MG4031 week 10 lecture 1
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Questions and Answers

Which implementation strategy specifically aims to integrate planning, controlling, and executing functions within an organization?

  • Establish Client Relationships
  • Vertically Load Jobs (correct)
  • Form Natural Work Groups
  • Combine Tasks (Groupwork)

What is a key characteristic of High Performance Work Design?

  • Focus on competitive advantage through teamwork (correct)
  • Emphasis on individual performance solely
  • Strict hierarchical structures
  • Reduction of employee autonomy

How does the Quality of Working Life Movement impact organizational decision-making?

  • It recognizes that employees can make positive contributions. (correct)
  • It focuses solely on enhancing managerial authority.
  • It isolates decision-making from employee feedback.
  • It discourages employee input to maintain control.

What role do Quality Circles serve in an organization?

<p>To encourage employee involvement in improvement processes (C)</p> Signup and view all the answers

What is a primary goal of establishing open feedback channels in an organization?

<p>To ensure clear communication of job results and performance (D)</p> Signup and view all the answers

What is negative inequity as described in the content?

<p>Unfair treatment that adversely affects an individual (B)</p> Signup and view all the answers

Which of the following is NOT an established method to effectively motivate through payment systems?

<p>Providing payment systems based on subjective measures (D)</p> Signup and view all the answers

Which job design approach focuses on expanding the range of tasks an employee might perform?

<p>Job Enlargement (B)</p> Signup and view all the answers

What does job enrichment primarily aim to improve in the work environment?

<p>Responsibility and meaningfulness in job roles (A)</p> Signup and view all the answers

Which of the following does NOT represent a core job characteristic aimed at increasing meaningfulness?

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

What is the primary focus of task specialization as per the content?

<p>Breaking jobs into simple, repetitive tasks (B)</p> Signup and view all the answers

How does the content describe positive inequity?

<p>An advantageous position due to unfair treatment (A)</p> Signup and view all the answers

Which aspect of motivation acknowledges that financial incentives are just one source of motivation?

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

What is the main function of hygiene factors in the workplace according to the Two-Factor Theory?

<p>To eliminate dissatisfaction (C)</p> Signup and view all the answers

Which of the following best describes Theory X assumptions about employees?

<p>Employees are inherently lazy and dislike work (A)</p> Signup and view all the answers

In Expectancy Theory, what does 'valence' refer to?

<p>The appeal or value of the rewards (D)</p> Signup and view all the answers

What does the Equity/Justice Theory emphasize in the context of employee motivations?

<p>The balance between inputs to employment and outcomes received (B)</p> Signup and view all the answers

Which of the following motivators is NOT part of Herzberg's list of motivators?

<p>Supervision (C)</p> Signup and view all the answers

According to Vroom's Expectancy Theory, what is 'instrumentality' concerned with?

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

In Theory Y, what is the primary belief about employees?

<p>Employees seek responsibility and are motivated by self-fulfillment (C)</p> Signup and view all the answers

Which characteristic is NOT associated with the Process Theories of Motivation?

<p>Emphasis on extrinsic over intrinsic factors (D)</p> Signup and view all the answers

What is the primary focus of content theories of motivation?

<p>The initiation and stimulation of behavior through needs (B)</p> Signup and view all the answers

Which of the following is a criticism of Maslow's Hierarchy of Needs in the workplace?

<p>It inaccurately represents the order of needs for all individuals (C)</p> Signup and view all the answers

According to Alderfer's Existence-Relatedness-Growth Theory, what drives motivation primarily during frustration?

<p>Frustration regression where previously fulfilled needs lose motivation (B)</p> Signup and view all the answers

What aspect of McClelland's Achievement Theory emphasizes the role of challenging tasks?

<p>Need for Achievement (B)</p> Signup and view all the answers

What can lead to demotivation in a workplace environment?

<p>Poor communication and low pay (A)</p> Signup and view all the answers

Which need in Maslow's Hierarchy of Needs is related to self-fulfillment?

<p>Self-Actualization needs (D)</p> Signup and view all the answers

How does Alderfer's theory differ from Maslow's theory regarding the status of needs?

<p>It treats all needs equally rather than in a hierarchy (B)</p> Signup and view all the answers

What psychological factor is primarily linked to a person's working preferences in McClelland’s theory?

<p>Need for Achievement (A)</p> Signup and view all the answers

Flashcards

Need for Power

A desire to have control and influence over others.

Two-Factor Theory (Herzberg)

Motivators (satisfiers) and hygiene factors (dissatisfiers) are separate and independent.

Motivators

Job factors that can create job satisfaction, like achievement or recognition.

Hygiene Factors

Job factors that can prevent dissatisfaction, like company policy.

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Expectancy Theory (Vroom)

Motivation depends on expectancy, instrumentality, and valence.

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Expectancy

Probability of effort leading to performance.

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Instrumentality

Probability of performance leading to rewards.

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Equity/Justice Theory (Adams)

Comparing inputs and outputs to assess fairness in compensation.

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Motivational Drivers

Factors that encourage and stimulate people to work, such as interesting work, achievement, development, and rewards.

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Demotivation Causes

Factors that discourage and decrease motivation, such as repetitive work, low pay, long hours, poor communication, and lack of responsibility.

