Motivating Employees: Chapter 8 Quiz
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Questions and Answers

What are motivation factors according to Herzberg's Two-Factor Theory?

  • Factors linked to job security and working relationships
  • Intrinsic characteristics of the job that lead to satisfaction (correct)
  • Company policies that affect employee morale
  • Extrinsic characteristics that cause dissatisfaction

Which of the following represents maintenance factors in Herzberg’s Theory?

  • Personal fulfillment from work
  • Opportunities for promotion
  • Recognition for achievements
  • Job security and working conditions (correct)

What is considered the opposite of job satisfaction in Herzberg's view?

  • Low morale
  • No job satisfaction (correct)
  • Job dissatisfaction
  • High employee turnover

How does Herzberg categorize factors that lead to dissatisfaction?

<p>Only as maintenance factors (D)</p> Signup and view all the answers

Which of the following is NOT a motivational factor as defined by Herzberg?

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

What can cause dissatisfaction according to Herzberg’s Two-Factor Theory?

<p>Poor working conditions (B)</p> Signup and view all the answers

According to Herzberg, which statement about job factors is correct?

<p>Only intrinsic factors lead to job satisfaction (A)</p> Signup and view all the answers

In Herzberg’s Two-Factor Theory, which aspect is primarily linked to self-growth and self-actualization?

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

What is the initial component of the motivation process that reflects the energy to initiate behavior?

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

Which aspect of motivation involves the choice of behavior during the motivation process?

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

Maintenance in the motivation process can be best described as which of the following?

<p>The resilience to face and overcome obstacles (D)</p> Signup and view all the answers

Why are motivated, engaged employees considered valuable to an organization?

<p>They contribute to higher productivity and morale. (C)</p> Signup and view all the answers

What is the primary benefit of a Flexible Working System for employees?

<p>Greater freedom to perform duties (A)</p> Signup and view all the answers

In the motivation process, which component would best explain the behavior of a hungry person continuing to look for food?

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

Which of the following is NOT a type of flexible work arrangement mentioned?

<p>Teleworking from multiple locations (B)</p> Signup and view all the answers

How does flextime improve employee motivation?

<p>By allowing employees to choose their work schedule (C)</p> Signup and view all the answers

What does the term 'motivational state' primarily refer to?

<p>An individual's drive to perform tasks (C)</p> Signup and view all the answers

How can understanding employee motivation assist managers in an organization?

<p>It enables them to influence behaviors effectively. (C)</p> Signup and view all the answers

What is a key characteristic of a compressed work-week?

<p>Employees work extra hours to take a day off (A)</p> Signup and view all the answers

Which of the following best summarizes the role of motivation in employee performance?

<p>Motivated employees are more likely to achieve goals and stay engaged. (A)</p> Signup and view all the answers

Which statement is accurate regarding the Flexible Working System?

<p>It allows employees to balance personal and professional life. (A)</p> Signup and view all the answers

For which type of tasks does flextime work best?

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

What is one potential drawback of a Flexible Working System?

<p>Less flexibility for all job types (D)</p> Signup and view all the answers

Why might a company implement a Flexible Working System?

<p>To increase employee performance and productivity (D)</p> Signup and view all the answers

What is a primary assumption of managers who follow Theory X?

<p>Employees inherently dislike work and will try to avoid it. (B)</p> Signup and view all the answers

Which statement aligns with the assumptions of Theory Y?

<p>When committed, individuals will exercise self-direction. (B)</p> Signup and view all the answers

According to Theory X, how do employees generally prioritize their job-related factors?

<p>Employees place job security above other factors. (B)</p> Signup and view all the answers

What characteristic is often associated with Theory Y workers?

<p>They possess innovative decision-making skills. (B)</p> Signup and view all the answers

What motivational approach do managers following Theory Y commonly adopt?

<p>They encourage employee autonomy and responsibility. (A)</p> Signup and view all the answers

Which of the following would Theory X managers likely believe about employee ambition?

