motivation

Question 1

what is motivation

Answer 1

a human psychological characteristic that contributes to a persons degree of commitment

Question 2

why does motivation benefit a business

Answer 2

reduce absenteeism, turnover, efficiency, productivity quality and customer service

Question 3

mullins basic model of frustration

Answer 3

barriers or blockages to desired goals which can fulfil needs and expectations leads to frustration, regression, aggression and withdrawal

Question 4

McGregor theory x and y

Answer 4

integrates classic and human relations theories by considering economic and psychological needs

Question 5

theory x

Answer 5

people are motivated by money and have an inherent dislike for work. Requires management to direct and control

Question 6

theory y

Answer 6

people want satisfaction and are excited to have responsibility and fulfilment

Question 7

maslows hierarchy of needs

Answer 7

considers physiological and psychological needs in a hierarchy of importance. Assumes everyone has same needs in same order

Question 8

Hertzberg 2 factor theory

Answer 8

extrinsic needs (external security, money work and conditions) have to be met or are dissatisfies
intrinsic needs (nature of job, responsibility and fulfilment
and motivators)

Question 9

locke goal theory

Answer 9

focuses highly on intrinsic reward

set goals which are challenging but attainable because we are motivated by challenge

Question 10

equity theory

Answer 10

based upon reward we receive in comparison with others. Depends upon persons interpretation of reward and treatment

Question 11

expectance/valance theory

Answer 11

based upon value of reward and how likely it is we will receive reward. Is it worth the effort? M= E x V

Question 12

problems with McGregor x and y

Answer 12

assumes we either have economic or psychological needs when Maslow argues we have both

Question 13

problems with Maslow

Answer 13

assumes we all have same needs in the same order

Question 14

problem with Hertzberg

Answer 14

extrinsic rewards can actually motivate e.g. I am motivated by money
some jobs can’t be catered for intrinsic needs e.g low skilled work is not motivating it is just the nature of the job

Question 15

problems with goal theory

Answer 15

too focused on intrinsic, assumes we aren’t motivated by money. Not everyone has goals which could lead to those with goals putting in more effort than those without

Question 16

problem with equity

Answer 16

some people may not be concerned with the treatment of others. Could make room for people to be selfish and dramatic

Question 17

problems with expectancy/valance

Answer 17

management can’t have different motivational strategy for each individual . Sometimes we are guided by subconscious and so there is no calculation

Question 18

content theory

Answer 18

re arrange work patterns to allow job enrichment, satisfaction and responsibility. Intrinsic needs

Question 19

process theory

Answer 19

financial/performance related benefits in place link to expectancy/valance. carrot and stick e.g. colleague will or wont repeat behaviours that are rewarded or punished.

Question 20

critique of content

Answer 20

too simple and universal, assumes we all have intrinsic needs
places too much emphasis on job enrichment which is unreasonable for low skilled jobs. Aimed at middle class professionals. Also ignores basic needs such as low pay and job insecurity

Question 21

critique of process theory

Answer 21

management need to have full understanding of colleagues needs which is impossible. Also requires constant supervision of employees so rewards are carried out accordingly.

Question 22

assumptions underpinning theories

Answer 22

motivation theory is always a good thing
it is a tool management can use
however it is damaging to categorise people this way!