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What is the primary purpose of motivating employees in an organization?
What is the starting point of the motivation process?
What is a major fault people make when trying to motivate others?
According to attribution theory, what do internal attributes imply?
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What is the ideal approach to motivating a person?
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What is the ultimate goal of the motivation process?
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What do people often try to do, based on their childhood experiences?
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What is motivation, in the context of management?
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What is the main function of self-verification in a person's self-concept?
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Which of the following is NOT a dimension of self-concept?
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What is the primary goal of self-enhancement?
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Which performance appraisal method involves rating subordinates according to a specified distribution?
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What is the process of attaching or attributing causes or reasons to the actions and events people see?
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Which method allows supervisors to describe an employee's excellent or poor response to situations?
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What are the three concepts that define self-evaluation?
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What is the primary purpose of the Graphic Rating Scale?
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What is the study of how people form impressions of and make inferences about other people?
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How many conceptual dimensions of self-concept are mentioned in the content?
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Which method involves comparing one employee to another?
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What type of performance appraisal method is the Essay Method?
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What is the ability to interpret the surrounding environment by processing information that is contained in visible light?
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What is the acquisition and application of knowledge for solving problems?
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Which method presents numerical values for each employee based on established criteria?
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What is the type of ability that involves handling relationships and interactions with others?
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What is a characteristic of the Critical Incident Method?
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What is the term for the natural talents that aid employees in learning specific tasks more quickly and executing them better?
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Which method is commonly used to evaluate an employee in terms of success in various areas?
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What is the term for the skills and knowledge that a person currently has, which tend to diminish over time when not in use?
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What is the term for the unwritten, unspoken, and hidden vast storehouse of work-related practical know-how that employees acquire?
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What is the type of ability that involves performing job-related tasks requiring manual labor or physical skill?
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What are the skills and knowledge that a person currently has, which tend to diminish over time when not in use?
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What are the natural talents that aid employees in learning specific tasks more quickly and executing them better?
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What is the main focus of improving performance appraisals?
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Who proposed the reinforcement theory of motivation?
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What is the primary difference between intrinsic and extrinsic motivation?
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What is the 'law of effect' in the context of reinforcement theory?
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What is the primary goal of performance appraisal feedback?
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How many different approaches to rewards are being considered by managers?
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What is the primary role of a manager in extrinsic motivation?
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What is the main focus of employee rewards programs?
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Study Notes
Personality Traits in the Workplace
- Institutionalizing various patterns of behavior requires common personality characteristics.
- Other personality traits in the workplace include ability, self-concept, perceptions, and attributions.
Ability
- Ability is a person's talent to perform a mental or physical task.
- It includes natural aptitudes and learned capabilities.
- Natural aptitudes are the talents that aid employees in learning specific tasks more quickly and executing them better.
- Learned capabilities are the skills and knowledge that a person currently has.
- Abilities that differentiate between higher and lower performers in the workplace include:
- Mental ability (intelligence)
- Emotional intelligence
- Tacit knowledge
- Physical ability
Mental Ability
- Mental ability is a better predictor of training proficiency and job success.
- It is the acquisition and application of knowledge to solve problems.
- Types of mental abilities include:
- Verbal comprehension
- Word fluency
- Number aptitude
- Spatial ability
- Perceptual ability
Physical Ability
- Physical ability is performing job-related tasks requiring manual labor or physical skill.
- Jobs that require physical ability include:
- Structural iron and steel workers
- Tractor trailer and heavy equipment drivers
- Farm workers
- Firefighters
Emotional Intelligence
- Emotional intelligence is the handling of relationships and interactions with others.
- It has four basic components:
- Self-awareness
- Self-regulation
- Motivation
- Empathy
Tacit Knowledge
- Tacit knowledge is the unwritten, unspoken, and hidden vast storehouse of work-related practical know-how.
- Examples of tacit knowledge critical to business include:
- Intuition
- Insights
- Observations
- Internalized information
- Emotions
- Experiences
Self-Concept, Perceptions, and Attributions
- Self-concept refers to how a person thinks about, evaluates, or perceives himself.
