Term
| What are the 5 needs in Maslow’s hierarchy of needs? (Know what each need is & be able to recognize what need is being satisfied in a given situation) |
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Definition
(a) Physiological
(b) Safety
(c) Social
(d) Esteem
(e) Self-Actualization |
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Term
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Definition
| need for food, water, air, shelter, procreational sex, and clothing (bottom of pyramid) |
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Definition
| need for security, stability, and freedom from fear or threat (health insurance) |
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Term
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Definition
| need for friendship, affection, acceptance, and interaction with others (office parties) |
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Term
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Definition
| need for personal feelings of achievement, self-esteem, recognition and respect from peers (rewards) |
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Term
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Definition
a feeling of self-fulfillment or the realization of one’s potential; maximum personal motivation, the need for growth and development, be all that you can be!
• Can you move beyond self- actualization? no
• Money could satisfy all needs |
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Term
| According to Maslow Hierarchy of Needs, what motivates your behavior? |
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Definition
| The lowest unsatisfied need in the hierarchy (physiological, if it is met, then it is safety) |
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Term
| What does Maslow believe about satisfied needs? |
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Definition
- “Lower” needs would have to be satisfied before the next “higher” need could motivate behavior
- Once they are satisfied they no longer motivational, you move up and move on
- How many needs at a time can motivate you? one at a time |
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Term
| If a need is frustrated, what will the employee experience, according to Maslow? Can the employee still be motivated if his/her needs are frustrated? |
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Definition
- The state of “stuckedness”, being stuck
- You can’t go up or down
- The employee can no longer be motivated (productivity, etc. will all suffer) |
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Term
| hat needs are typically unsatisfied in most organizations? Why is this the case? What would help satisfy these needs? |
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Definition
- Esteem and self actualization- because most jobs are specialized
• Good health insurance- Safety
• Apple wine and cheese party- Social
• Banquet recognize performance with award- Esteem
• Money- Can satisfy all of your needs
- Enriched or craft would help satisfy these needs |
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Term
| What need is the highest level of personal motivation? How many people reach this level? Is it ever fully satisfied or fulfilled? |
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Definition
-Self-actualization (being all that you can be, maximizing potential)
-Very few do. Never fully satisfied. Reach it only temporarily. |
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Term
| What is a peak experience? |
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Definition
-Peak experience: the best you can be at that moment in time; “in the zone”
- Momentary self actualization- at that one moment in time you are the best you can be |
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Term
| What does the research say about Maslow’s hierarchy of needs? |
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Definition
-We’ve only been able to identify 2 or 3 needs instead of the five
-Not everybody climbs a hierarchy in the same progression (assumes everyone has the same value system)
-A satisfied need can still motivate
-Satisfaction does not reduce the drive for self-actualization in fact, once people have self-actualization they want more
-Maslow has been wrong on a number of accounts |
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Term
| What is a cafeteria style benefits plan? |
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Definition
- Pick and choose the benefits that you need (health & life insurance)
- Pick out the ones that fits you
-opposite: across the board benefits |
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Term
| How would you apply Maslow’s theory of motivation if you were a manager? |
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Definition
- Flexibility
- People are motivated by different needs so they will find different things rewarding
- Managers should motivate differently because everyone is at a different point on the hierarchy (“tailor the motivation to fit the individual”)
- People can move up or down in the hierarchy and different things can motivate them over time |
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Term
| What are the 3 needs in Alderfer's ERG theory that can motivate behavior? |
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Definition
| -(E) Existence, (R) Relatedness, & (G) Growth Needs |
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Term
| How do the 3 needs in ERG theory match up to the 5 needs in Maslow’s hierarchy of needs? (on exam) |
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Definition
a) Existence -- similar to Maslow’s physiological and safety needs
b) Relatedness -- similar to Maslow’s social and self-esteem needs
c) Growth -- similar to Maslow’s self-actualization need
