Motivation and Job Satisfaction in Organizations
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Motivation and Job Satisfaction in Organizations

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Questions and Answers

What does self-actualization refer to?

  • Achieving financial stability.
  • Becoming all you are capable of becoming. (correct)
  • The need to bond with others.
  • Feeling safe from threats.

    • Which of the following best defines SMART goals?

  • General and broad goals.
  • Non-specific goals that ensure quick results.
  • Goals that focus only on long-term outcomes.
  • Goals that are specific, measurable, achievable, realistic, and timely. (correct)

    • What does task identity refer to?

  • The level of rewards associated with completing a task.
  • The completeness of a piece of work from start to finish. (correct)
  • The degree of variety in tasks assigned.
  • How significantly a job affects others.

    • How does variable ratio reinforcement work?

    <p>Rewards are given in a random pattern based on conditions.</p> Signup and view all the answers

    In the triple bottom line (TBL), which of the following aspects is NOT evaluated?

    <p>Employee happiness.</p> Signup and view all the answers

    What is the primary outcome of motivation in an individual?

    <p>Action towards goals</p> Signup and view all the answers

    Which of the following is NOT considered a motivator in the workplace?

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

    What does negative reinforcement aim to achieve?

    <p>To eliminate unpleasant outcomes for increased behavior</p> Signup and view all the answers

    Which stage is NOT part of the Organizational Behavior Modification (OB Mod) process?

    <p>Identifying external distractions</p> Signup and view all the answers

    What does positive reinforcement involve?

    <p>Rewarding desirable behaviors to increase their occurrence</p> Signup and view all the answers

    Which of the following best describes procedural justice?

    <p>Fair decision-making procedures</p> Signup and view all the answers

    Which need corresponds with Maslow's social needs according to ERG theory?

    <p>Relatedness needs</p> Signup and view all the answers

    What is the primary focus of reinforcement theory?

    <p>Behavior as a function of its consequences</p> Signup and view all the answers

    What does a fixed interval schedule in reinforcement pertain to?

    <p>Rewards given after a specific period of time</p> Signup and view all the answers

    Which of the following best describes hygiene factors?

    <p>Job elements that can cause dissatisfaction if not addressed</p> Signup and view all the answers

    What does autonomy refer to in a work context?

    <p>The freedom to choose how to perform tasks</p> Signup and view all the answers

    How does job rotation benefit employees?

    <p>It helps in developing a wide range of skills and reduces monotony</p> Signup and view all the answers

    Which of the following best describes distributive justice?

    <p>Fairness of outputs received from the organization</p> Signup and view all the answers

    What is the goal of job enrichment?

    <p>To increase control and responsibility in how tasks are executed</p> Signup and view all the answers

    In ERG theory, existence needs correspond to which of Maslow's needs?

    <p>Physiological and safety needs</p> Signup and view all the answers

    Which psychological state is NOT a result of the job characteristics model?

    <p>Direct supervision</p> Signup and view all the answers

    In ERG theory, growth needs correspond to which of Maslow's hierarchy levels?

    <p>Esteem and self-actualization needs</p> Signup and view all the answers

    Expectancy in a workplace refers to what perception?

    <p>That high effort will lead to desired outcomes</p> Signup and view all the answers

    What is a characteristic of 'entitleds' in the context of equity sensitivity?

    <p>They expect to receive a lot without giving much in return</p> Signup and view all the answers

    What does interactional justice primarily concern itself with?

    <p>The treatment of individuals during interpersonal interactions</p> Signup and view all the answers

    What does instrumentality refer to in a performance context?

    <p>The perceived connection between performance and subsequent rewards</p> Signup and view all the answers

    Which of these is an example of continuous schedules in reinforcement?

    <p>Providing a commission every time a sale is made</p> Signup and view all the answers

    What is the primary focus of a balanced scorecard?

    <p>Key financial and nonfinancial indicators</p> Signup and view all the answers

    What does extinction aim to achieve in behavior management?

