Podcast
Questions and Answers
Which need is primarily associated with having a secure job?
Which need is primarily associated with having a secure job?
- Need for Affiliation
- Need for Achievement
- Need for Status
- Need for Security (correct)
What is an example of the need for power?
What is an example of the need for power?
- Participating in pleasant social activities
- Attaining or surpassing a difficult goal
- Controlling people and activities (correct)
- Being liked by many people
Which of the following is NOT a characteristic of the need for achievement?
Which of the following is NOT a characteristic of the need for achievement?
- Doing better than competitors
- Solving a complex problem
- Carrying out a challenging assignment successfully
- Being accepted as part of a group (correct)
What is more strongly related to performance and satisfaction according to the findings?
What is more strongly related to performance and satisfaction according to the findings?
How does the need for status manifest?
How does the need for status manifest?
Which of these reflects the need for affiliation?
Which of these reflects the need for affiliation?
What aspect do Porter and Lawler suggest managers need to pay attention to beyond traditional attitude measurements?
What aspect do Porter and Lawler suggest managers need to pay attention to beyond traditional attitude measurements?
Which of the following variables did Porter and Lawler emphasize as important for understanding employee performance?
Which of the following variables did Porter and Lawler emphasize as important for understanding employee performance?
What best describes the need for power?
What best describes the need for power?
What did Porter and Lawler recommend organizations should critically reevaluate?
What did Porter and Lawler recommend organizations should critically reevaluate?
What is an example of the need for security?
What is an example of the need for security?
According to the findings, what should management encourage employees to focus on for better performance?
According to the findings, what should management encourage employees to focus on for better performance?
Which need involves influencing people to change their attitudes?
Which need involves influencing people to change their attitudes?
What happens to the motivation for obtaining physiological needs once they are satisfied?
What happens to the motivation for obtaining physiological needs once they are satisfied?
Which level of Maslow's hierarchy is primarily concerned with emotional and physical security?
Which level of Maslow's hierarchy is primarily concerned with emotional and physical security?
What term does Maslow use that may have misleading connotations for his third level of needs?
What term does Maslow use that may have misleading connotations for his third level of needs?
Which of the following accurately describes esteem needs in Maslow's hierarchy?
Which of the following accurately describes esteem needs in Maslow's hierarchy?
How does Maslow characterize self-actualization?
How does Maslow characterize self-actualization?
What is a possible better term for 'love needs' that Maslow suggests?
What is a possible better term for 'love needs' that Maslow suggests?
What does self-actualization closely relate to according to Maslow?
What does self-actualization closely relate to according to Maslow?
Which need primarily motivates individuals after their physiological and safety needs have been met?
Which need primarily motivates individuals after their physiological and safety needs have been met?
What dual aspects does esteem needs contain according to Maslow?
What dual aspects does esteem needs contain according to Maslow?
What does Maslow imply about person's drive after achieving self-actualization?
What does Maslow imply about person's drive after achieving self-actualization?
What is the main purpose of severance pay programs and outplacement services in organizations?
What is the main purpose of severance pay programs and outplacement services in organizations?
Which psychological concept is closely associated with Maslow's Pyramid?
Which psychological concept is closely associated with Maslow's Pyramid?
What aspect of work motivation does Maslow's theory primarily address?
What aspect of work motivation does Maslow's theory primarily address?
What method did Herzberg use to gather data for his motivational study?
What method did Herzberg use to gather data for his motivational study?
What is the first level of Aon Consulting's Performance Pyramid?
What is the first level of Aon Consulting's Performance Pyramid?
Why is Maslow's hierarchy of needs considered a significant contribution to understanding motivation?
Why is Maslow's hierarchy of needs considered a significant contribution to understanding motivation?
What type of professionals were the subjects of Herzberg's motivational study?
What type of professionals were the subjects of Herzberg's motivational study?
The resurgence of interest in psychology mentioned correlates most with which psychological approach?
The resurgence of interest in psychology mentioned correlates most with which psychological approach?
Which of the following is NOT an aspect included in Aon Consulting's Performance Pyramid?
Which of the following is NOT an aspect included in Aon Consulting's Performance Pyramid?
How has Maslow's theory been revitalized in modern contexts?
How has Maslow's theory been revitalized in modern contexts?
