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What three key elements are included in the definition of motivation?
What three key elements are included in the definition of motivation?
Intensity, direction, and persistence
According to Maslow's hierarchy of needs, once a need is substantially satisfied, it no longer motivates.
According to Maslow's hierarchy of needs, once a need is substantially satisfied, it no longer motivates.
True
Maslow's theory of needs is well-supported by empirical research.
Maslow's theory of needs is well-supported by empirical research.
False
Which of the following are considered lower-order needs according to Maslow?
Which of the following are considered lower-order needs according to Maslow?
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Which of the following is NOT an assumption of Douglas McGregor's Theory X?
Which of the following is NOT an assumption of Douglas McGregor's Theory X?
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What is the key difference between Theory X and Theory Y in McGregor's framework?
What is the key difference between Theory X and Theory Y in McGregor's framework?
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Herzberg's two-factor theory suggests that the opposite of satisfaction is dissatisfaction.
Herzberg's two-factor theory suggests that the opposite of satisfaction is dissatisfaction.
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What are the three core needs identified in Clayton Alderfer's ERG theory?
What are the three core needs identified in Clayton Alderfer's ERG theory?
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According to ERG theory, the satisfaction of a higher-level need can lead to a regression to a lower-level need if the higher-level need is frustrated.
According to ERG theory, the satisfaction of a higher-level need can lead to a regression to a lower-level need if the higher-level need is frustrated.
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Describe a key characteristic of individuals with a high need for achievement.
Describe a key characteristic of individuals with a high need for achievement.
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What is the primary focus of Edwin Locke's goal-setting theory?
What is the primary focus of Edwin Locke's goal-setting theory?
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According to goal-setting theory, difficult goals are always more motivating than easy goals.
According to goal-setting theory, difficult goals are always more motivating than easy goals.
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Self-generated feedback is generally more effective than externally generated feedback in motivating individuals.
Self-generated feedback is generally more effective than externally generated feedback in motivating individuals.
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What are the four factors that influence the relationship between goals and performance, as identified by goal-setting theory?
What are the four factors that influence the relationship between goals and performance, as identified by goal-setting theory?
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Reinforcement theory focuses on the internal cognitive processes that motivate individuals.
Reinforcement theory focuses on the internal cognitive processes that motivate individuals.
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What is the primary focus of equity theory?
What is the primary focus of equity theory?
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When an employee perceives an inequity, what are the primary choices they might make to restore equity?
When an employee perceives an inequity, what are the primary choices they might make to restore equity?
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Equity theory suggests that over-rewarded employees are more likely to produce more than equitably paid employees.
Equity theory suggests that over-rewarded employees are more likely to produce more than equitably paid employees.
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Recent research suggests that procedural justice is more important than distributive justice in influencing employee satisfaction.
Recent research suggests that procedural justice is more important than distributive justice in influencing employee satisfaction.
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What are the three key relationships that are central to Victor Vroom's expectancy theory?
What are the three key relationships that are central to Victor Vroom's expectancy theory?
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Expectancy theory suggests that an employee will be motivated to exert high effort if they believe that their effort will lead to a good performance appraisal and that the appraisal will result in rewards that satisfy their personal goals.
Expectancy theory suggests that an employee will be motivated to exert high effort if they believe that their effort will lead to a good performance appraisal and that the appraisal will result in rewards that satisfy their personal goals.
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Expectancy theory has been widely accepted and is well-supported by empirical research.
Expectancy theory has been widely accepted and is well-supported by empirical research.
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What is the central idea behind the concept of "individual differences" as it applies to motivating employees?
What is the central idea behind the concept of "individual differences" as it applies to motivating employees?
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Study Notes
Motivation - Chapter 4
- Motivation is the process describing an individual's intensity, direction, and persistence of effort toward attaining a goal. This is particularly focused on organizational goals.
- Key elements in motivation:
- Intensity: How hard a person tries.
- Direction: Effort aligned with organizational goals.
- Persistence: How long a person can maintain effort.
- Early theories of motivation (1950s) are heavily attacked and questionable, but still known:
- Hierarchy of Needs Theory (Maslow):
- Physiological needs (hunger, thirst, shelter).
- Safety needs (security, protection).
- Social needs (affection, belongingness).
- Esteem needs (self-respect, autonomy, status).
- Self-actualization (achieving one's potential).
- Needs become dominant as others are satisfied.
- Theory X and Theory Y (McGregor):
- Theory X: Employees inherently dislike work, need to be controlled.
- Theory Y: Work is natural, employees seek responsibility.
- Hierarchy of Needs Theory (Maslow):
- Two-Factor Theory (Herzberg):
- Dissatisfaction and satisfaction are separate constructs.
- Motivators (intrinsic factors): work itself, responsibility, achievement.
- Hygiene factors (extrinsic factors): pay, company policies, supervision.
- Removing dissatisfiers doesn't necessarily lead to satisfaction.
Contemporary Theories of Motivation
- ERG Theory (Alderfer):
- Existence needs (physiological and safety).
- Relatedness needs (social, belongingness, external esteem).
- Growth needs (esteem, self-actualization).
- Multiple needs can be active at once; frustration in higher-level needs can lead to regression to lower needs.
- McClelland's Theory of Needs:
- Need for achievement: Drive to excel and succeed.
- Need for power: Control and influence others.
- Need for affiliation: Positive relationships.
- High achievers prefer moderate challenge, responsibility, and feedback.
- Goal-Setting Theory (Locke):
- Specific and difficult goals lead to higher performance.
- Feedback is important for progress.
- Participation in goal setting can improve acceptance and commitment.
- Reinforcement Theory:
- Focuses on consequences of behavior.
- Positive reinforcement (rewards) increases desired behaviors.
- Negative reinforcement (punishment) decreases undesired behaviors.
- Equity Theory:
- Employees compare their inputs and outcomes to others'.
- Perceptions of inequity motivate corrective behavior (e.g., changing inputs, outcomes, comparing to different referents).
Expectancy Theory (Vroom)
- Effort depends on expectancy, instrumentality, and valence.
- Expectancy (effort leads to performance).
- Instrumentality (performance leads to reward).
- Valence (how desirable the reward is).
- Motivation is high when all three components are positive and strong.
Summary and Implications
- Individual needs and differences should be acknowledged.
- Specific goals and feedback are crucial.
- Encourage participation in decisions concerning work.
- Connect rewards directly to performance.
- Ensure fairness and equity in reward distribution.
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Description
Explore the key elements of motivation that drive individuals towards organizational goals in this quiz. Delve into early motivation theories, including Maslow's Hierarchy of Needs and McGregor’s Theory X and Y. Test your understanding of how intensity, direction, and persistence shape performance.
