the answers

What role does relatedness play in the context of psychological needs?

<p>It involves the emotional connections with others. (B)</p> Signup and view all the answers

What is the effect of controlling rewards on intrinsic motivation?

<p>They may diminish intrinsic motivation over time. (C)</p> Signup and view all the answers

What criteria were used in the manipulation check of the study?

<p>Participants summarized the instruction paragraph's meaning. (C)</p> Signup and view all the answers

Which psychological need is primarily concerned with mastering skills and abilities?

<p>Need for competence. (C)</p> Signup and view all the answers

Flashcards

Need Theories

A framework that explains what motivates individuals to engage in certain behaviors, highlighting the driving forces behind their actions.

Physiological Needs

The basic needs that humans require for survival, including food, water, shelter, and sleep.

Safety Needs

The need for safety, security, and stability in one's surroundings, including protection from harm, financial stability, a safe home, and a stable society.

Love & Belongingness Needs

The need to feel belonging and connected to others, including friendships, family, and romantic relationships, and a sense of being part of a group.

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Esteem Needs

The need for respect, appreciation, achievement, recognition, and competence, both from ourselves and others.

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Self-Actualization Needs

The desire to reach our full potential and fulfill our unique abilities and goals.

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Deficiency Needs

Needs that are driven by a lack of something, motivating us to obtain them when they are absent.

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Growth Needs

Needs that are driven by a desire to grow and develop, motivating us to strive for personal improvement.

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Basic Needs

The basic needs that must be met for an individual to feel secure and safe in their environment, such as physiological needs like food and water, and safety needs like a stable job and a safe workplace.

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Belonging Needs

The need to feel connected and accepted by others. This can be fulfilled through strong social bonds, teamwork, and a sense of belonging within an organization.

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Need for Achievement

The drive to succeed in challenging tasks and to excel in one's work. People with a high need for achievement are often ambitious, goal-oriented, and seek feedback on their performance.

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Need for Power

The desire to influence others and have control over situations. People with a high need for power are often drawn to leadership roles and enjoy making decisions.

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Need for Affiliation

The need to be liked and accepted by others, to build strong relationships, and to feel a sense of belonging. People with a high need for affiliation are often team players and seek harmonious relationships.

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Maslow's Hierarchy of Needs

The idea that basic needs must be met before higher needs can be achieved. This concept suggests that individuals progress through a hierarchy of needs, starting with physiological needs and then moving on to safety, belonging, and so on.

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McClelland's Achievement Motivation Theory

A theory that suggests people are motivated by different needs and motives depending on the situation. These needs can be measured and are considered to be universal.

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Safety Needs in the Workplace

The need to feel safe and secure in the workplace. This includes having a safe working environment, proper protective equipment, and access to resources that reduce physical strain.

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Social Needs in the Workplace

Events or initiatives that aim to build team spirit and create a sense of belonging among employees. Examples include company picnics, team-building activities, and social gatherings.

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Esteem Needs in the Workplace

The need to feel respected and recognized for one's contributions. This can be achieved through rewards, promotions, opportunities for growth, and involvement in decision-making processes.

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Self-Actualization Needs in the Workplace

Challenging and meaningful work, opportunities for growth and development, autonomy, and control over one's work are all key elements in fulfilling self-actualization needs at work.

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Evaluation of Maslow's Hierarchy of Needs

The idea that Maslow's hierarchy of needs is not always applicable, as some individuals may achieve higher-level needs even if their basic needs are not fully met.

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Evaluation of McClelland's Achievement Motivation Theory

The idea that McClelland's achievement motivation theory is not universally applicable, as research has found that motivational needs can vary depending on factors such as culture and socioeconomic status.

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High Affiliator

Individuals with a strong need for affiliation are motivated by building relationships and working in groups. They thrive in collaborative environments.

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Low Affiliator

People with a low need for affiliation prefer working independently and avoid close social ties.

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Thematic Apperception Test (TAT)

The Thematic Apperception Test (TAT) is a projective test used to assess individuals' unconscious needs and motives.

