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RD Exam - Domain III - Management > Motivational Theories > Flashcards

Flashcards in Motivational Theories Deck (15)
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1
Q

Maslow’s Hierarchy of Needs

A

Worker motivated to satisfy specific needs. (1) Basic needs of physiological/survival and (2) security and safety must be satisfied before higher human needs (motivators) can be met (3) social; (4) self-esteem; (5) self-realization/self-actualization

2
Q

Examples of Maslow basic needs

A

pay, benefits, working conditions, schedule

3
Q

Examples of Maslow security and safety needs

A

insurance, retirement plans, job security

4
Q

Examples of Maslow social needs

A

organized activities at work

5
Q

Examples of Maslow self-esteem needs

A

job title, praise, rewards, promotions

6
Q

Examples of Maslow self-realization/self-actualization needs

A

realizing potential growth using creative talents - advanced training, job enrichment

7
Q

Herzberg’s two-factor theory

A

motivation and maintenance approach - maintenance (hygiene) factors if present are satisfiers and if not present are dissatisfiers, if lacking will interfere with work - do not produce motivation but can prevent motivation from occurring. Motivators give energy and enthusiasm and provide job enrichment

8
Q

Examples of Herzberg maintenance (hygiene) factors

A

fair wage, insurance, retirement benefits, supervision, schedule, working conditions, interpersonal relationships on the job

9
Q

Examples of Herzberg motivators

A

achievement, personal accomplishment, recognition, responsibility, participation in decision making, opportunities for growth and advancement

10
Q

McClellan’s achievement theory

A

power-affiliation theory - people have three needs: need to achieve, need for power, need for affiliation

11
Q

McGregor Theory X and Theory Y

A

the attitude of the MANAGER towards employees has an impact on job performance. Theory X = people inherently dislike work and will avoid if possible, so manager is negative, controlling, autocratic. Theory Y= work is natural and management should arrange conditions so workers can achieve goals, so manager is positive and participative

12
Q

Hawthorne studies

A

involving people in the process makes them more productive - employees given special attention (placebo effect) improved their behavior

13
Q

Expectancy theory

A

REWARDS - can be motivators under certain circumstances - if employee believes effective performance = reward, and if rewards are personally attractive to the employee

14
Q

Path-Goal theory

A

Offshoot of Expectancy Theory - focuses on leader’s effect on employee motivation - employee will be motivated to behave in a particular manner if there is an expectation that the behavior will result in a particular goal and depending on how strongly the person desires the goal

15
Q

Leadership Grid - most desired form

A

Team management - high concern for people and production