<p>Employees typically have little ambition and prefer stability. (A)</p> Signup and view all the answers

How do Theory Y managers perceive the relationship between work and play?

<p>Work can be viewed as a natural and enjoyable activity. (B)</p> Signup and view all the answers

Which perspective on responsibility is likely held by Theory X managers?

<p>Many employees prefer avoiding responsibilities and seeking direction. (B)</p> Signup and view all the answers

What is one way managers can increase work motivation using the Job Characteristics Model (JCM)?

<p>Ensure work has a variety of skills. (C)</p> Signup and view all the answers

How does adequate autonomy in job design impact employees?

<p>It increases motivation and creativity. (B)</p> Signup and view all the answers

What role does task significance play in employee motivation?

<p>It helps employees understand the value of their work. (C)</p> Signup and view all the answers

Which job design technique involves periodically moving employees from one job to another?

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

What is the main focus of job enlargement?

<p>Increasing the number of tasks for an employee. (C)</p> Signup and view all the answers

How does job enrichment enhance employee roles?

<p>By providing additional responsibilities for planning and scheduling. (C)</p> Signup and view all the answers

Why is receiving feedback important for employees?

<p>It helps employees learn how to deal with customers. (D)</p> Signup and view all the answers

What benefit does job rotation provide to employees?

<p>Helps develop multi-skilled employees. (A)</p> Signup and view all the answers

What does the effort-performance relationship in Vroom's Expectancy Theory primarily assess?

<p>The probability that effort will lead to performance. (C)</p> Signup and view all the answers

In Vroom's Expectancy Theory, what is the focus of the performance-rewards relationship?

<p>The belief that performance will lead to a desirable outcome. (C)</p> Signup and view all the answers

What does valence in Vroom's Expectancy Theory refer to?

<p>The attractiveness of the rewards to the individual. (B)</p> Signup and view all the answers

According to goal-setting theory, how can employee involvement in goal setting affect motivation?

<p>It increases ownership and acceptance of the goals. (C)</p> Signup and view all the answers

Which of the following factors is NOT part of Vroom's Expectancy Theory?

<p>Feedback mechanism. (B)</p> Signup and view all the answers

What is the role of feedback in goal-setting theory?

<p>To provide direction and inform employees of their performance status. (A)</p> Signup and view all the answers

Which statement best describes the concept of instrumentality in Vroom's Expectancy Theory?

<p>It determines the relationship between performance and subsequent rewards. (B)</p> Signup and view all the answers

How do specific and challenging goals influence task performance according to goal-setting theory?

<p>They contribute to higher motivation and improved task performance. (D)</p> Signup and view all the answers

Flashcards

Motivation

A psychological state that drives a person to act. It's the desire to engage in a specific action or task.

Arousal

The amount of energy or effort someone puts into a behavior.

Direction

The specific path or choice someone makes when motivated.

Maintenance

The determination to continue an action even when facing challenges.

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Motivators

The benefits that individuals receive as a result of their specific behaviors, efforts, and contributions within an organization.

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Motivational Factors

The factors that can increase or decrease an individual's motivation to engage in specific behaviors or tasks.

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Motivated Employees

Employees who are enthusiastic about their work, committed to their organization, and contribute significantly to its success.

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Understanding Employee Motivation

Managers' ability to recognize and understand the factors that drive employees' motivation and behavior.

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Theory X

Theory X assumes employees inherently dislike work and need constant motivation and control.

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Theory Y

Theory Y assumes employees are naturally motivated and seek responsibility.

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Theory X Assumption 1

Employees dislike work and will try to avoid it. They must be coerced or controlled.

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Theory X Assumption 3

Employees avoid responsibilities and seek formal direction.

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Theory Y Assumption 1

Employees can view work as natural and enjoyable.

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Theory Y Assumption 2

When committed to their goals, employees will exercise self-direction and self-control.

