Podcast
Questions and Answers
What is the process that initiates, guides, and maintains goal-oriented behaviors?
What is the process that initiates, guides, and maintains goal-oriented behaviors?
Motivation
What is the drive to meet our fullest capacity, including growth and feeling fulfilled as a person?
What is the drive to meet our fullest capacity, including growth and feeling fulfilled as a person?
Self-actualization
What is the drive to succeed at high levels?
What is the drive to succeed at high levels?
Need for Achievement (nAch)
What is the need to influence others to do what you want?
What is the need to influence others to do what you want?
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What is the need for close personal relationships?
What is the need for close personal relationships?
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What relates to lower- and higher-order needs, and relates them to job satisfaction?
What relates to lower- and higher-order needs, and relates them to job satisfaction?
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What is another term for the Herzberg Two-Factor Theory?
What is another term for the Herzberg Two-Factor Theory?
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What are things like supervision, pay, company policies, and the working conditions?
What are things like supervision, pay, company policies, and the working conditions?
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What are factors that satisfy workers when they think about their job, such as advancement, recognition, and achievement?
What are factors that satisfy workers when they think about their job, such as advancement, recognition, and achievement?
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What is a performance appraisal program where leaders meet with their direct reports and set specific performance objectives jointly?
What is a performance appraisal program where leaders meet with their direct reports and set specific performance objectives jointly?
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What is an alternative approach to understanding how individuals strive to meet their goals?
What is an alternative approach to understanding how individuals strive to meet their goals?
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What is a need for achievement, focus on advancement, and set learning goals?
What is a need for achievement, focus on advancement, and set learning goals?
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What is a tendency to aim for getting to an end because of a fear of an undesirable alternative?
What is a tendency to aim for getting to an end because of a fear of an undesirable alternative?
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What is when individuals want to learn new things at work and see themselves as adaptable?
What is when individuals want to learn new things at work and see themselves as adaptable?
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What is knowledge of results of a person's efforts?
What is knowledge of results of a person's efforts?
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What is the ability to work alone without supervision?
What is the ability to work alone without supervision?
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What refers to a person's need to learn new things, grow, and develop from working?
What refers to a person's need to learn new things, grow, and develop from working?
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What is loading of jobs with more of the core characteristics that have been shown to motivate?
What is loading of jobs with more of the core characteristics that have been shown to motivate?
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What is adding different tasks at the same level?
What is adding different tasks at the same level?
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What is adding decision-making responsibility to a role?
What is adding decision-making responsibility to a role?
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What is redesigning jobs so that they are more challenging to the employee and have less repetitive work?
What is redesigning jobs so that they are more challenging to the employee and have less repetitive work?
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What involves cross-training or allowing workers to do different jobs?
What involves cross-training or allowing workers to do different jobs?
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What is creating natural work units by putting tasks together to create a more challenging and complex work assignment?
What is creating natural work units by putting tasks together to create a more challenging and complex work assignment?
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What is a concept of motivation that assesses the degree to which employees behave in a way that benefits society as a whole?
What is a concept of motivation that assesses the degree to which employees behave in a way that benefits society as a whole?
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What is the extent to which individuals can demonstrate initiative in designing their own work?
What is the extent to which individuals can demonstrate initiative in designing their own work?
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What is the overall perception of what is fair in an organization?
What is the overall perception of what is fair in an organization?
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What is a theory that looks at how people compare their inputs to their outcomes?
What is a theory that looks at how people compare their inputs to their outcomes?
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What is perceived fairness of how rewards are distributed?
What is perceived fairness of how rewards are distributed?
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What is the perception that a person's outcomes are not fair compared to another person's outcomes, given their inputs?
What is the perception that a person's outcomes are not fair compared to another person's outcomes, given their inputs?
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What is the perception that a person's outcomes are greater than they deserve compared to another person's outcomes, given their inputs?
What is the perception that a person's outcomes are greater than they deserve compared to another person's outcomes, given their inputs?
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What is a severe reaction to perceived injustice?
What is a severe reaction to perceived injustice?
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What is perception of how fair the process is in making decisions that affect employees?
What is perception of how fair the process is in making decisions that affect employees?
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What refers to how employees are treated by their leaders, including respect and propriety?
What refers to how employees are treated by their leaders, including respect and propriety?
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What refers to the perceived fairness to the communications made by leaders during a process?
What refers to the perceived fairness to the communications made by leaders during a process?
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What is the value an individual places on the rewards of an outcome (positive or negative)?
What is the value an individual places on the rewards of an outcome (positive or negative)?
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What is an individual's belief in his or her capacity to execute the behaviours necessary to produce specific performance levels?
What is an individual's belief in his or her capacity to execute the behaviours necessary to produce specific performance levels?
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How do perceptions of performance expectations play a significant role in improving performance?
How do perceptions of performance expectations play a significant role in improving performance?
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When an individual sets high expectation for himself or herself and then performs to these expectations, what is this called?
When an individual sets high expectation for himself or herself and then performs to these expectations, what is this called?
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What is defined as 'an individual differences construct that affects a leader's or leader-to-be's decision to assume leadership training, roles, and responsibilities and that affect his or her intensity of effort at leading and persistence as a leader?
What is defined as 'an individual differences construct that affects a leader's or leader-to-be's decision to assume leadership training, roles, and responsibilities and that affect his or her intensity of effort at leading and persistence as a leader?
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What is perseverance and passion for long-term goals?
What is perseverance and passion for long-term goals?
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What does motivation refer to?
What does motivation refer to?
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What is a trait that may be as important as intelligence, where students with more grit but lower intelligence worked harder and had higher GPAs than high-intelligence, low-grit students?
