Motivating Behaviour and Theories
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Questions and Answers

In the context of organizational behavior, what is the primary focus of motivation?

  • Enhancing employee satisfaction through compensation.
  • Promoting social interactions among team members.
  • Minimizing workplace conflict by enforcing strict rules.
  • Directing and sustaining action toward achieving a goal. (correct)

    • According to expectancy theory, what does 'instrumentality' refer to?

  • The perceived relationship between performance and organizational rewards. (correct)
  • The value an individual places on potential rewards.
  • The comparison of one's input-outcome ratio with that of others.
  • The perceived probability that effort will lead to performance.

    • In the context of equity theory, what does 'Self-Outside' refer to?

  • Comparing one's experiences with one's experiences outside the current organization. (correct)
  • Comparing one's current experiences within the current organization.
  • Comparing one's experiences with someone else's experiences inside the organization.
  • Comparing one's experiences with someone else's experiences outside the current organization.

    • Which of the following best describes the contemporary view of learning?

    <p>Learning as a cognitive process where people are conscious and active participants. (D)</p> Signup and view all the answers

    According to reinforcement theory, what is the most effective way to use rewards to increase desired behaviors?

    <p>Using rewards immediately after the desired behavior occurs. (D)</p> Signup and view all the answers

    According to social learning theory, which condition does NOT facilitate the imitation of observed behavior:

    <p>The behavior being observed and imitated must be complex and intellectual. (C)</p> Signup and view all the answers

    Which element is NOT considered one of the core components defining motivation?

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

    According to the provided content, what primarily impacts an individual's motivation?

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

    What distinguishes intrinsic motivators from extrinsic motivators?

    <p>Intrinsic motivators are fueled by the work itself, while extrinsic motivators come from outside the individual. (D)</p> Signup and view all the answers

    According to Maslow's Hierarchy of Needs, which of the following represents a higher-order need?

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

    In Herzberg's Two-Factor Theory, what is the primary effect of addressing factors related to job dissatisfaction?

    <p>It makes the workplace better but may not directly influence motivation. (C)</p> Signup and view all the answers

    According to the acquired needs theory, which of the following describes individuals with a high need for achievement (nAch)?

    <p>They excel when given tasks with a high degree of personal responsibility and feedback. (C)</p> Signup and view all the answers

    What level of need for affiliation and power is most related to success in management roles?

    <p>Low need for affiliation and high need for power (D)</p> Signup and view all the answers

    What is the main focus of process theories of motivation?

    <p>Examining broader motivational dynamics and the pathways through which people become motivated (D)</p> Signup and view all the answers

    According to expectancy theory, what three beliefs must individuals hold to be motivated to put effort into their work?

    <p>Effort, performance, and rewards (A)</p> Signup and view all the answers

    Per Expectancy Theory, what does expectancy refer to?

    <p>The link between effort and performance (A)</p> Signup and view all the answers

    <h1>=</h1> <h1>=</h1> Signup and view all the answers

    Flashcards

    Motivation

    The driving force behind actions and behaviors.

    Intrinsic Motivation

    Motivation driven by internal rewards or personal satisfaction.

    Extrinsic Motivation

    Motivation driven by external rewards or outcomes.

    Maslow's Hierarchy of Needs

    A theory proposing that human motivations are arranged in a hierarchy.

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    Goal Setting

    The process of identifying something you want to achieve.

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    Self-Efficacy

    Belief in one's ability to succeed in specific situations.

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    Achievement Motivation

    The drive to pursue and achieve goals successfully.

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    Instrumentality

    The belief that performance will lead to rewards.

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    Valence

    The attractiveness of a reward to an individual.

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    Equity Theory

    The comparison of inputs and outcomes relative to others.

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    Reinforcement Theory

    Behavior is shaped by its consequences and rewards.

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    Social Learning Theory

    Learning through observing and imitating others' behaviors.

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    Theory X

    A view of motivation that is based on a negative perspective and relies on extrinsic factors.

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    Theory Y

    A positive view of motivation focusing on intrinsic factors and the inherent enjoyment of work.

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    Intrinsic Motivators

    Internal desires that motivate individuals based on the enjoyment of the work itself.

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    Extrinsic Motivators

    Factors outside the individual that provide motivation, such as rewards and recognition.

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    Two Factor Theory

    Herzberg's theory categorizing job factors into intrinsic (satisfaction) and extrinsic (dissatisfaction).

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    Need for Achievement

    An individual's desire to meet standards and succeed in tasks, often linked to personal responsibility.

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    Expectancy Theory

    Theory suggesting motivation is based on the belief that effort leads to performance and performance leads to rewards.

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    Acquired Needs Theory

    Theory identifying three main needs: achievement, power, and affiliation that drive motivation.

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    Study Notes

    Motivating Behaviour

    • Motivation is a process that accounts for intensity, direction, and persistence of effort towards reaching a goal
    • Intensity: how hard a person tries
    • Direction: where effort is channeled
    • Persistence: how long a person can maintain effort

    Motivation Theories

    • Theory X: Negative view of individuals, suggesting they are extrinsically motivated.
    • Theory Y: Positive view of individuals, suggesting they are intrinsically motivated.