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Maslow's Hierarchy

A theory that suggests needs must be fulfilled in a specific order, starting with basic needs and progressing toward self-fulfillment.

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ERG Theory

A theory that suggests three needs (existence, relatedness, and growth) can motivate simultaneously, and that a frustration of one need can lead to regression to another.

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McClelland's Achievement Theory

A theory suggesting that individuals are motivated by a need for achievement, affiliation, or power. This intensity of the desire influences working preferences.

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Need for Achievement

The desire for challenging tasks and responsibilities to complete tasks efficiently.

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Need for Affiliation

The desire for developed social and personal relations.

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Equity Theory

A theory explaining motivation based on perceived fairness in the input-outcome ratio of work.

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Negative Inequity

When an individual feels unfairly treated negatively in terms of the output-input ratio in comparison to others.

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Job Enlargement

Enhancing a job horizontally by adding more tasks and responsibilities to increase job scope and variety.

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Job Enrichment

Improving a job vertically by offering more responsibility, autonomy, and meaningfulness.

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Task Specialization

Dividing jobs into simplified, repetitive tasks to increase efficiency.

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Skill Variety

The degree to which a job requires various skills.

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Task Identity

The extent to which a job involves completing a whole and identifiable piece of work.

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Task Significance

The impact a job has on the lives or work of others.

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Autonomy

Freedom, independence, and discretion in work.

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Feedback (in work)

Employee information on performance & effectiveness.

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High Performance Work Design

Work design emphasizing teamwork, and autonomy.

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Vertically loaded jobs

Jobs with complete responsibility, from planning to action.

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Quality of Working Life Movement

Empowering employees in decision-making for increased commitment and performance.

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Study Notes

Motivation

  • Motivation is a process activating, directing, and sustaining behavior toward goal achievement
  • Motivational drivers include: interesting work, achievement, self-development, variety, social contact, and rewards
  • Demotivation is caused by: repetitive work, low pay, long hours, poor communication, and lack of responsibility

Maslow's Hierarchy of Needs (1943)

  • A theory explaining levels of motivation
  • Physiological needs (survival, shelter): must be met first
  • Safety needs (protection, security): come second
  • Social needs (belonging, interaction): come next
  • Esteem needs (self-worth, value): following social needs
  • Self-actualisation needs (desire for self-fulfilment): last to be satisfied
  • Satisfied needs do not motivate further; higher needs cannot be met until lower ones are

Existence-Relatedness-Growth Theory (Alderfer, 1969)

  • A revised hierarchy of needs
  • Existence, relatedness, and growth needs are equally important
  • Motivation can be driven by satisfying a need (progression) or not satisfying one (regression)

McClelland's Achievement Theory (1960)

  • Needs drive work preferences
  • Need for achievement is a key factor
  • Organisations can satisfy the need for achievement through challenging tasks, responsibilities, and feedback

Two-Factor Theory (Herzberg)

  • Distinguished between motivators (e.g. achievement, responsibility) and hygiene factors (e.g., salary, supervision)
  • Hygiene factors can eliminate dissatisfaction but do not motivate
  • Motivators lead to satisfaction; the opposite of satisfaction is no satisfaction; the opposite of dissatisfaction is no dissatisfaction

Process Theories of Motivation

  • Focuses on complex, pragmatic, and contemplative processes
  • Explain what encourages/motivates people in more detail

Theory X and Y (McGregor, 1960)

  • Theory X: Autocratic managers believe employees are lazy, dislike work, need direction, and prefer security
  • Theory Y: Democratic managers believe employees enjoy work, want responsibility, are creative, and are motivated by self-fulfilment

Expectancy Theory (Vroom, 1964)

  • Motivation = Expectancy x Instrumentality x Valence
  • Expectancy: probability of effort leading to performance
  • Instrumentality: probability that performance leads to reward
  • Valence: value of the reward
  • Focuses on outcomes

Equity/Justice Theory (Adams)

  • Compares inputs (effort) and outcomes (rewards)
  • Inequity (unfair treatment) can be negative or positive
  • Individuals seek to restore equity

Motivating Through Payment Systems

  • Objectives should be established for performance standards and rewards
  • Clear performance levels and available rewards must be communicated
  • Rewards should be timely and adequate (performance related)
  • Employees must be able to reach required performance levels, therefore must be capable, trained and have opportunity to do so.
  • Financial incentives are part of motivating, and are important

Motivation and Job Design

  • Task specialization (breaking jobs down): jobs become repetitive, low skill. Employees have low motivation, low satisfaction
  • Job enrichment (adding responsibility): vertically expand jobs to increase skills, motivation, and satisfying work.
  • Job enlargement (horizontally expanding jobs): expands job's range of tasks
  • The quality of working life movement: employees want significant input in the decision-making process and their jobs
  • High performance work design emphasizes teamwork, employee autonomy, and quality consciousness

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Related Documents

Motivation Theories PDF

Description

Explore key concepts of motivation, including Maslow's Hierarchy of Needs and Alderfer's Existence-Relatedness-Growth Theory. Understand how these theories explain the driving forces behind behavior and goal achievement. The quiz delves into motivational drivers, causes of demotivation, and the structure of needs.

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