Chapter 14 Flashcards
This is defined as “the
intention of achieving a goal,
leading to goal-directed
behavior.”
Motivation
The characteristic of having
the skills and knowledge
required to perform the job.
Ability
What are the major influences over employee performance?
motivation x ability x environment
The need for air, food, and water
physiological needs
The need to be safe from danger, pain, or an uncertain future.
safety
The need to bond with other human beings, to be loved, and
to form lasting attachments
with them.
social needs
The desire to be respected by
one’s peers, feeling important,
and being appreciated.
esteem needs
The quality of “becoming all
you are capable of becoming.”
self-actualization
This need corresponds to
Maslow’s physiological and
safety needs.
Existence
This need corresponds to social
needs.
Relatedness
This need refers to Maslow’s
esteem and self-actualization.
Growth
This theory by Clayton Alderfer is an empirical test of a new theory of human needs. Instead of the five needs that are hierarchically organized, Alderfer proposed that basic human needs may be ground under three categories: existence, relatedness and growth.
ERG Theory
The factors that include
company policies, supervision,
working conditions, salary,
safety, and security on the job.
Hygiene factors
The factors that are intrinsic to
the job, such as achievement,
recognition, interesting work,
increased responsibilities,
advancement, and growth
opportunities.
motivators
Frederick Herzberg approached the question of motivation in a different way. By
asking individuals what satisfies them on the job and what dissatisfies them,
Herzberg came to the conclusion that aspects of the work environment that satisfy employees are very different from aspects that dissatisfy them.
The motivation to work among Finnish supervisors. Personnel
Psychology, 18, 393–402. Herzberg labeled factors causing dissatisfaction of workers as “hygiene” factors because these factors were part of the context in which the job was performed, as opposed to the job itself.
Two Factory Theory
According to this theory, individuals acquire three types
of needs as a result of their life experiences. These
needs are need for achievement, need for affiliation,
and need for power. All individuals possess a
combination of these needs.
Acquired Needs Theory
Having a strong need to be successful
need for achievement
The need to be liked and accepted by others.
high need for affiliation
The desire to influence others
and control their environment.
need for power
KT 14.2
Need-based theories describe motivated behavior as individual efforts to
meet needs. According to this perspective, the manager’s job is to identify
what people need and then to make sure that the work environment
becomes a means of satisfying these needs. Maslow’s hierarchy categorizes
human needs into physiological, safety, social, esteem, and self-actualization
needs. ERG theory is a modification of Maslow’s hierarchy, where the five
needs are collapsed into three categories (existence, relatedness, and
growth). The two-factor theory differentiates between factors that make
people dissatisfied on the job (hygiene factors) and factors that truly
motivate employees. Finally, acquired-needs theory argues that individuals
possess stable and dominant motives to achieve, acquire power, or affiliate
with others. Each of these theories explains characteristics of a work
environment that motivate employees.
According to this theory,
individuals are motivated by a sense of fairness in their interactions. Moreover, our
sense of fairness is a result of the social comparisons we make.
Equity Theory
A person we compare ourselves to in equity theory.
referent
A personality trait that
explains different reactions to
inequity.
equity sensitivity
Individuals who give without
waiting to receive much in
return.
benevolents
