Motivation Concepts and Factors
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What primarily influences the amount of effort employees exert in their work?

  • The value of rewards and perceived likelihood of outcome (correct)
  • The quality of the work environment
  • Personal relationships at work
  • The hours worked

    • Employees are more motivated when given vague goals.

    False

    Which of the following factors contribute to a supportive work environment?

  • Lack of tools and equipment
  • Limited feedback
  • Strict hierarchy
  • Training and information (correct)

    • What is the theory that suggests motivation increases when feedback is provided for performance?

    <p>Goal setting theory</p> Signup and view all the answers

    A satisfied employee is always a high performer.

    <p>False</p> Signup and view all the answers

    What is the ideal outcome of effective employee motivation strategies?

    <p>Increased work performance and positive attitudes towards the organization.</p> Signup and view all the answers

    ________ is a theory that explains how individual perceptions of fairness can affect motivation.

    <p>Equity theory</p> Signup and view all the answers

    Match the following types of justice with their explanations:

    <p>Distributive justice = Perception of rewards based on contribution Procedural justice = Perception of fairness in company procedures</p> Signup and view all the answers

    The theory suggesting that motivation is linked to rewards and punishments is known as the theory of ______.

    <p>instrumentality</p> Signup and view all the answers

    Which aspect is NOT a part of the company incentive program?

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

    According to Adams' equity theory, what leads to de-motivation?

    <p>Feeling overworked but under-rewarded</p> Signup and view all the answers

    Feedback is unimportant once goals are set.

    <p>False</p> Signup and view all the answers

    Negative punishment enhances a behavior by removing a favorable event after the behavior occurs.

    <p>True</p> Signup and view all the answers

    Name one factor that can lead to employee dissatisfaction.

    <p>Poor management or lack of recognition.</p> Signup and view all the answers

    What are the two types of justice mentioned in equity theory?

    <p>Distributive and procedural justice</p> Signup and view all the answers

    Match the motivational concepts with their definitions:

    <p>Negative reinforcement = Removes something unpleasant to reinforce a response Positive punishment = Presents an unfavorable outcome to weaken a response Negative punishment = Removes a favorable outcome to weaken a behavior Job satisfaction = Leads to low absenteeism and low turnover</p> Signup and view all the answers

    What is the primary purpose of neglect in behavior reinforcement?

    <p>To weaken a behavior</p> Signup and view all the answers

    According to Maslow's hierarchy of needs, self-actualization can occur before physiological needs are satisfied.

    <p>False</p> Signup and view all the answers

    What are the three basic categories of needs described in Alderfer's ERG theory?

    <p>Existential needs, Relational needs, Growth needs</p> Signup and view all the answers

    In Vroom's Expectation Theory, motivation is linked to the perceived relationship between __________ and outcome.

    <p>performance</p> Signup and view all the answers

    What factor in Herzberg's theory serves to prevent job dissatisfaction but does not necessarily motivate individuals?

    <p>Hygiene factors</p> Signup and view all the answers

    McClelland's theory of needs includes the need for achievement, alliance, and control.

    <p>True</p> Signup and view all the answers

    Match the following needs with their corresponding definitions:

    <p>Existential needs = Need for food, water, and salary Relational needs = Need for acceptance and understanding Growth needs = Need for internal growth and creative endeavors Hygiene factors = Prevent job dissatisfaction</p> Signup and view all the answers

    What are the three main aspects of motive?

    <p>Direction, intensity, persistence</p> Signup and view all the answers

    What is the need for power according to McClelland's theory?

    <p>The need to control and influence others</p> Signup and view all the answers

    A stimulus will always affect a person's motivation regardless of their current situation.

    <p>False</p> Signup and view all the answers

    What is the primary goal of any motive?

    <p>To achieve inner satisfaction</p> Signup and view all the answers

    Motivation is the process of mobilizing a person's energy and focusing his or her behavior on a particular ______.

    <p>goal</p> Signup and view all the answers

    Which of the following is NOT an intrinsic factor influencing motivation?

    <p>Competitive pay</p> Signup and view all the answers

    Match the following factors with their categories:

    <p>Competitive pay = Remuneration Self-actualization = Quality of work Recognition = Remuneration Freedom and autonomy = Quality of work</p> Signup and view all the answers

    Which of the following indicates a high level of motivation?

    <p>Working hard to overcome challenges</p> Signup and view all the answers

    Name one example of a stimulation factor related to remuneration.

    <p>Competitive pay</p> Signup and view all the answers

    Study Notes

    Motivation

    • Motivation is the inner drive behind behaviour, encompassing direction (what a person aims to do), intensity (effort), and persistence (duration).
    • It arises from recognizing the connection between stimuli and needs.
    • The goal of any motive is internal satisfaction.