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McClelland's Needs Theory

A psychological theory that suggests individuals are driven by three primary needs: achievement, affiliation, and power.

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Goals in Goal Setting Theory

These are the specific goals an individual sets to achieve. Effective goals are SMART - Specific, Measurable, Achievable, Relevant, and Time-bound.

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Goal Setting Theory

This theory proposes that individuals are motivated by goal-setting and are more likely to achieve these goals if they are specific, measurable, achievable, relevant, and time-bound.

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Achievement Motivation (nAch)

The desire to excel, improve, and accomplish challenging tasks. It is reflected in behaviors like setting high standards, seeking feedback, and persisting through obstacles.

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Identifying Achievement Themes

The process of identifying and quantifying elements in narratives that reflect a drive to succeed.

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Content Coding

Trained professionals use a standardized manual to assign scores based on the frequency and intensity of achievement-related content in narratives.

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Quantitative Scoring

The process of assigning numerical values to achievement-related themes within narratives, with higher scores indicating stronger achievement motivation.

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Final Assessment

The final assessment of achievement motivation based on the total score across all themes. Higher scores indicate a stronger drive to achieve.

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High Power Need

People with a strong need for power are driven by influencing others, gaining control, and holding positions of authority.

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Power Motivation

The need to dominate others, control situations, and seek personal power.

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Affiliation Motivation

The need for connection and belonging, often expressed through strong relationships and working collaboratively.

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Cognitive Theories

This theory suggests individuals act rationally, weighing the costs and benefits before making a decision.

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What is Goal-Setting Theory?

Goal-setting theory suggests that setting clear, challenging, and achievable goals motivates individuals.

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What is Clarity in Goal-Setting?

Clarity implies setting well-defined, specific, and measurable goals.

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What is Challenge in Goal-Setting?

Challenge involves setting goals that are difficult but attainable, pushing employees to exert more effort.

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What is Commitment in Goal-Setting?

Commitment ensures that employees understand and agree to the goals, leading to greater effort.

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What is Feedback in Goal-Setting?

Regular feedback on task progress and achievement helps employees stay motivated and adjust their approach.

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What is Task Complexity in Goal-Setting?

Task complexity involves breaking down large goals into smaller, achievable sub-goals with regular reviews.

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What is Expectancy Theory?

Expectancy theory suggests that individuals are motivated by the anticipated rewards they expect for their performance.

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What is Valence in Expectancy Theory?

Valence refers to the value employees place on the rewards they expect to receive.

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What is Instrumentality in Expectancy Theory?

Instrumentality is the perceived relationship between performance and the likelihood of receiving the desired reward.

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What is Expectancy in Expectancy Theory?

Expectancy is the perceived relationship between effort and performance.

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How are Valence, Instrumentality, and Expectancy related to Motivation?

Motivation is determined by the combined influence of valence, instrumentality, and expectancy.

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What is Extrinsic Motivation?

Extrinsic motivation refers to the desire to perform tasks due to external rewards or to avoid negative consequences.

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What are examples of Extrinsic Motivators?

Rewards like bonuses, promotions, or company benefits are examples of extrinsic motivators.

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How does Operant Conditioning relate to Extrinsic Motivation?

Operant conditioning, a learning theory, uses rewards and punishments to shape behavior.

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What are the potential drawbacks of Extrinsic Motivation?

While extrinsic motivation can provide short-term benefits, it may lead to burnout or demotivation if used excessively.

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Pay

Compensation received for performing work, often used to fulfill basic needs like housing and utilities.

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Bonuses

Additional compensation awarded for exceeding performance targets, typically based on individual or company goals.

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Profit Sharing

A portion of company profits shared among employees, often tied to meeting financial targets.

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Performance-Related Pay

A compensation system where pay is tied to individual performance, often exceeding a base salary with additional rewards for exceeding targets.

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Intrinsic Motivation

The inherent desire to perform a task for the enjoyment and fulfillment it brings, rather than external rewards.

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Recognition

A type of intrinsic motivation where employees feel appreciated and valued for their contributions.