    Performance = Motivation x Ability x Environment

    • Performance is influenced by motivation, ability, and the work environment

    Types of Motivation

    • Intrinsic motivation: Internal desire. Motivated by the work itself.
    • Extrinsic motivation: Motivated by factors outside the individual.

    Motivation Theories - NEEDS

    • Needs Theories: Explore different needs (e.g., physiological, safety, social, esteem, self-actualization) that need to be met to motivate individuals.

    Motivation Theories - PROCESS

    • Process Theories: Focus on the ways in which people are motivated. Examples include expectancy theory, equity theory, and reinforcement theory.
    • These theories analyze how people evaluate behaviour leading to motivation and how to direct that behaviour.

    Maslow's Hierarchy of Needs

    • Proposed by Abraham Maslow, this theory outlines five categories of needs, often shown as a pyramid.
    • Lower order needs (external): Physiological, safety, and social needs.
    • Higher order needs (internal): Esteem and self-actualization.
    • Order in which these needs must be met varies. The order displayed in a pyramid is not always linear; it can be fluid and depend on experience and life circumstances.

    Maslow's Hierarchy of Needs at Work

    • The hierarchy of needs can explain workplace motivation: Physiological needs = pay and benefits, Safety needs = job security, belonging needs = teamwork and relationship, high-order needs = recognition, promotion, challenge.

    ERG Theory

    • Existence needs: Basic needs like physiological and security.
    • Relatedness needs: Belonging, acceptance, and connection to others.
    • Growth needs: Self-development and advancement, self-esteem.
    • These needs can be present simultaneously and pursued in tandem.

    Motivation-Hygiene Theory

    • Proposed by Frederick Herzberg.
    • Intrinsic factors: Related to job satisfaction (e.g., achievement, recognition, work itself, responsibility, and growth). These factors positively contribute to job satisfaction.
    • Extrinsic factors: Related to job dissatisfaction (e.g., work policies, supervision, interpersonal relations, and work conditions). These factors negatively, but not always, correlate to job satisfaction

    Work Satisfying or Dissatisfying

    • Work is either satisfying/not satisfying or dissatisfying/not dissatisfying.
    • Changing factors linked to dissatisfaction may improve the workplace, but not necessarily motivate the individual.

    TAT (Thematic Apperception Test)

    • A psychological assessment tool used to measure an individual's needs, motivations, and perceptions.

    McClelland's Needs

    • Need for Achievement (nAch): Excellence, striving to succeed, achieving standards.
    • Need for Power (nPow): Influencing others' behaviour.
    • Need for Affiliation (nAff): Strong desire for close, friendly interpersonal relationships.
    • People with distinct needs are motivated by different stimuli.

    Need for Achievement (nAch) at Work

    • High achievers are motivated by challenges with a 50% likelihood of success
    • They desire responsibility, feedback, and chances to succeed.
    • They aren't necessarily focused on leading or managing a team, but rather performing successfully individually.
    • Need for affiliation and/or power may be less influential in achieving success in this case.

    Expectancy Theory

    • Individuals are motivated when they believe effort leads to good performance, good performance leads to rewards, and rewards satisfy their personal goals

    Equity Theory

    • Individuals compare their inputs and outcomes to those of others and seek fairness.
    • This can affect motivation if the individual feels undervalued or overvalued.

    Justice Perceptions

    • Fairness of resources and rewards allocated.

    Reinforcement Theory

    • Learning through the consequences of actions.
    • Operant conditioning: People act to get something or avoid something using rewards and punishments.

    Schedules of Reinforcement

    • Continuous: Reward after every desired behavior for a quicker learning process.
    • Fixed-interval: Rewards at set time intervals.
    • Variable-interval: Rewards given at irregular time intervals.
    • Fixed-ratio: Rewards given after a fixed number of desired behaviors.
    • Variable-ratio: Rewards given after a variable number of desired behaviors.

    Social Learning

    • Learning by observing others, recognizing consequences, and adjusting behavior accordingly.
    • Behavior must be relatively simple, concrete, and within the learner's ability.

    Bobo Doll Experiment

    • Illustrates social learning. Observation of violence can lead to the replication of behavior.

    Equity Theory - Comparing inputs and outcomes

    • Self-Inside: comparing different positions within an organization.
    • Self-Outside: comparing a person's position to someone outside of the organization.
    • Other-Inside: comparing your experience with someone else's situation within your organization.
    • Other-Outside: comparing your experience to someone else's outside of the organization.

    Motivation to Reduce Inequity

    • Change inputs.
    • Change outcomes.
    • Alter perceptions of self.
    • Alter perceptions of other.
    • Change comparisons.
    • Leave the situation.

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    Motivating Behaviour Chapters 5 PDF

    Description

    Explore the various aspects of motivation, including its definition, types, and the influential theories such as Theory X and Theory Y. This quiz covers intrinsic and extrinsic motivation, as well as the relationship between motivation, ability, and performance.

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