    Stimulus

    • A stimulus is an external incentive from the environment that initiates action.
    • A stimulus only motivates if it aligns with the individual's motivational profile and current situation.
    • Inconsistent stimuli have no impact on motivation.

    Motivation as a Process

    • Motivation mobilizes energy and focuses behaviour towards a particular goal.
    • It explains 'why' a person engages in a specific action.
    • It's a collection of motives that direct, activate, and maintain behaviour.

    Intrinsic Motivation Factors

    • Understanding personal, departmental, and corporate goals, vision, and values.
    • Knowing the meaning and purpose ("Why?") of the job.
    • Having autonomy in decision-making.
    • Participating in decisions impacting the individual.
    • Utilizing personal potential through self-realization.
    • Opportunities to align with personal values.

    Signs of High Motivation

    • Consistently high performance.
    • Energetic, enthusiastic, and determined atmosphere.
    • Willingness to tackle challenges.
    • Taking personal responsibility.
    • Openness to change.

    Stimulation Factors

    • Remuneration: Competitive pay, benefits, incentives, co-ownership potential.
    • Recognition: Valuing work effort and accomplishments.
    • Quality of work: Perceived value of work, challenges, opportunities for personal growth (freedom, autonomy, volume of work), and quality of work relationships.
    • Personal vs. professional life balance: Supportive work environment, considering flexibility and recognizing life cycle needs.
    • Work-related needs satisfaction: Fair treatment, opportunities to develop skills and grow.

    Social Environment

    • Inspirational leadership, organizational values, and behaviors.
    • Organizational reputation, risk evaluation, appreciation, and communication.
    • Supportive work environment.

    Physical Environment

    • Tools, equipment, safety, training, information processes, and a safe work environment.

    Future Growth and Development

    • Opportunities for professional growth.
    • Initiatives focusing on learning and development.
    • Programs encompassing today's work and expanding beyond current responsibilities.

    Performance Improvement Factors

    • Performance improvement and feedback programs.
    • Comprehensive company incentive programs.
    • Processes for influencing, stabilizing, identifying implementation personnel, and scheduling implementation.
    • Efforts to boost work performance and build positive attitudes towards the organization.
    • Understanding and meeting employees' needs.
    • Utilizing all company motivational resources.

    Employee Satisfaction

    • Connection between employee satisfaction and work behaviors are not direct.
    • High satisfaction does not guarantee high performance.
    • High performance does not ensure satisfaction.
    • Dissatisfaction leads to diminished interest and potential departures.
    • Motivating dissatisfied employees is difficult.

    Theory of Instrumentality

    • Rewards and punishments are linked to performance and motivate positive behavior.
    • Consequences should be aligned with performance, well-timed, and clearly defined.
    • Includes concepts of negative and positive reinforcement.

    Maslow's Hierarchy of Needs

    • Higher needs (self-actualization) arise only after lower needs are met.
    • Satisfying needs, including self-fulfillment, growth opportunities, and recognition are vital.

    Alderfer's ERG Theory

    • Three fundamental needs categories (Existential, Relational, and Growth).

    McClelland's Theory of Needs

    • Performance need.
    • Affiliation need.
    • Power need.

    Herzberg's Two-Factor Theory

    • Motivators (achievement, recognition) lead to job satisfaction.
    • Hygiene factors (salary, working conditions) prevent dissatisfaction.

    Vroom's Expectancy Theory

    • Motivation = Expectancy * Instrumentality * Valence
    • To Motivate workers, organizational rewards structure should be considered.
    • A perceived relationship between performance and outcomes is crucial.
    • Effort, perceived outcome, and reward impact motivation.

    Goal-Setting Theory

    • Specific, challenging, accepted goals lead to better performance.
    • Feedback on performance is vital for maintaining motivation.
    • Goal setting is a tool for gaining approval to set ambitious targets.
    • Goals must be validated by management.
    • Feedback is essential for maintaining and enhancing motivation.

    Adam’s Equity Theory

    • Employees are de-motivated if they feel their inputs exceed the outcomes.

    Justice Theories

    • Fair treatment: ensuring consistent treatment among individuals or groups.
    • Distributive justice: perception of fairness in rewards.
    • Procedural justice: perception of fairness in processes.

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    Lecture 5: Motivation PDF

    Description

    Explore the essential concepts of motivation, including its internal drivers, the role of stimuli, and the processes involved. This quiz delves into intrinsic motivation factors and how they impact behaviour in various contexts. Test your understanding of what motivates individuals towards achieving goals.

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