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Theory Y Assumption 3

Employees can learn to accept and even seek responsibility.

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Theory Y Assumption 4

Many workers have innovative decision-making skills.

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Maintenance Factors

External factors related to the work environment, such as job security, working conditions, and company policies.

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Herzberg's Two-Factor Theory: Distinct Satisfaction and Dissatisfaction

Herzberg's theory suggests that job satisfaction is not simply the absence of dissatisfaction, and vice versa. There are separate factors that contribute to each.

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No Job Satisfaction

The absence of motivational factors doesn't lead to dissatisfaction; it simply means there's no positive job satisfaction.

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Maintenance Factors Don't Motivate

Even if maintenance factors are absent, they won't motivate employees. They only lead to dissatisfaction if they're missing.

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No Job Dissatisfaction

According to Herzberg, the absence of dissatisfaction doesn't necessarily mean employees are satisfied. It just means there's no actively bad experience.

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Motivation Comes from Within

Motivational factors, intrinsic to the job itself, are essential for employee satisfaction and motivation.

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Maintenance Factors Prevent Dissatisfaction

Maintenance factors, extrinsic to the job, are necessary to prevent dissatisfaction, but not enough to truly motivate employees.

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Expectancy in Vroom's Theory

The belief that effort leads to performance. If I put in the work, will I be able to do the task well?

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Instrumentality in Vroom's Theory

The belief that good performance leads to rewards. If I do the task well, will I be rewarded?

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Valence in Vroom's Theory

The value placed on the rewards. Are the rewards important or appealing to me?

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Vroom's Expectancy Theory Formula

Motivation is the product of expectancy, instrumentality, and valence. If any of these factors are low, motivation will be low.

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Goal Setting Theory

Goal setting theory states that specific and challenging goals help improve task performance.

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Feedback in Goal Setting

Clear feedback about performance and rewards help direct employee behavior and boost motivation.

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Employee Participation in Goal Setting

Employees feel more ownership over goals they participate in setting, leading to increased commitment and involvement.

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Key Concepts of Goal Setting Theory

The theory emphasizes the importance of setting clear and challenging goals and providing regular feedback.

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Skills Variety

Giving employees variety in their tasks, reducing boredom and encouraging engagement.

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Autonomy

Allowing employees to have control over how they accomplish their work, promoting a sense of ownership and responsibility.

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Task Significance

Connecting tasks to a larger purpose or goal, making employees understand the impact of their work.

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Feedback

Providing regular feedback on performance and progress, helping employees see their contributions and how to improve.

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Job Rotation

Periodically shifting employees between different tasks or roles, promoting flexibility and skill development.

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Job Enlargement

Expanding the range of tasks within a job, potentially increasing efficiency and flexibility.

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Job Enrichment

Giving employees more responsibility for planning, scheduling, and coordinating their work, increasing autonomy and motivation.

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JCM for Motivation

Using the Job Characteristics Model (JCM) to improve work motivation through redesigning jobs. This involves increasing skills variety, autonomy, task significance, and feedback, leading to greater employee engagement and satisfaction.

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Flextime

A work model that allows employees to adjust their work schedule, often choosing their start and end times, while adhering to set core hours.

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Telework/Telecommuting

A work arrangement where employees perform their roles from a remote location, typically at home, for part of the week.

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Compressed work-week

A work schedule where employees work longer days but have fewer days off, often a four-day work week.

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Flexible Work System

A modern management concept that emphasizes providing employees with greater freedom and flexibility in their work arrangements.

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Horizontal Job Loading

This refers to the variety of tasks an employee is responsible for within their job. A wider range of tasks leads to higher horizontal job loading.

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Benefits of Flexible Work Systems

The benefit of allowing employees to adjust their work schedules includes increased employee motivation, fostering a better work-life balance, and boosting productivity.

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Personalized Work Environments

Flexible work arrangements cater to different needs and preferences, aiming to create a more engaging and fulfilling work environment.

