Psychology Chapter 16: Motivation

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Questions and Answers

What initiates the process of motivation according to the Needs-Goal Theory?

Feeling a need (correct)

Behavior transformation

Receiving rewards

Setting a specific goal

How do individual needs influence employee motivation?

By dictating the workplace environment

By guiding goal setting and behavior (correct)

By limiting training opportunities

By determining salary levels

What must managers do to effectively motivate employees according to the Needs-Goal Theory?

Offer generalized rewards

Understand individual employee needs (correct)

Set strict performance goals

Conduct regular evaluations

What does the concept of motivation strength refer to in Vroom's Expectancy Theory?

An individual's desire to perform a behavior Signup and view all the answers

According to Vroom's Expectancy Theory, what does perceived probability refer to?

The perceived likelihood of an outcome occurring Signup and view all the answers

Which of the following methods is NOT suggested for managers to understand employee needs?

Offer random rewards Signup and view all the answers

What is a likely consequence of not aligning employee rewards with their individual needs?

Increased employee turnover Signup and view all the answers

Which statement best describes the relationship between needs and goal setting?

Needs drive goal setting and related behaviors. Signup and view all the answers

What is a potential reaction of an employee who feels treated unfairly compared to coworkers?

Reduced effort and productivity Signup and view all the answers

Which strategy can management use to address perceptions of pay inequity?

Conduct performance-based bonuses for high performers Signup and view all the answers

What can lead to perceptions of inequity in the workplace?

Promotions overlooked for qualified employees Signup and view all the answers

What should management do if employees express feelings of inequity?

Implement transparent decision-making processes Signup and view all the answers

Which of the following actions is NOT a response to inequity according to the equity theory?

Changing the entire organizational culture Signup and view all the answers

What is a characteristic of perceptions of inequity?

They are subjective and vary from employee to employee Signup and view all the answers

How can training and development programs impact perceptions of fairness?

By giving all employees shared opportunities to advance Signup and view all the answers

Which option reflects a common misunderstanding of equity theory?

Equity concerns are only about salary differences Signup and view all the answers

What characterizes individuals with a high need for power in McClelland's Acquired Needs Theory?

They are motivated to influence others and take on responsibilities. Signup and view all the answers

Which behavior is indicative of someone motivated by the need for affiliation?

Leads through cooperative and team-centered approaches. Signup and view all the answers

How do unsatisfied needs generally affect organizational behavior?

They can result in both appropriate and inappropriate behavior. Signup and view all the answers

What is the primary focus of managerial communication in relation to motivation?

To frequently engage employees to meet their human needs. Signup and view all the answers

According to Theory Y, which of the following assumptions about employees is considered valid?

Employees are motivated by self-direction and seek responsibility. Signup and view all the answers

What is a potential negative consequence of a high need for affiliation in decision-making?

Reduced ability to make critical decisions due to social pressures. Signup and view all the answers

What does Theory X primarily assume about employees?

They inherently dislike work and will avoid it when possible. Signup and view all the answers

What does 'E' in Alderfer’s ERG Theory stand for?

Existence Need Signup and view all the answers

Which of the following best describes the managerial style of those with a high need for power?

They take on a competitive and decision-making role. Signup and view all the answers

In Aldefer’s ERG Theory, which need category focuses on interpersonal relationships?

Relatedness Need Signup and view all the answers

What is the correct order of stages in Argyris’s Maturity-Immaturity Progression?

1, 2, 3, 4, 5, 6, 7 Signup and view all the answers

What motivates individuals with a high need for achievement (nAch)?

Taking risks and challenges Signup and view all the answers

Which need is NOT part of McClelland’s Acquired Needs Theory?

Need for Control Signup and view all the answers

How do individuals with a low need for achievement typically behave?

They avoid risks and responsibilities. Signup and view all the answers

In Alderfer’s ERG Theory, what does the 'G' stand for?

Growth Need Signup and view all the answers

What stage in Argyris’s Maturity-Immaturity Continuum best describes aspiring to occupy an equal subordinate position?

Stage 6 Signup and view all the answers

Which factor would likely lead to employee dissatisfaction if not adequately addressed?

Company policy and administration Signup and view all the answers

Which job design strategy focuses on increasing the variety of tasks an employee performs?

Job Enlargement Signup and view all the answers

In Herzberg's theory, which factor is considered a motivating factor?

Responsibility Signup and view all the answers

What is the primary benefit of flextime for employees?

Ability to schedule their own work hours Signup and view all the answers

Which of the following is NOT an example of a hygiene factor according to Herzberg's theory?

Work itself Signup and view all the answers

What is the impact of job enrichment on employees according to Herzberg's theory?

Enhances job satisfaction Signup and view all the answers

Which of the following is an expected outcome of implementing job rotation?

Greater employee engagement Signup and view all the answers

Which factor primarily contributes to an employee's motivation to perform tasks as described in Herzberg’s theory?

Motivating factors Signup and view all the answers

What is one advantage of implementing flextime programs?

Decreased absenteeism Signup and view all the answers

Which disadvantage is associated with flextime programs?