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Praise

A form of positive reinforcement that provides verbal appreciation, used to boost motivation and encourage further efforts.

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Respect

The feeling of being respected by superiors and peers, often through active listening and valuing of contributions.

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Empowerment

Enabling employees to make choices and decisions about their work, enhancing their sense of control and responsibility.

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Sense of Belonging

The sense of belonging to a team and feeling valued for their contributions, leading to increased commitment and motivation.

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Self-Determination

The ability to manage oneself, make independent choices and adapt to situations. It highlights our inherent drive for growth and mastery.

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Need for Growth

Our natural inclination to seek personal improvement, gain skills and overcome challenges.

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Self-Determination Theory (SDT)

A theory explaining motivation based on fulfilling three fundamental needs: autonomy (control over our actions), competence (feeling capable and effective) and relatedness (feeling connected to others).

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Competence

The belief that we can succeed at a given task, contributing to motivation and encouraging us to strive for challenges.

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Relatedness

The need to feel connected and related to others, promoting a sense of belonging and social support.

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Autonomy

The feeling of being able to act freely and make choices without external pressure.

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Experimental Design

A research method used to determine the causal influence of one variable on another.

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T-test

A statistical test used to compare the means of two groups.

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Outcome variable

A variable that is measured to determine its association with another variable.

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Control variable

A variable that is controlled or held constant to minimize its influence on the outcome variable.

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Correlational Study

A research method that examines the relationship between two or more variables.

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Informational Meaning of Rewards

Rewards that provide feedback on competence or achievements, fostering a sense of autonomy and competence.

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Controlling Meaning of Rewards

Rewards used to influence behavior, often creating pressure or obligation to achieve a specific result.

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Need for Competence

The belief that one can master the necessary skills and abilities.

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Need for Autonomy

The sense of volition to choose activities and act according to personal values.

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Need for Relatedness

The need to feel emotionally connected with others.

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Autonomy-Supportive Rewards

Rewards presented in a supportive manner to convey informational meaning, enhancing performance.

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Autonomy-Threatening Rewards

Rewards presented in a controlling manner to convey controlling meaning, potentially hindering performance.

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Mediating Effect of Psychological Needs

The impact of rewards on performance is mediated by the satisfaction or frustration of psychological needs.

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Informational Rewards Impact

The effect of informational rewards leading to greater need satisfaction and intrinsic motivation.

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Controlling Rewards Impact

The effect of controlling rewards leading to greater need frustration and extrinsic motivation.

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Study 1

A study investigating the impact of reward meaning on psychological needs, motivation, and performance.

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Sample in Study 1

A volunteer sample from a Canadian university's organizational behavior course.

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Autonomy-Supportive Condition

Instructions for the task presented in a supportive and encouraging way.

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Autonomy-Threatening Condition

Instructions for the task presented in a threatening and pressuring way.

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Mediating Variable Measures

Measures used to assess participants' self-reported psychological need satisfaction and frustration.

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Extrinsic Rewards Effect

The idea that giving constant rewards for already intrinsically motivated behavior can decrease the intrinsic motivation.

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Positive Feedback and Autonomy

Positive feedback can increase autonomy by providing confidence and making employees feel more self-directed.

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Functional Meaning of Rewards

Rewards can be perceived differently: as providing information about competence or as control over behaviors.

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Performance-Based Rewards

Performance-based rewards are less likely to undermine intrinsic motivation because they provide information about competence.

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Autonomy-Supportive Management

Autonomy-supportive management practices can enhance intrinsic motivation by making employees feel respected and in control.

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Monetary Rewards and Performance

Monetary rewards can be effective in the short term, but they tend to have a temporary effect on performance and can shift focus from intrinsic motivation to extrinsic gains.

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Collectivist Culture and Autonomy

Collectivist cultures prioritize the group's needs over individual autonomy.

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Individualistic Culture and Autonomy

Individualistic cultures emphasize personal achievement and self-reliance.

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Cultural Differences and Motivation

Cultural differences can influence how individuals perceive and respond to rewards and autonomy.

