Motivation Flashcards
(31 cards)
performance appraisal
more historical focused, and is used to test an employee’s performance like an evaluation (are they performing effectively)
performance management
more focused on continuous management, and is used to continually motivate employees and keep them aligned with the organization’s strategic goals
what do organizations often spend more of their time on?
We often focus on PA and less about PM, even though its equally important
- like SPOT surveys are an example of PA but don’t tell profs how to improve
purposes of PM
and what is the one most effective tool for evaluation and development of future performance?
help predict future performance and shape it
should always separate the evaluation of performance with the coaching of how to get better
should employees be surprised when they see their perfromance review?
NO - they should know what they’re getting …
if they are surprised that means they have a bad manager, that isn’t coaching them well
3 characteristics of a good PA system
reliable: consistently returns same results for same inputs
valid: measures relevant aspects of performance
specific: should give guidance on what is expected
leniency error, central tendency error and severity error
Leniency Error: consistently rates employees at high end of the scale
Central Tendency Error: consistently rates employees at scale midpoint
Severity Error: consistently rates employees at low end of the scale
halo error
evaluation of employee performance on one dimension creates overall impression that drives ratings on other dimensions
recency error vs. contrast error
Recency Error: rating is heavily influenced by most recent performance
Contrast Error: current employee rating is boosted after rating a poor employee or lowered after rating an excellent employee
similar to me error
Similar-to-me Error: rating is inflated because of a personal connection
issues with graphical rating scales, and why should we use behavioral scales?
the main issue with graphical scales is that they use words like likely … highly likely on a scale and these can be subjective
behavioral scales are better because they outline the criteria for each level of the ranking system
results based approach to management
setting clear goals of what to achieve to hit a 5/5 evaluation
- these are good because they’re specific, only issue is that they can be hard to measure across employees of different skill levels
comparative approach
Ranking employees from best to worst in terms of a particular attribute
Gives forced distribution
Paired comparison, comparing two employees head to head (who’s better at what)
pros and cons of comparative approach
pros: Good for differentiating individual performance
Easy to use and socially acceptable
cons: rivalries, doesn’t give feedback on how to improve, can lead to collusion
extrinsic vs intrinsic motivation
ext: anything external that motivates you (pay, praise, making someone else happy)
int: enjoying the task itself, doing something bc it’s fun, passionate about it
are extrinsic and intrinsic motivation mutually exclusive
NO, you can have both
- enjoy running, but also running to look good in front of others
what’s the pitfall of adding extrinsic motivators into something you have intrinsic motivation for?
it can cause people to lose enjoyment of doing something, like when you’re paid to play a sport - it becomes less fun and feels like work
Herzberg’s Motivator-Hygiene Theory
argues that certain things in the workplace lead to satisfaction while others reduce motivation (hygiene factors)
You can’t improve motivation by removing hygiene factors, but you can reduce demotivation
challenges to Maslow’s hierarchy of needs
can be countered because the lines between each stage are not clear + some people flip the pyramid upside down and pursue self actualization while giving up physical belongings (monks)
McClellands Need Theory
Based on State based personality characteristics
Different needs over time
Need for achievement, power and affiliation
what are the 3 needs in McClelland’s Need Theory
achievement: people who are goal oriented and like performing at a high level
power: people want power over others and like making big decisions
affiliation: people like being associated with certain people, leads to more democratic leadership
Skinner’s Reinforcement theory
behavior is the result of consequences
4 stages of skinners theory
for GOOD BEHAVIOR
pos. reinforcement: adding a good stimulus
neg. reinforcement: removing a harmful stimulus
for BAD BEHAVIOR
punishment: adding a harmful stimulus
extinction: removing a good stimulus
Vroom’s expectancy theory
all parts of the chain must be intact for it to work
- expectancy + instrumentality + valence = motivation