What is the primary premise of the Porter and Lawler model regarding motivation?
What is the primary premise of the Porter and Lawler model regarding motivation?
According to the Porter-Lawler model, what follows performance that influences satisfaction?
According to the Porter-Lawler model, what follows performance that influences satisfaction?
Which social psychologists influenced the concepts in the Porter-Lawler model?
Which social psychologists influenced the concepts in the Porter-Lawler model?
What factor is mentioned as moderating the relationship between effort and performance in the Porter-Lawler model?
What factor is mentioned as moderating the relationship between effort and performance in the Porter-Lawler model?
What significant reversal does the Porter-Lawler model suggest compared to traditional wisdom?
What significant reversal does the Porter-Lawler model suggest compared to traditional wisdom?
What aspect was emphasized in the research that supports the Porter-Lawler model?
What aspect was emphasized in the research that supports the Porter-Lawler model?
How does the Porter-Lawler model describe the relationship among motivation, performance, and satisfaction?
How does the Porter-Lawler model describe the relationship among motivation, performance, and satisfaction?
In the context of the Porter-Lawler model, what does 'effort' refer to?
In the context of the Porter-Lawler model, what does 'effort' refer to?
What does the field study related to the Porter-Lawler model reveal about individual performance?
What does the field study related to the Porter-Lawler model reveal about individual performance?
What is a major conclusion drawn from the research supporting the Porter-Lawler model?
What is a major conclusion drawn from the research supporting the Porter-Lawler model?
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Study Notes
Secondary Needs in Organizational Behavior
- Security and Status are considered important secondary motives in organizational behavior.
- Need for Achievement:
- Outperforming competitors.
- Achieving or exceeding difficult goals.
- Successfully completing complex tasks or challenges.
- Developing innovative solutions.
- Need for Security:
- Having a secure job.
- Protection from financial loss.
- Safeguarding against health risks and disabilities.
- Avoiding situations with potential for failure and blame.
- Need for Power:
- Influencing others to change their behavior or attitudes.
- Being in control of people and activities.
- Possessing authority over others.
- Exercising control over information and resources.
- Overcoming opponents or rivals.
- Need for Status:
- Possessing material possessions that signify success.
- Working for prestigious companies or in desirable roles.
- Earning degrees from prestigious institutions.
- Residing in affluent neighborhoods.
- Belonging to exclusive social circles.
- Need for Affiliation:
- Being liked and accepted by others.
- Feeling part of a group or team.
- Working with friendly and cooperative people.
- Maintaining harmonious relationships.
- Participating in enjoyable social activities.
Maslow's Hierarchy of Needs
- Physiological Needs: Basic survival needs like food, water, sleep, and shelter.
- Safety Needs:
- Security, stability, and protection from harm.
- Seek safety and protection from external and internal threats.
- Love Needs:
- Belonging, affection, and being part of a group.
- Desire for social connections and relationships.
- Esteem Needs:
- Respect, confidence, and self-worth.
- Need for recognition and accomplishment.
- Involves both self-esteem (feeling good about oneself) and esteem from others (recognition and respect).
- Self-Actualization Needs:
- The drive to realize one's full potential.
- Seeking meaning, growth, and fulfillment.
- Transcending self-limitations and achieving personal goals.
Herzberg's Two-Factor Theory
- Hygiene Factors:
- These factors prevent dissatisfaction but do not, in themselves, contribute to motivation.
- Examples: company policies, salary, job security, working conditions, relationships with supervisors and peers.
- Motivator Factors:
- These factors lead to increased satisfaction and motivation.
- Examples: achievement, recognition, responsibility, advancement, growth opportunities.
Porter-Lawler Model
- Motivation, Satisfaction, and Performance:
- These are distinct variables, not directly equivalent, but are interconnected.
- Effort and Performance:
- Effort is moderated by abilities, traits, and role perceptions.
- Performance and Rewards:
- Rewards following performance influence satisfaction.
- Rewards are more effective when contingent upon performance.
- Role Perceptions:
- Clear understanding of role expectations and responsibilities is crucial for performance.
- Implications for Practice:
- Measures employee values and perceptions about rewards.
- Reviews reward policies to ensure they are aligned with performance.
- Focuses on improving role clarity.
- Encourages employees to focus on high-impact behaviors.
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