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Landry et al. (2019) Study

The study by Landry et al. (2019) found that monetary rewards can impact motivation differently depending on how they are perceived by individuals.

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Study Notes

Motivation Theories in Organizational Psychology

  • Maslow's Hierarchy of Needs (1970): A need-based theory proposing that individuals are motivated to move up a hierarchy of needs, starting with physiological and safety needs, then progressing to social, esteem, and ultimately self-actualization needs. Lower-level "deficiency needs" must be met before higher-level "growth needs" can influence motivation.

  • Maslow's Hierarchy of Needs (Application): In the workplace, organizations should prioritize satisfying basic needs (e.g., fair wages, safe environment) before focusing on higher-level needs. Providing breaks, safe equipment, and opportunities for social interaction are crucial for motivation.

  • McClelland's Achievement Motivation (1965): A theory suggesting that individuals are motivated by varying levels of needs for achievement, power, and affiliation, which are learned and can vary across individuals. These needs influence behaviours, and an individual's dominant need often shapes their work approach.

  • McClelland's Achievement Need (Workplace Impact): High achievement-motivated employees are often driven by challenge, feedback, and personal accountability. Low achievers prefer avoiding responsibilities, and their fear of failure affects their motivation.

  • McClelland's Power Need (Workplace Impact): High power-motivated employees seek influence and leadership roles, often driven by status. They prefer personal problem-solving and appraisal goals. Personal power is less effective than organizational power. Low power need employees tend to avoid leadership roles and be dependent on others.

  • McClelland's Affiliation Need (Workplace Impact): High affiliation-motivated employees prioritize social connections, conforming to group norms, and collaboration. They often excel in team-oriented activities like customer service. Low affiliation employees have little desire for social interaction.

  • McClelland's Thematic Apperception Test (TAT): A projective measurement tool used to assess an individual's needs for achievement, power, and affiliation via the interpretation of ambiguous images. This generates a story about the setting and people in the images and these stories are then interpreted using various scoring methodologies which determine the level of needs the individuals. This is a significant weakness as it is a projective test and lacks rigorous validation.

  • Goal-Setting Theory (Latham & Locke, 1984): A theory proposing that specific, challenging, and achievable goals significantly improve performance. Goals are more effective when they are SMART (Specific, Measurable, Achievable, Relevant, Time-bound)

  • Goal-Setting Theory (Principles): Clear goals, achievable challenges, commitment to goals, timely feedback, and managing task complexity, all help to increase employees' motivation and performance.

  • Expectancy Theory (Vroom, 1964): A theory proposing that employee motivation is driven by the perceived relationship between effort, performance, and desired rewards.

  • Expectancy Theory (Components): Motivation relies on Valence (desirability of rewards), Instrumentality (belief that performance leads to rewards), and Expectancy (belief that effort leads to performance).

  • Extrinsic Motivation (Workplace): Motivations driven by external factors such as pay, bonuses, profit-sharing, and performance-related pay are common but can be short-term and potentially demotivating if not implemented effectively.

  • Intrinsic Motivation (Workplace): Motivations arising from internal factors such as recognition, praise, respect, empowerment, sense of belonging, and mastery experiences are more sustainable and linked to satisfaction.

  • Self-Determination Theory (Deci & Ryan, 1985): A theory emphasizing the importance of autonomy, relatedness, and competence in driving intrinsic motivation and optimal psychological functioning.

  • Self-Determination Theory (Key Assumptions): People are naturally motivated to grow and improve and motivation is stronger when people are autonomous, related, and competent.

  • Landry et al. (2019) Study: Research exploring the impact of functional reward meanings on employee motivation and performance, finding that autonomy-supportive rewards foster greater need satisfaction, intrinsic motivation, and better performance than controlling rewards.

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Test your understanding of Maslow's Hierarchy of Needs and its significance in motivation theory. This quiz covers the different levels of needs, including deficiency and growth needs, and explores their implications for self-actualization and motivation in individuals. Challenge yourself with questions about safety, esteem, and the role of unmet needs.

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