- Three conceptual dimensions of self-concept that influence a person's adaptability and well-being include:
- Self-enhancement
- Self-verification
- Self-evaluation
Self-Enhancement
- Self-enhancement is a desire to magnify positive aspects of self-conceptions while isolating oneself from negative feedback and information.
Self-Verification
- Self-verification assumes that people work to preserve their self-views by seeking to confirm them.
- It stabilizes a person's self-concept, which helps guide his thought and actions.
Self-Evaluation
- Self-evaluation is an individual's honest and objective assessment of himself.
- It is defined by three concepts:
- Self-esteem
- Self-efficacy
- Locus of control
Self-Monitoring
- Self-monitoring refers to the level to which a person is able to check his actions and appearance in social situations.
Perceptions
- Perception is an intellectual process by which an individual selects, organizes, and provides meaning to the world around him.
Visual Perception
- Visual perception is the ability to interpret the surrounding environment by processing information that is contained in visible light.
Social Perception
- Social perception is the study of how people form impressions of and make inferences about other people.
Attributions
- Attribution is the process through which individuals link behavior to its causes, to the intentions, dispositions, and events that explain why people act the way they do.
- Attribution theory can be divided into two different sections:
- Internal attributes
- External attributes
Motivation
- Motivation means inspiring personnel/workers/employees with an enthusiasm to work for the accomplishment of the objectives of the organization.
- A manager has to motivate his workers to perform in order to get things done.
- Giving well-organized and understandable instructions and orders does not mean that they will be followed.
- An unsatisfied need is the starting point of motivation, and it becomes the primary connection in the chain of events leading to behavior.
Content Approaches
- Motivation is a complex phenomenon.
- Several theories attempt to explain how motivation works.
- In management circles, probably the most popular explanations of motivation are based on the needs of the individual.
Performance Appraisal
- Performance appraisal is a method of evaluating an employee's performance.
- Methods of performance appraisal include:
- Forced distribution
- Graphic rating scale
- Critical incident method
- Paired comparison analysis
- Ranking
- Essay method
Improving Performance Appraisals
- More meaningful and effective ways of improving performance appraisals include:
- Providing clear expectations
- Setting goals
- Providing feedback
- Encouraging self-evaluation
Performance Appraisal Feedback
- Performance appraisal feedback is always easier to give (and receive) if managers have followed a structured process of:
- Setting clear expectations
- Providing feedback
- Encouraging self-evaluation
Effectiveness of Performance Appraisals Feedback
- Feedback can come from many different sources like managers and supervisors, measurement systems, peers, and customers.
- Certain elements are needed to ensure its effectiveness, including:
- Specificity
- Timeliness
- Accuracy
- Relevance
- Regularity
Reinforcement Theory
- Reinforcement theory of motivation was proposed by BF Skinner and his associates.
- It states that the individual's behavior is a function of its consequences.
- It is based on the "law of effect".
- Individual's behavior with positive consequences tends to be repeated, but individual's behavior with negative consequences tends not to be repeated.
Employee Rewards Programs
- Managers who are developing, revamping, or currently using rewards programs should consider these tips:
- Aligning rewards with organizational goals
- Providing clear expectations
- Setting goals
- Providing feedback
- Encouraging self-evaluation
- Considering individual needs
- Offering choices
- Providing opportunities for growth
- Recognizing and rewarding achievements
Intrinsic Motivation
- Intrinsic motivation is internal to the person in that it is something that has to be offered to oneself.
- It is driven by personal interest or enjoyment in the work itself.
Extrinsic Motivation
- Extrinsic motivation is based on tangible rewards.
- It is external to the individual and is typically offered by a supervisor or manager who holds all the power in relation to when extrinsic rewards are offered and in what amount.
Innovative Rewards System
- There are seven different approaches to rewards that are not yet widely tested but are being considered by managers:
- Skill-based pay
- Competency-based pay
- Contribution-based pay
- Team-based pay
- Gain-sharing
- Profit-sharing
- Stock options
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Description
This quiz covers the relationship between personality and ability in the workplace, including natural aptitudes and learned capabilities. It explores how personality traits influence behavior and performance.