    <p>To eliminate undesired behaviors by ignoring them</p> Signup and view all the answers

    Study Notes

    Motivation and Job Satisfaction

    • Motivation is the process that moves an individual to act in order to achieve a goal. Companies use several strategies to motivate their employees including:
      • Organizational Behavior Modification (OB Mod): This is a systematic approach to behavior change that involves:
        • Identifying target behaviors.
        • Measuring the baseline of the behavior.
        • Understanding the antecedents (triggers) and consequences.
        • Implementing an intervention.
        • Evaluating and maintaining the behavior.
      • Reinforcement Theory: This theory argues that behaviors are influenced by their consequences, and employs four interventions:
        • Positive Reinforcement: Rewarding positive behavior with positive consequences.
        • Negative Reinforcement: Increasing desired behaviors by removing negative consequences.
        • Extinction: Reducing unwanted behavior by ignoring it.
        • Punishment: Decreasing undesired behavior through negative consequences.
      • Reinforcement Schedules: The timing of reinforcement also influences behavior, leading to different reinforcement schedules.
        • Continuous Schedules: Reward given after every positive behavior.
        • Fixed Ratio Schedules: Reward given after a number of times that the right behavior is demonstrated.
        • Fixed Interval Schedules: Reward given after a fixed period of time.
        • Variable Ratios: Reward given in a random pattern.
    • Equity Theory: This theory claims that people are driven by a sense of fairness, and compare their input (effort) and output (rewards) with a referent (another person or group). Perceived inequity can lead to tension and drive individuals to reduce the disparity.
    • Expectancy Theory: This theory holds that motivation is driven by an individual's belief that effort will translate into desired outcomes. It focuses on three key elements that influence motivation:
      • Expectancy: Belief that effort will lead to desired outcomes.
      • Instrumentality: Perception that performance will lead to desired outcomes.
      • Valence: The anticipated satisfaction of the value of the rewards.
    • ERG Theory: This theory simplifies Maslow's hierarchy of needs into three categories:
      • Existence Needs: Similar to physiological and safety needs.
      • Relatedness Needs: Corresponding to social needs.
      • Growth Needs: Aligned with esteem and self-actualization needs.
    • Job Characteristics Model: This model describes five core job dimensions that lead to three critical psychological states:
      • Core Job Dimensions:
        • Skill Variety: The range of skills used in a job.
        • Task Identity: Whether the employee completes a whole task.
        • Task Significance: How the job affects others.
        • Autonomy: The degree of control and decision making.
        • Feedback: How quickly and effectively the employee receives information about their performance.
      • Critical Psychological States:
        • Meaningfulness: The degree to which the job is perceived as important and valuable
        • Responsibility: The employee's feeling of personal accountability for outcomes.
        • Knowledge of Results: The degree to which the employee has info about their effectiveness.
    • Job redesigning: This involves redefining jobs to boost satisfaction and motivation.
      • Job Enrichment: Provides employees with greater control, responsibility and experience.
      • Job Enlargement: Adds variety to the tasks.
      • Job Rotation: Shifts employees between different jobs to acquire new skills.
    • Performance Management Systems: These involve a continuous improvement process to help employees set goals and achieve performance goals.
      • Performance Evaluation: A constructive process to give feedback on employee performance.
    • Corporate Social Responsibility (CSR): The way companies manage their operations to have a positive impact on society.
      • Triple Bottom Line (TBL): Measures a company's economic, social, and environmental performance.
    • Key Performance Indicators: Financial and non-financial indicators used to gauge performance.
      • Balanced Scorecard: A focused set of key indicators to measure performance across various dimensions.
    • Feedback: Communication about behavior and its outcomes.
    • Goals: Outcome statements that define what an organization is striving to accomplish.
    • SMART goals: Specific, Measurable, Achievable, Realistic, and Timely.
    • Autonomy: The degree of freedom employees have to decide how to work.
    • Distributive Justice: The perceived fairness of the outcomes received from the organization.
    • Procedural Justice: The perceived fairness of the procedures by which outcomes are allocated and decisions are made.
    • Interactional Justice: The perceived fairness of treatment in interpersonal interactions.
    • Justice Sensitivity: The degree to which an individual expects equitable relationships and experiences distress when they feel over or under-rewarded.
    • Benevolents: Individuals who give without expecting much in return.
    • Entitleds: Individuals who expect to receive a lot without giving much in return.
    • High Need for Affiliation: Individuals who want to be liked and accepted by others.
    • Need for Power: Individuals who desire to influence others and control their environment.

    Hygiene and Motivators

    • Hygiene Factors: Elements of a job that cause dissatisfaction, such as:
      • Company policies.
      • Supervision.
      • Working Conditions.
      • Salary.
      • Safety.
      • Security.
    • Motivators: Elements of a job that cause satisfaction and encourage better performance, such as:
      • Achievement.
      • Recognition.
      • Interesting Work.
      • Increased Responsibility.
      • Advancement.
      • Growth Opportunities.

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    Description

    Explore the key concepts of motivation and job satisfaction within organizational settings. This quiz covers strategies for employee motivation including Organizational Behavior Modification and Reinforcement Theory. Assess your understanding of how these motivational techniques influence employee behavior and performance.

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