Final revision Flashcards
(48 cards)
How did Taylor (1911) and Ford view motivation?
Pay was the sole motivator (piece-rate pay, $5 day).
Content theories of motivation
Focus on the work itself and how this motivates employees. Explore both intrinsic and extrinsic rewards.
Usefulness of content theories
They explore both intrinsic and extrinsic rewards; consider the work environment; and suggest a multiplicity of ways to motivate.
Maslow (1943) Hierarchy of needs
Workers are motivated by the most basic unfulfilled need. Factors of motivation are dynamic.
BUT - research wasn’t intended for workplace setting.
Herzberg (1966) Two-factor theory
Motivating and hygiene factors.
Motivating factors = satisfaction.
Hygiene factors = dissatisfaction.
BUT - doesn’t consider that people may not start from the bottom, or may skip layers.
Process theories
Look at how a worker is motivated through external influences.
Adams (1963) equity theory
Workers are motivated dependent upon their perception of fairness - e.g. if they are being treated equally to co-workers.
BUT - it is difficult for managers to gauge someone’s perception of fairness - also assumes workers are always rewarded on performance.
Vroom (1964) expectancy theory
People are motivated to perform actions that they expect will lead to their desired goals.
BUT - can motivation really be viewed so mathematically?
Locke (1968) goal-setting theory
Setting specific, clear, stretching goals will motivate employees.
BUT - can encourage tunnel vision and rivalry.
Hughes (1951) workplace motivation
Humans are motivated by status rather than rewards - how we are perceived by others within society is what motivates us. It is expected of us to work, so therefore we do it.
Personality
The sum of total ways in which an individual reacts to and interacts with others.
Jung (1923) introverts/extraverts
Places individuals on a scale which measures the degree to which someone is introverted or extraverted.
Introvert
Gains energy from within, works best alone.
Extravert
Gains energy from others, excels in team work.
Myers-Briggs Type Indicator (1962)
Questionnaire which uses 4 scales to place someone into one of 16 personality types:
introversion/extraversion, thinking/feeling, sensing/intuition, judgement/perception.
(Built on Jung’s ideas).
Nomothetic approach to personality
Personalities can be represented on a static framework/model as a set of standard traits/types.
Trait theories are based upon the traits themselves.
Type theories consider the specific traits associated with a personality type.
Five Factor Model/”Big Five” personalities (OCEAN)
Openness, conscientiousness, extraversion, agreeableness, neuroticism.
Nomothetic usefulness
Recruitment and selection - questionnaires offer a fast and simple method for determining personality.
BUT - low predictive validity (40%)
Ideographic approach to personality
Personalities are complex and unique to individuals - dynamic, always being shaped by external forces.
Ideographic usefulness
Allows managers to gain a more complete view of personality - but it is more time consuming and costly.
BUT - Can also feed into issues with the interview process - halo/horns effect.
Freud (1927) psycho-dynamic approach to personality
Personality/behaviour is determined and affected by external factors: family/upbringing, school, university, the workplace, etc.
BUT - studies were carried out in clinical setting - little workplace validity.
Social-radical approach
Personality/behaviour are directly impacted and shaped by the organisation itself.
Nomothetic criticism
Nature vs. nurture debate - approach is biased. Doesn’t look at the impact of external factors.
Traits can be interdependent and affect one another so shouldn’t be measured as independent variables.
Formal groups
Created by managers to accomplish goals and serve the needs of the organisation - departments, quality circles, boards of directors, etc.