Understaffing at times Signup and view all the answers

According to behavior modification principles, how should rewards and punishments be administered?

Rewards should correspond to performance quality Signup and view all the answers

Which management system reflects a lack of trust in subordinates?

System 1 Signup and view all the answers

What is a key characteristic of System 4 in Likert's Management Systems?

Complete trust in subordinates Signup and view all the answers

What is a potential challenge of flex time associated with employee coordination?

Inability to schedule meetings at convenient times Signup and view all the answers

How should punishments be administered according to best practices in behavior modification?

Privately to the employee Signup and view all the answers

What common problem arises from the lack of supervision during flextime?

Difficulty in tracking hours worked Signup and view all the answers

Study Notes

Chapter 16: Motivation

Motivation is an internal state driving individuals to achieve goals, including initiative, persistence, and direction of efforts toward job performance.
Process theories focus on how individuals are motivated, emphasizing the steps involved in the motivation process.
Content theories emphasize individual internal characteristics, focusing on understanding employee needs and how to satisfy them. Key process and content theories are outlined below.

Process Theories of Motivation

Needs-Goal Theory: Motivation begins with felt needs, transforming into goal-directed behavior aimed at reducing those needs. Individuals who set clear goals focus on relevant activities. Managers must understand individual needs and offer valued rewards, using methods like employee surveys and one-on-one meetings for effective feedback.
Vroom Expectancy Theory: Felt needs drive human behavior. Motivation strength depends on the individual's desire to perform a behavior, influenced by factors like perceived value and probability of success. Motivation fluctuates as an individual's desire increases or decreases. This theory establishes a direct relationship between behavior to be performed and value attached to the result of that behavior.
Equity Theory: Employees react when they perceive unfair treatment compared to coworkers, which reduces motivation. Strategies include adjusting compensation, communication, and fairness in work assignments. Examples of these strategies include adjusting salaries, performance-based bonuses, transparent decision-making, open communication, training, and opportunities for advancement.
Porter-Lawler Theory: This theory is comprehensive, determining effort based on reward value and perceived probability of reward. Task accomplishment is influenced by ability and task perception. Reward value can be assessed by intrinsic and extrinsic factors; further, perceived fairness of rewards greatly influences satisfaction with one's work. This theory is represented by a connecting diagram illustrating value and likelihood influencing performance and satisfaction.

Content Theories of Motivation: Human Needs

Maslow's Hierarchy of Needs: This theory presents a pyramid model of needs, starting from basic physiological needs (food, water, shelter) to higher-level needs like self-actualization. Employees' basic needs must be met before higher-level needs become motivational factors.
Alderfer's ERG Theory: This theory categorizes needs into existence, relatedness, and growth needs. These categories differ from Maslow, considering existence needs at the bottom, relatedness in the middle, and growth needs at the top.
Argyris's Maturity-Immaturity Continuum: Humans progress along a spectrum from immaturity to maturity, emphasizing the importance of personal development.
McClelland's Acquired Needs Theory: Motivation stems from needs acquired through life experiences, including achievement, power, and affiliation.
Need for achievement - individuals want to excel and set challenging, realistic goals.
Need for power - individuals are greatly motivated to influence and lead.
Need for affiliation - individuals prefer cooperative team efforts and maintain social relationships with coworkers.

Importance of Motivating Organization Members

Unsatisfied needs lead to inappropriate behavior (e.g., withdrawal, aggression). Understanding needs is critical for designing effective strategies. Understanding unsatisfied needs can help managers find ways for employees to use better strategies to resolve the underlying tension and frustration.

Managerial Communication

Communication is crucial for motivating employees by addressing human needs. Frequent communication is key to effectively leading employees, creating a supportive environment.

Theory X and Theory Y

Theory X assumes employees dislike work and avoid responsibility.
Theory Y assumes employees are self-directed, creative, and seek responsibility. Theory Y is typically considered more effective in motivating employees.

Job Design

Job rotation, enlargement, enrichment, and flextime strategies assist in employee satisfaction. These strategies change or improve various aspects of the work, which can add to the employee's motivation.

Job Enrichment and Productivity

Herzberg's Two-Factor Theory distinguishes between hygiene factors (work environment) and motivating factors (work itself). Unsatisfactory hygiene factors lead to dissatisfaction, while effective motivating factors increase employee job satisfaction and motivation.

Flextime

Flextime allows employees to complete their work hours within a standard work week with flexibility. This schedule can aid employees in better scheduling their workday.

Behavior Modification

This method, developed by Skinner, influences behavior by using reinforcement (positive and negative) and punishment/extinction techniques.

Likert's Management Systems

Likert's Management Systems categorize leadership styles into four systems, ranging from a lack of trust in employees (System 1) to complete trust and confidence in employees (System 4).

Incentives

Employees can be motivated by monetary incentives, including ESOPs and gain-sharing, and by nonmonetary incentives that involve promoting employees from within and emphasizing quality.

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Description

Explore the key concepts of motivation from Chapter 16, focusing on both process and content theories. Understand how individual needs influence goal-directed behavior and the importance of managerial support in fostering motivation among employees.