1. what drives them

Question 1

what’s this problem about?

Answer 1

how people work in order to be motivated for certain jobs

Question 2

motivation

Answer 2

it involves conditioned responses for factors that influence you to act (planning, prioritizing goals, thinking logic) rather than just having thoughts

Question 3

metaphors 1/3 - person as a machine

Answer 3

• has passive response to stimuli
• responds to needs and drives
• reflexive behavior (without conscious awareness
• responds to external stimuli and reinforcement
• links to freudian psychoanalytic theory more specifically drive theory

Question 4

metaphor 2/3 - person as a scientist

Answer 4

• reflective rather than reflexive
• intentional rather than automatic
• ## aware of all possible alternative goal- related actions

Question 5

metaphor 3/3 - person as judge

Answer 5

with the recognition that humans are not perfect, they:
- see who and to what extent someone is responsible for positive or negative event

• look for evidence of intention on actions of others and considers those intentions in considering a personal course of action.

Question 6

equation of performance

Answer 6

performance = (motivation x ability) - situational constraints

*note: the multiplication indicates that if there is no motivation, all ability does not matter as anything x0 is 0

Question 7

locus of control

Answer 7

the extent to which someone views events as resulting from their own actions (internal LOC) or from outside causes (external LOC)

e.g. internal LOC making an ice sculpture in a cold room (you have control over how it will look in the end based on ur skill and motivation)

external LOC making ice sculpture outside in the heat because the outcome is not controlled by you. (no control over how the sculpture will look)

Question 8

what are 3 person-as-machine theories?

Answer 8

> Maslow’s need theory
Herzberg’s two-factor theory
Reinforcement theory

Question 9

Maslow’s need theory

Answer 9

• when we are young we’re more focused on physical wellbeing and as we get older we’re more focused on personal development
• believed that all needs are universal but internal motives are inborn
• 5 needs are organized hierarchically and built on each other

Question 10

What are the 5 needs from Maslow’s needs theory?

Answer 10

organized hierarchically

1. physiological needs
2. security needs
3. belongingness needs
4. esteem needs
5. self-actualization needs

Question 11

What are the 5 needs from Maslow’s needs theory?

Answer 11

organized hierarchically

1. physiological needs
2. security needs
3. belongingness/love/social needs
4. esteem needs (getting respect for accomplishments)
5. self-actualization needs (develop to full capacity)

Question 12

Herzberg’s two-factor theory

Answer 12

• is a variation of maslow’s theory
• suggested there was only 2 basic needs not 5
• suggested they were independent not hierarchical

> hygienic factors - fulfilling this need, would result in eliminating dissatisfaction but not create motivation or positive satisfaction
Motivation factors- will make the employee work harder and be more satisfied

Question 13

Reinforcement theory (behaviorism)

Answer 13

proposes that behavior depends on 3 simple elements

• stimulus
• response
• reward (contingent, intermittent, continuous)

Question 14

contingent reward

Answer 14

reward depends on a particular response

Question 15

intermittent vs continuous reward

Answer 15

intermittent rewards are given only to some correct responses but continuous is rewarded every single time someone gets a correct response

Question 16

criticism of reinforcement theory

Answer 16

• impractical
• hard to implement into real life
• jobs hard to organize in terms of needed reinforcement

Question 17

what are the person as scientist theories

Answer 17

Vroom’s VIE theory
Equity theory
Organizational justice theory
Dissonance theory

Question 18

Vroom’s VIE theory

Answer 18

> Valence: strength of a person’s desire for a particular outcome (e.g strong valence for money, low for boring job)

> Instrumentality: perceived relationship between performance and attainment of certain outcome. believe p to o. if i perform in a certain way, I will receive this reward. trust you have that people will pull through and give you the reward as promised

> Expectancy: Belief that a particular behavior will lead to higher performance.

your effort will attain performance goals

Question 19

Equity theory (now organizational justice theory)

Answer 19

based on the dissonance theory; people compare their inputs and outcomes to other’s and if the ratio is the same->no tension (we reach equity)

outcome/input ratio

Question 20

Dissonance Theory

Answer 20

dissonance exist when individuals hold “dissonant cognitions” (incompatible thoughts) on regular basis, people have negative cognitions and at all time they try to get a balance in their life

Question 21

Person-as-intentional /judge theories

Answer 21

goal-setting theory
feedback loop
self-efficacy

Question 22

goal-setting theory

Answer 22

by locke
assumes that if u have a certain goal, ur more likely to perform better than if u have no goal.
specific and harder goals tend to lead to better performance and results

Question 23

Feedback loop

Answer 23

takes place in the intermediate stage of achieving a goal-oriented task. e.g. if person’s goal is to do well in first year, and they get a bad grade on their first exam, they will work towards bettering their habits to achieve their goal
*control theory in feedback loop: person compares their performance to a standard and adjust their behavior in agreement with the standard

Question 24

Self-efficacy

Answer 24

our own belief in our capabilities and capacity. It is more about motivation and behavior, the higher self efficacy is, the higher the chance you can obtain the goal.

Self efficacy develops through:

• Mastery Experiences
• Modelling
• Social Persuasion
• Physiological State

Question 25

Job Characteristics Model JCM

Answer 25

SKILL VARIETY: the focus is on the of skills and talents required in this job (nurse requires more skills->higher score)
TASK IDENTITY: job requires the performance of a whole unit, which is identifiable with a visible outcome. (carpenter)
TASK SIGNIFICANCE: the extent to which a job makes an impact on the lives of people inside and outside the organization (surgeon vs clerical)
AUTONOMY: the degree of freedom and independence on the job, on the planning an execution (university professor, example from the conveyor belt)
FEEDBACK FROM THE JOB: the quality and amount of feedback a person gets ( a pilot vs a person working in sales)

Question 26

Organizational Justice

Answer 26

> Distributive: the fairness of decision outcomes (payment, promotions) is based on the equity norm (better performance-better pay), the equality norm and the need (greater needs-greater payment) norm.

> Procedural: on the fairness of the process that leads to the decision, people who have a say in the decision making tend to believe their decision is more fair

Question 27

why justice matters (instrumental, relational, deontic)

Answer 27

> Instrumental: they ensure productivity and favorability of their actions
Relational: information about social status and identity, recognition of being a member of the group
Deontic: respect. Everyone deserves to be treated fairly