Chapter 5 Flashcards
(22 cards)
What is Motivation?
What is Motivation?
Motivation is extent to which persistent effort is directed towards a goal
Goals may be good/bad for org as a whole ex: productivity/loyalty or strike/sabotage
Relationship btw motivation and performance not 1 to 1
Other external factors play important role EX: Skill, knowledge, Aptitude,chance ect…
Extrinsic and Intrinsic Motivation
Extrinsic and Intrinsic Motivation
Extrinsic Motivation: Motivation that stems from work environment external to the task and is usually applied to others
- ex: pay, fringe benefits, company policies, and forms of supervision
Intrinsic Motivation: Stems from direct relationship btw the worker and the task and self-applied
- Ex: feelings of achievement, accomplishment, challenge, sheer interest in job itself, competence derived from performing one’s job
The motivation- Performance Relationship
Emotional Intelligence
Emotional Intelligence refers to the ability of an individual to accurately perceive his/her emotions, detect emotions in others and manage emotional cues and information
What are the 4 types of Emotional Intelligence?
1) Self Awareness: Self-Confidence, Emotional Self Awareness, Accurate Self Assessment
2) Social Awareness: Empathy, Organizational Awareness, Understanding of environment
3) Self Management: Self-Control, Trustworthiness, Conscientiousness, Adaptability, drive and Motivation, Initiative
4) Social Skill: Influence, Inspirational leadership, Developing others influence building bonds, teamwork and collaboration.
What are the 4 Skills of Peter Salovey and John Mayer EQ Model?
1) Perceiving emotions accurately in oneself & others( incl non-verbal)
2) Reasoning with emotions-using emotions to promote thinking and cognitive activity
3) Understanding emotions emotional language and the signals conveyed by emotions
4) Managing emotions so as to attain specif goals
Why EQ is important?
1) EQ predicts performance in a number of areas including job performance and academic performance
2) Better predictor of job performance above and beyond cognitive ability and the Big Five personality variables
3) EQ most strongly related to job performance in jobs that require high levels of emotional labor
4) Most important for the job performance of employees with lower levels of cognitive ability
5) Less important for job performance of employees with high levels of cognitive ability
What is the 3 aspects of MCCLELLAND’S Theory of Needs?
1) Need for Achievement: Preference for situations in which personal responsibility can be taken for work outcomes ( drive to excel)
2) Need for Affiliation; Characterized by a Desire to establish friendly, compatible interpersonal relationships
3) Need for Power: People wish to have strong influence over others
What is Self-Determination Theory? ( SDT)
SDT considers whether people’s motivation is autonomous or controlled. Assumes 3 basics psychological needs important to everyone influence their motivation: Competence, Autonomy, and Relatedness.
What is the 2 SDT?
1) Autonomous Motivation: Occurs when people are self-motivated by intrinsic factors - Individuals are engaged in a task because they choose to be and their actions are internally regulated
2) Controlled Motivation: Occurs when people are motivated to obtain desired consequence or extrinsic reward
What are the 3 implications of the Need Theory?
1) Managers must adept at evaluating the needs of individuals employees and offering incentives or goals that correspond to these needs
2) Importance of higher-order (Intrinsic) needs must be recognized
3) Lower-order (Extrinsic) needs must be reasonably gratified in order to take advantage of higher-order needs
What are the 3 relationships of the Expectancy Theory?
1) Effort- Performance Relationship: The perceived probability that exerting a given amount of effort will lead to performance
2) Performance-Reward Relationship: The degree to which the individual believes that performing at a particular level will lead to a desired outcome
3) Rewards -Personal goals Relationship: The degree to which organizational rewards satisfy an individual’s personal goals or needs and are attractive to the individual
What is the Equity Theory?
Equity Theory Focuses on people’s perceptions of the fairness ( or lack of fairness) of the ratio of their work outcomes to their work inputs compared to outcome to input ratio of another person (referent) perceived as a similar to oneself .
What is the Restoring Equity? and its impacts?
Restoring Equity: Inequity creates tension in workers causing them to attempt to restore equity.
- If it’s a Negative Equity Workers may reduce input levels to correct (rebalance) the ratio or seek a raise. When inequity persists, workers will often choose to leave organization.
- If it’s a Positive Equity, workers may change the referent person and readjust their ratio perception
What is the Goals Setting Theory?
Its a Specific, challenging and acceptable goals to enhance individual’s performance.
- rewards established.
- Individuals participate in goal setting
- feedbacks leads to higher performance.
- The goal specificity acts as internal stimulus
How does Goal Setting Motivate?
1) Direct attention
2) Regulate effort
3) Increase persistence
4) Encourage the development of strategies and action plans
How Goals should be SMART?
Specific
Measurable
Attainable
Relevant
Time-Bound
Victor Vroom’s Expectancy Theory
Suggests that …
The premise of expectancy Theory is that…
- Outcomes 1st level=
- Outcomes 2nd level=
- (F) …
- (E)…
- (V)…
- (I)…
Victor Vroom’s Expectancy Theory
Suggests that motivation determined by outcomes people expect to occur as a result of their job-related actions
The premise of expectancy Theory is that people will be motivated to engage in those wok activities that they find attractive and feel they can accomplish
- Outcomes 1st level= Organizational benefit
- Outcomes 2nd level= employee benefit
- Force(F) F=E*V1st level
- Expectancy(E) E=probability of attaining 1st-level Outcome
- Valence(V) V1st level= Σ I* V2nd level
- Instrumentality(I) I= Probability of receiving 2nd level outcome base on acheiving the 1st level outcome
Mechanisms of Goals Setting Theory
Goal Mechanisms affect …
When …
Mechanisms of Goals Setting Theory
Goal Mechanisms affect Performance by increasing motivation to reach set goals
When an individual or team can focus attention on behaviors that will accomplish a goal, they divert attention away from behaviors that will not achieve the goal
What are Managerial Implications of Goal Setting Theory?
Managers should …
Performance impact on…
Setting a…
…
What are Managerial Implications of Goal Setting Theory?
Managers should set specific and challenging goals and provide ongoing feedback to employees so they can compare their performance with the goal
Performance impact on specific, challenging goals is stronger for simpler jobs than for more complex jobs
Setting a specific learning goal will be more effective than setting a high perf. goal when a task is novel or complex and indv needs to acquire new knowledge and skills
Proximal goals(close) should be set in conjunction with distal goals(Far) when employees are learning a new task or performing a complex one
Do motivation theories translate across cultures?
- Equity theory
- Expectancy theory
- goal setting theory
- An effective goal setting
- Appreciating
- Cultural Limitations for most human need theories
- Equity theory will be constrained by what is considered ‘‘fair’’
- Expectancy theory is very effective when applied cross-culturally
- goal setting theory can apply well cross-culturally- found to predict, influence and explain behavior in many countries around the world
- An effective goal setting process must be adjusted to the culture
- Cultural blinders often lead to motivational errors
- Appreciating cultural diversity is critical for maximizing motivation
Integrating theories of work Motivation
- *
Integrating theories of work Motivation
- Each theory of motivation help us understand a different part of the motivational process
- Different theories of motivation can be integrated to better understand work motivation and the relationship btw job performance and job satisf
