Questions and Answers
What is the primary focus of McClelland's achievement model?
According to Maslow's Hierarchy of Needs, what is the category of needs that includes personal respect and independence?
What is the main criticism of Herzberg's Two-Factor Theory by behavioral scientists?
What is the relationship between the primary and secondary needs in Maslow's Hierarchy of Needs?
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What is the implication of satisfying a particular need level in Maslow's Hierarchy of Needs?
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What is the highest level of need in Maslow's Hierarchy of Needs?
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What is the main difference between Herzberg's Two-Factor Theory and Maslow's Hierarchy of Needs?
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What is the common thread between Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory?
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What is the primary focus of the leadership function in the management process model?
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What is the primary focus of process motivational theories?
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Which of the following is NOT a type of pay?
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What is job satisfaction reflected by?
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What is the core assumption of Vroom's Expectancy Theory?
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What is the primary objective of goal setting in the context of motivational theories?
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According to Vroom's Expectancy Theory, what is the relationship between effort and reward?
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What is the VIE equation used for in Vroom's Expectancy Theory?
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What is the definition of material pay?
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What is the role of instrumentality in Vroom's Expectancy Theory?
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Which of the following is an example of a goal setting technique?
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What is the relationship between leadership and motivation?
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Which of the following is NOT a variable influencing the selection decision in Vroom's Expectancy Theory?
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What is the primary focus of the pay model?
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What is the consequence of a high valence in Vroom's Expectancy Theory?
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Which of the following theories is NOT a process motivational theory?
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What is the primary justification for the existence of a work group in an organization?
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What do individuals and groups maintain with each other?
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What is a key factor that guides an individual's response to fellow group members?
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What is the main source of a group's energy?
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What is derived from an individual's daily experiences and feedback?
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What is a key characteristic of a group?
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What is the final factor in the interpersonal relationship?
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What is included in an individual's personal image?
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What is a key factor that may influence inter-group relationships?
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What is a reason why workers may find union membership attractive?
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What is an argument in favor of unions?
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What is an argument against unions?
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What is another term for teamwork?
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What may be a result of a union's influence on the organization?
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What may motivate employees to join a union?
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What is a potential consequence of unions on the organization's strategy?
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Study Notes
Motivational Theories
- Maslow's Hierarchy of Needs:
- Five categories of needs: physiological, safety, social, esteem, and self-actualization
- Primary needs (physiological and safety) must be satisfied before secondary needs can be pursued
- Physiological needs: basic biological survival needs (food, water, air, rest, sex)
- Safety needs: physical and psychological security and stability
- Social needs: affiliation, affection, friendship, and a sense of belonging
- Esteem needs: personal respect, recognition, and appreciation
- Self-actualization needs: fulfillment and realization of potential
- Herzberg's Two-Factor Theory:
- Two types of factors: hygiene factors (dissatisfiers) and motivators (satisfiers)
- Hygiene factors: physical working conditions, salary, and company policies
- Motivators: recognition, achievement, and personal growth
- McClelland's Achievement Model:
- Three types of motivational needs: achievement, affiliation, and power
- Achievement need: desire to accomplish challenging tasks and achieve success
- Affiliation need: desire for social interaction and building relationships
- Power need: desire for influence and control
Process Motivational Theories
- Vroom's Expectancy Theory:
- Three variables: expectancy, instrumentality, and valence
- Expectancy: belief that effort will lead to performance
- Instrumentality: belief that performance will lead to reward
- Valence: value placed on the available rewards
- Choices: quantified model (VIE equation) to demonstrate the relationship between these factors and the likelihood of a person's choosing to behave in a certain manner
- Adams' Equity Theory:
- Perceived fairness of rewards in relation to effort and contribution
- Three components: inputs, outcomes, and comparisons
- Inputs: effort, skills, and experience
- Outcomes: rewards, recognition, and benefits
- Comparisons: comparison of own outcomes to those of others
- Skinner's Reinforcement Theory:
- Behavior is modified by its consequences (rewards or punishments)
- Four types of reinforcement: positive, negative, extinction, and punishment
Applying Motivational Theories in the Workplace
- Leadership:
- Application of motivational principles to the workplace
- Directly related to the role of work itself in the motivational process
- Job Satisfaction:
- Degree to which employees feel their jobs meet their needs and wants
- Reflected in absenteeism and turnover rates, as well as attitude and functional performance level
- Goal Setting:
- Incorporates themes from expectancy, reinforcement, and achievement theories
- Examples: management by objectives (MBO) and total quality management (TQM)
- Pay:
- Material pay: tangible or monetary rewards (salary, fringe benefits, etc.)
- Psychic pay: intrinsic rewards that give a sense of fulfillment and satisfaction (pride in work, sense of belonging, etc.)
Leadership and Group Dynamics
- Leadership:
- Process of influencing the efforts of others to achieve designated organizational goals
- Directing function in the management process model
- Group:
- Collection of individual persons with a purpose or mission
- Shared opinions on how things should be done, performance and commitment expectations, and sanctions for non-compliance
- Work Group:
- Collection of individual persons working together to perform specific functions for the benefit of the organization
- Management justification lies in the principle of specialization of work
- Individual Group Interface:
- Push-pull relationship between individuals and groups
- Individuals provide energy and substance to the group, while groups shape individual behavior and performance
- Interpersonal Relationships:
- Factors influencing interpersonal relationships: personal image, behavior expectations, and personal benefits
- Personal image: personal goals, belief systems, assumptions, and values
- Behavior expectations: derived from experiences and feedback
- Personal benefits: attractiveness of membership in a group
Unions
- Purpose:
- Represents employees to management
- Provides security, fairness, and involvement in decision-making
- Reasons for union membership:
- Security, fairness, and peer pressure
- Arguments in favor of unions:
- Provide mechanism to balance managerial power, ensure fair treatment, and provide social opportunities
- Arguments against unions:
- Loss of managerial control, competitive disadvantage, interference in labor relationships, and philosophical conflicts
Teamwork
- Definition:
- Teamwork, also referred to as esprit de corps or team spirit
- Importance:
- Essential for achieving organizational goals and improving performance
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Description
Learn about Maslow's Hierarchy of Needs, a motivational theory that categorizes human needs into physiological, safety, social, esteem, and self-actualization. Understand how primary needs must be satisfied before pursuing secondary needs.