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Leading and Managing People > Lecture 4 & 5 > Flashcards

Lecture 4 & 5 Flashcards

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1
Q

What is motivation?

A

Mental processes emerging from factors within and ouside of individuals

Directs, intensifies and sustaisn behaviour towards achieving.

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2
Q

What relevant outcomes does motivation predict?

A
  • Task performance
  • citizenship behaviour
    • commitment to orga°
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3
Q

What are the 4 components of motivation?

A
  1. Direction
  2. Intensity
  3. Persistence

=> Goal

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4
Q

What are the 2 motivation types?

A

Intrinsic

  • (Do it because like it)

Extrinsic / Instrumental

  • (Do it because get something out of it)
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5
Q

What are the differences between drives and motives?

A

Needs VS goals

Innate VS learned

Physiological VS social basis

Activated by deprivation VS environment

Aimed at satiation VS stimulation

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6
Q

What are some early theories on motivation (that had negative / limited view) ?

A
  • Taylor’s Scientific Management
  • McGregor’s Theory X and Theory Y
  • Herzberg’s Two-Factor Theory
  • McClelland’s Theory of Needs
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7
Q

Taylor’s Scientific Management

A

Motivation only comes from incentives for subcomponents of work.

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8
Q

Definition of incentives

A

a thing that motivates or encourages someone to do something.

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9
Q

McGregor’s Theory X and Theory Y

A

Managers see employee as either disliking work (X) or self-motivated (Y)

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10
Q

Herzberg’s Two-Factor Theory

A

Satisfaction and dissatisfaction are 2 dimensions that need to be managed separately

  • motivators
  • hygiene factors
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11
Q

McClelland’s Theory of Needs

A

Motivation comes from 3 basic needs

  1. Achievement
  2. Power
  3. Affiliation
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12
Q

Maslow’s hierarchy of needs (5 levels)

A
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13
Q

Contemporary theories of motivation

A

Having a degree of control motivates

Achieving something in return for effort motivates

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14
Q

Explain Having a degree of control motivates

A

Self-determination theory: Autonomy

Self-efficacy theory: Ability

Goal-setting theory: Clear goals

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15
Q

Explain Achieving something in return for effort motivates

A

Equity theory: I will receive sth in return

Expectancy theory: It will pay off

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16
Q

Is Skinner’s Reinforcement theory, a theory of motivation?

A

Not really, but of learning

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17
Q

Self-determination theory

A

People are more motivated when perceive/feel autonomy & freedom

  • rewards → suggests → external reasons (not free will) => diminish motivation
    • intrinsic motivation VS + extrinsic motivation
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18
Q

Explain autonomy by flexitime

A

Compressed time (condense days/weeks)

Part-time

Shared time

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19
Q

Explain the flexitime concept

A

Employees work during common core time period

But discretion in forming total workday from flexible set of hours outside the core

→ provides autonomy + work-life balance

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20
Q

What are the advantages of telecommuting?

A

Larger labour pool

Higher productivity

Less turnover

Improved morale

Reduced office-space costs

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21
Q

What are the disadvantages of telecommuting?

A

Less supervision

Difficult to coordinate teamwork

difficult to evaluate non-quantitative performance

May not be noticed for efforts

Social isolation, poor mental health

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22
Q

Self-efficacy theory

A

People are motivated when they feel able

+ self-efficacy => + persistence

  • Train employees
  • learning through doing & observation
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23
Q

Locke’s Goal-Setting Theory

A
  • Direction: tell employee what needs to be done
  • Intensity: How much effort needed
  • Persistence: whether achieved or not
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24
Q

Vroom’s expectancy theory

Study These Flashcards
A

People are motivated if they expect:

  1. Expectancy: effort → good appraisal
  2. Instrumentality: good appraisal → rewards
  3. Valence: rewards → satisfy personal goals
25
Social exchange theory
Signalling the norm of reciprocity * Organizational values + intentions **_signalled_** through social exchanges * Perceptions positive? employee reciprocate → **_signals_** ***commitment*** Linked to equity and expectancy theory
26
What are the different types of rewards? 2:2
* Pay employees * Variable pay * Not merit-based * Recognize employees * Employee Recognition Program * Benefits to offer
27
What are the 2 types of equity?
Internal VS external equity =\> how worth for company and match price market/industry
28
Ekman's basic emotions
* 6-7 types (+ contempt) * Innate & universal
29
Why are emotions important for work?
30
What are the 10 ways of understanding emotions in regards to OB?
31
Explain the relation between emotions, mood and affect
32
Classic theories of emotions
James-Lange theory Schachter-Singer Two-Factor theory Cannon-bard Theory
33
James-Lange theory
Stimulus → bodily response interpreted as emotion
34
Schachter-Singer Two-Factor theory
Stimulus → bodily response + cognitive evaluation ⇒ (together) emotion
35
Cannon-bard Theory
Stimulus → bodily-response + emotion (Best evidence base)
36
Give 9 sources of emotions
37
Impression management
Goffman: people engage in “impression management” → front stage and backstage (emotional labour) Ekman: Such emotions sometimes slip
38
What does Barbara Fredrickson say about positive emotions?
39
What do positive emotions indicate?
They signal & produce flourishing
40
The Broaden Hypothesis
Positive emotions broaden cognition * scope attention + range of thoughts + range action impulses * + adaptive responding Negative emotions * Promote specific action tendencies
41
Explain the Moral Emotions (CAD) model
42
The Build Hypothesis
Continued positive emotions **_enable_** people to build a toolbox
43
“Undoing” hypothesis
"Positive emotions undo cardiovascular after-effects of negative emotions"
44
“Bounce-back hypothesis”
Resilience provide buffer after crises, through positive emotions → More resources & - depressive symptoms
45
What did Forgas (2013) show about negative emotions?
* Improve memory * Reduce judgmental biases + stereotyping * Increase scepticism + reduce gullibility * Increase motivation + perseverance * Increase concern for others / concern * Increase interpersonal persuasiveness
46
What are the consequences of chronic stress?
**_Physiological symptoms_**: body / health **_Psychological symptoms_**: mood / dissatisfaction / burnout **_Behavioural symptoms_**: eating habits / smoking / productivity
47
How does stress impact negatively of safety?
Direct impact on unsafe acts → shortcuts / human error Indirect on well-being → absenteeism / reduced capacity to work
48
What is the basic concept of stress
49
Lazarus' transaction model
Stress is when a person thinks a situation exceeds their resources and endangers their wellbeing. Stress is a possible state after appraisal. Persons appraise the environment. Related to the role of appraisal and coping
50
Explain primary and secondary appraisal
* Primary: * Irrelevant * Threatening * Positive (challenge) * “What does this situation mean?” * Secondary * change problem + emotional response * “What can I do about it?"
51
What are the critiques on Lazarus' model?
Physiological responses require appraisal unclear how environment elicit stress previous exp change apparaisal process (challenge VS treat)
52
Define appraisal
an act of assessing something or someone.
53
What does Hargrove et al (2015) say about Lazarus' model / Appraisal ?
Stress experiences can be negative and positive Negative: Threat-appraisal Positive: Challenge-appraisal
54
What are the 3 HR interventions to create positive stress?
Primary: Related to challenging employees Secondary: Aid in copying with challenges Tertiary: Maximizes effects of eustress
55
Learned helplessneww
Type of emotion-focused coping in which emotions interfere with adaptive responding produced by inescapable stress.
56
Mastery orientation
Tendency to attribute demands based on self-efficacy
57
Evolution of stress models
58
Job Demands-Resources Model (Bakker & Demerouti)
* Work environments can be characterized by: * job demands * resources * 2 processes occurring at same time: * health impairment process * motivational process * Job demands \* resources = stress / employee well-being
59
Explain the reducing of stress through job crafting

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