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Empowered Employees

Flexible work models promote a sense of trust and autonomy, empowering employees to take ownership of their work schedule and responsibilities.

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Study Notes

Chapter 8: Motivating Employees

  • Motivation is a psychological state arising from within employees, representing their willingness to work.
  • Motivation is a crucial factor in employee behavior.
  • Motivated and engaged employees are valuable assets to any organization.
  • Understanding employee motivations allows managers to design effective strategies influencing their behavior.

What is Motivation?

  • The motivation process comprises three components:
    • Arousal: The intensity of energy driving behavior (e.g., hunger prompting food-seeking).
    • Direction: The chosen course of action (e.g., choosing a specific type of food).
    • Maintenance: The persistence of effort despite obstacles (e.g., continued searching for food when hungry).

The Motivation Process

  • A need arises when there's a gap between current and desired situations, creating tension (frustration, stress).
  • The resulting tension motivates individuals to seek behaviors satisfying their needs.
  • Once needs are met, the tension diminishes temporarily.

Types of Motivation

  • Extrinsic Motivation: Driven by external rewards (e.g., trophies, money, praise).
  • Intrinsic Motivation: Driven internally (e.g., satisfaction from solving a puzzle).

Why Motivation Matters

  • Decreased employee turnover, absenteeism, and accidents.
  • Improved relationships among coworkers.
  • Enhanced customer service.
  • Increased creativity, innovation, and problem-solving abilities.
  • Higher employee productivity and commitment to their work.

Theories of Motivation

  • Classic Theories:
    • Maslow's Hierarchy of Needs (physiological, safety, belonging, esteem, self-actualization). Managers can cater to these needs to motivate employees. Physiological needs include comfortable working conditions, reasonable hours & breaks. Safety needs include safe working conditions, security and compensation. Belongingness needs are met by encouraging teamwork and accessibility by supervisors. Esteem needs are met through praise, recognition and opportunities for responsibility. Self actualization is met by challenging work, decision-making and flexibility.
    • Herzberg's Two-Factor Theory (motivation factors & maintenance factors). Intrinsic characteristics of the job itself (achievement, recognition) lead to satisfaction, while extrinsic factors, like job security, working conditions, cause dissatisfaction if lacking, but do not motivate if present.
    • McGregor's Theory X and Theory Y (representing different assumptions about employees). Theory X assumes employees dislike work and need external motivation, while Theory Y assumes employees are self-motivated and seek responsibility.
  • Contemporary Theories:
    • Vroom's Expectancy Theory (expectancy, instrumentality, valence). Motivation depends on individual beliefs about effort leading to performance, performance leading to rewards, and reward value to the individual.
    • Goal-Setting Theory: Specific and challenging goals, combined with feedback, motivate high performance. Employees participate in goal setting to increase involvement and acceptance.
    • Job Characteristics Model (JCM): Five characteristics (skill variety, task identity, task significance, autonomy, feedback) of work that contribute to employee motivation and satisfaction.

Job Design/Redesign Techniques

  • Job Rotation: Moving employees among different tasks to reduce monotony.
  • Job Enlargement: Increasing the number of tasks in a job to enhance employee involvement.
  • Job Enrichment: Adding more responsibilities to a job, including planning, scheduling, and controlling.

Flexible Work Systems

  • Flexible work systems offer employees increased freedom in work arrangements such as compressed work-weeks, telecommuting, flextime, job sharing, and extended work schedules. This fosters a balance between personal and professional life.

  • Modern workplaces adopt flexible systems to increase employee performance, satisfaction, and productivity.

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BCOR 120 Chap 8 2025 PDF

Description

Test your understanding of employee motivation with this quiz based on Chapter 8. Explore key concepts including the motivation process and its significance in organizational behavior. Dive into the factors influencing employee engagement and learn how to apply motivational strategies effectively.

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