Module 5. Motivation Flashcards
(28 cards)
What is McGregors theory X?
Assumed that the individual is self-centered, is inclined to be lazy, and prefers to be led rather than to take responsibility; and that few individuals want or can handle work that requires creativity, self-
direction, or self-control.
What is McGregors theory Y?
Assumes that people want to feel useful and important. That people desire to belong and to be recognized as individuals, and that these needs are more important than money in motivating people to
work.
What is the managers tack with McGregors theory X?
Manager’s task is to closely supervise and control subordinates. Break down task into simple, repetitive
and easily learned operations.
What is the managers tack with McGregors theory Y?
Manager’s task is to create organizational conditions where individuals can achieve their goals by
directing their efforts toward organizational objectives. Must make the worker feel important and useful,
listen to their feedback and allow subordinates to exercise some self-direction and self-control on
routine matters.
Which are the levels of Maslow’s hierarchy of Needs?
- Physilogical (Bottom)
- Safety
- Love/belonging
- Esteem
- Self-actualization (Top)
What does the Maslow’s hierarchy of Needs mean?
The hierarchy of needs progresses from the most basic needs at the bottom of the hierarchy (that is, physiological and security) to the highest-level needs at the top (that is, esteem and self-
actualization).
If a need is not satisfied, it generates tension and a drive to act. Once a need has been satisfied, it does not motivate. Yet, when that occurs, another need gradually emerges to take its place.
What are the charcteristics of McClelland’s n Achievement?
(n standing for need)
characteristics: Need freedom in the working environment to exercise their strong self-
direction tendencies.
What are the charcteristics of McClelland’s n Power? (n standing for need)
characteristics: desire to influence, guide and control others.
McClelland divide the need of power into personalized power and socialized power. The extreme of
personalized power is raw control over other expressed in an interpersonal way. Socialized power is
altruistic and is exercised for the benefits of others.
What are the charcteristics of McClelland’s n Affiliation ? (n standing for need)
characteristics: Concern for establishing and maintaining close, personal relationships, a value on friendship and a tendency to express one’s emotions.
Udai Pereek developed McClelland’s work by extending it into six categories. Which are these?
- Achievement – concern for excellence, the setting of challenging goals for oneself
- Affiliation – close relationship, striving for social acceptance
- Influence – Characterized by a concern of making an impact on others.
- Control - Characterized by a concern of orderliness, a desire to stay informed.
- Extension – Urge to be relevant and useful to larger groups, including society
- Dependence - Characterized by a desire for the help of others in one’s own self-development
Why is Hertzberg’s motivation-hygiene needs theory important?
Herzberg’s theory is highly important for understanding how people perceive satisfaction and dissatisfaction, realizing that this perception will vary with specific individuals.
What is the Equity theory?
Equity theory: individuals want their efforts and performance to be judged fairly relative to others and that
individuals engage in a process of evaluating their social relations much like they evaluate economic
transactions in the marketplace. The equity theory relies on the assessments of individual input and output
and on social comparison.
What are the key elements in the Equity theory?
Inputs = what the person brings to the exchange. For example, educations, skills,
Outputs = what the person receives from the exchange
Comparative analysis = the importance of input and output for oneself compared to others in the same situation.
Action = specific steps or behaviors to reduce feeling of
inequity
What does Goal-settings suggest?
Goal-setting theory suggests that goals are associated with enhanced performance because they mobilize
effort, direct attention, and encourage persistence and strategy development.
What does expectancy theory suggest?
Expectancy-valence motivation theory is perhaps the most researched theory of work motivation.
Expectancy theory suggests that individuals consider alternatives, weigh costs and benefits, and choose
a course of action of maximum utility. At the most basic level, the expectancy that a specific level of effort
will lead to a certain level of performance and the expectancy that a certain level of performance will result
in a specific outcome are what facilitate an individual’s motivation.
which are the five core job dimensions?
skill variety, task identity, task significance, autonomy, and feedback.
significance, autonomy, and feedback.
What is Porter-Lawler Model?
This model relates a number of different factors to performance and satisfaction, and it highlights how
these factors interact.
what are Intrinsic rewards?
Intrinsic rewards are those that individuals get from the work itself or give to themselves.
what are Extrinsic rewards?
include money, praise or recognition, censure,
and promotions.
Which are Meyer’s six stages of demotivation?
Confusion stage – Productivity drops slightly. Employee wondering if it is the boss or himself who is at fault
- Anger – Employee’s attitude becomes less positive and more angry. Attention seeking
- Subconscious hope - There is no longer any doubt as to who is at fault and the employee tends to
avoid the boss and withholds information. - Disillusionment – Employee gives up taking initiatives and only does the basic job.
- Uncooperative - Employee refuses to do anything that is not clearly part of his job
- Final – Employee either leaves the job or accepts 8 meaningless hours.
Which is the Management by objectives and results (MBO&R) – Developed by Peter Drucker?
MBO&R is a system that serves both as a planning tool and a motivational philosophy. This approach reflects synthesis of three areas: goal setting, participative decision making, and feedback.
Which are the four key components in Management by objectives and results (MBO&R)?
The process involves four key components:
- Goal settings
- Mutual involvement of supervisor and employee
- Implementation, and performance appraisal
- Feedback
What are the critics about Management by objectives and results (MBO&R)?
Some critics argue that MBO&R places too much emphasis on rewards and punishments, generates an
excessive amount of paperwork, places too much emphasis on individual goals versus team goals, and
fosters game playing between managers and subordinates.
What is Profit-Sharing plans?
Profit-sharing plans is frequently reported as a method to link employee compensation with organization
profits. A unique and relatively recent development of profit-sharing plans is the employee stock ownership plan (ESOP).