What is a trait that may be as important as intelligence, where students with more grit but lower intelligence worked harder and had higher GPAs than high-intelligence, low-grit students?
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What is a trait that is strongly related to grit and significantly positively related to motivation?
What is a trait that is strongly related to grit and significantly positively related to motivation?
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What is the first stage of motivation where a leader activates underlying needs and drives?
What is the first stage of motivation where a leader activates underlying needs and drives?
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What is the second stage of motivation where the leader directs energized behaviour towards important goals?
What is the second stage of motivation where the leader directs energized behaviour towards important goals?
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What is the third stage of motivation that requires feedback and rewards to keep energizing and directing behaviour on track?
What is the third stage of motivation that requires feedback and rewards to keep energizing and directing behaviour on track?
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What is a theory that organizes five levels of needs in a hierarchy: physiological, safety, social, esteem, and self-actualization?
What is a theory that organizes five levels of needs in a hierarchy: physiological, safety, social, esteem, and self-actualization?
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What are basic needs like hunger, sex, and bodily functions?
What are basic needs like hunger, sex, and bodily functions?
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What is protection from physical harm?
What is protection from physical harm?
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What are belongingness, friendship, and relationships?
What are belongingness, friendship, and relationships?
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What are status, recognition, and respect from others?
What are status, recognition, and respect from others?
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What is fulfillment of personal potential and growth?
What is fulfillment of personal potential and growth?
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What are physiological and safety needs?
What are physiological and safety needs?
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What are social, esteem, and self-actualization needs?
What are social, esteem, and self-actualization needs?
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Study Notes
Motivation Concepts
- Motivation: Initiates, guides, and maintains goal-oriented behaviors. Includes direction, intensity, and persistence.
- Self-Actualization: Drive to achieve fullest potential; personal growth and fulfillment.
- Need for Achievement (nAch): Drive for high levels of success.
- Need for Power (nPow): Desire to influence others.
- Need for Affiliation (nAff): Need for close personal relationships.
- Two-Factor Theory/Motivator-Hygiene Theory: Relates job satisfaction to lower-order (hygiene) and higher-order (motivator) needs.
- Hygienes: Aspects like supervision, pay, policies, and working conditions; their absence can cause dissatisfaction, but their presence doesn't necessarily lead to satisfaction.
- Motivators: Factors that lead to satisfaction when present, like advancement, recognition, and achievement.
- Management by Objectives (MBO): Performance appraisal method where leaders and direct reports set specific goals together.
- Regulatory Focus Theory (RFT): Alternative framework for understanding goal pursuit.
- Promotion-Focused: Need for achievement, focus on advancement, and learning goals.
- Prevention-Focused: Emphasis on avoiding negative outcomes.
- Learning Goal Orientation (LGO): Desire for learning and adaptability.
- Feedback: Knowledge about the results of one's efforts.
- Autonomy: Ability to work independently without close supervision.
- Growth Need Strength: Individual's need to learn, grow, and develop from work.
- Work Redesign: Enhancing jobs with core characteristics proven to boost motivation.
- Horizontal Job Loading: Adding tasks at the same level.
- Vertical Job Loading: Adding decision-making responsibilities.
- Job Enrichment: Redesigning work to be more engaging and less repetitive.
- Job Rotation: Cross-training or rotating employees through different roles.
- Combining Tasks: Grouping related tasks to create more meaningful work units.
- Prosocial Motivation: Motivation to contribute to society.
- Job Crafting: Employees taking initiative to design their own work.
- Organizational Justice: Perception of fairness in an organization.
- Equity Theory: Comparison of inputs and outcomes with referents.
- Distributive Justice: Perceived fairness of reward distributions.
- Underpayment Inequity: Feeling unfairly compensated compared to others.
- Overpayment Inequity: Feeling unfairly overcompensated compared to others.
- Moral Outrage: Strong negative reaction to perceived injustice.
- Procedural Justice: Fairness of decision-making processes.
- Interpersonal Justice: Fairness in how employees are treated.
- Informational Justice: Fairness in communications during processes.
- Valences: Value individuals place on rewards.
- Self-Efficacy: Belief in one's ability to perform a task.
- Pygmalion Effect: High expectations from leaders improve follower performance.
- Galatea Effect: Setting high personal expectations leads to good performance.
- Golem Effect: Low expectations lead to poor performance.
- Motivation to Lead (MTL): Individual differences affecting leadership decisions.
- Grit: Perseverance and passion for long-term goals.
- Big Five Trait Conscientiousness: Trait linked to grit and motivation highly.
- Energizing (motivation): Activating needs and drives.
- Directing (motivation): Guiding energy toward goals.
- Sustaining (motivation): Maintaining effort through feedback and rewards.
- Maslow's Hierarchy of Needs: Physiological, safety, social, esteem, and self-actualization needs—organized hierarchically.
- Lower-Order Needs: Physiological and safety needs.
- Higher-Order Needs: Social, esteem, and self-actualization needs.
- McClelland's Needs Theory: Focuses on needs for achievement, affiliation, and power.
- SMART Goals: Specific, measurable, attainable, relevant, and time-bound goals.
- Job Characteristics Theory (JCT): Describes work characteristics related to motivation: skill variety, task identity, task significance, autonomy, and feedback.
- Expectancy Theory: Effort, performance, and outcomes linked together, with beliefs about the connection being vital.
- Leader Transformational Behavior: Related to follower goal-setting/performance/initiative.
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Description
Test your knowledge on key motivation theories and concepts. This quiz covers essential topics such as self-actualization, the need for achievement, and the two-factor theory. Enhance your understanding of how motivation influences behavior and workplace satisfaction.