-Maslow’s theory repackaged (fancy) to be more consistent with current research. |
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Term
| What does Alderfer’s ERG theory say about a satisfied need? |
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Definition
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Term
| What is the frustration-regression principle in ERG theory? What does it say about need frustration? |
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Definition
- If a higher level need is frustrated, you can regress down to a lower level need, and still maintain motivation.- you are no longer stuck
- Employee has options and management has options
- Existence and relatedness are satisfied but growth is not- give you more of the other two but not of growth |
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Term
| What does Herzberg say is the opposite of job satisfaction? The opposite of job dissatisfaction? |
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Definition
-Job Satisfaction (E- enriched) = No Job Satisfaction (S- specialized)
-Job Dissatisfaction (B-bad) = No Job Dissatisfaction (G- good)
-What causes you to be satisfied and dissatisfied are completely different:
-Job satisfaction- motivation (drive) (job enrichment)
-No Job Satisfaction- de-motivation (reverse) (specialized jobs)
-No job satisfaction and no job dissatisfaction- these are neutral states (hygienes) |
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Term
| What does Herzberg say is the opposite of job satisfaction? The opposite of job dissatisfaction? |
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Definition
-Job Satisfaction (E- enriched) = No Job Satisfaction (S- specialized)
-Job Dissatisfaction (B-bad) = No Job Dissatisfaction (G- good)
-What causes you to be satisfied and dissatisfied are completely different:
-Job satisfaction- motivation (drive) (job enrichment)
-No Job Satisfaction- de-motivation (reverse) (specialized jobs)
-No job satisfaction and no job dissatisfaction- these are neutral states (hygienes) |
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Term
| What is a motivator factor & what is it related to in 2-factor theory? (be able to recognize what are motivators on the job). Motivators are like what need in Maslow’s hierarchy? |
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Definition
- Motivators: the work itself and how it makes you feel
- Esteem and self-actualization in Maslow’s hierarchy- internal
- Related to job enrichment because motivators are present so you have an enriched job |
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Term
| What is a hygiene factor & what is it related to in 2-factor theory? (be able to recognize what are hygienes on the job). Hygienes are like what needs in Maslow’s hierarchy? |
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Definition
- Hygienes lead to job dissatisfaction, everything is good- no job dissatisfaction- pay can't motivate you etc.
- Equivalent to the 3 lower level needs in Maslow’s hierarchy of needs (physiological, safety, social)
- It’s outside of you/external factor [pay, benefits, supervision, coworkers, leadership, working conditions, company policy- these cannot motivate] |
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Term
| 18. What does Herzberg advocate as the only way to motivate employees (i.e., make them job satisfied)? |
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Definition
| - Job enrichment (sometimes this works and sometimes they don't) |
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Term
| What is the effect of good pay, good supervision, good benefits, etc…on job dissatisfaction? Can hygiene factors motivate people according to Hertzberg? |
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Definition
- Causes no job dissatisfaction- - It prevents dissatisfaction or de-motivation
- Hygienes can’t motivate people according to Hertzberg |
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Term
| If I gave you an example of a person holding a certain type of job (e.g. specialized or enriched) & having either good or poor hygienes (e.g. pay, benefits, & supervision), you will be able to tell me what the person is experiencing in terms of job satisfaction or no job satisfaction & job dissatisfaction or no job dissatisfaction). |
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Definition
-Taco Bell drive-thru worker for 4rth meal and have static intercom…No Job Satisfaction (specialized) + Job Dissatisfaction (bad hygienes)…worst-case scenario
- Dr. 90210, good nurses, staff, and benefits…Job Satisfaction (enriched) + No Job Dissatisfactions (good hygienes)…best-case scenario
- Sauley’s brother = specialized, but good hygienes…No Job Satisfaction + No Job Dissatisfaction…neutral!
-Enriched- satisfied- low paid benefits- dissatisfied (at the same time)
Specialized job pays poorly- No JS and Job dissatisfaction - worst case |
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Term
| What are the problems with Herzberg’s 2-factor theory? (on test) |
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Definition
- It is a one best way theory
- It was based upon accountants and engineers
- It assumes that all employees will be motivated by job enrichment
- It’s a one best way theory so we know it’s wrong
- Suffered from a self-serving bias
- The way the interviews were conducted was faulty
- take credit for success and blame others for losses
- Some people’s hygiene’s are other people’s motivators
- Assumes everybody has a expressive motivation towards work and ignores instrumentals |
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Term
| 22. What is the basic premise behind goal setting theory? |
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Definition
- There is a direct connection between what we intend to do and what we actually do
- The goals (our intentions) will influence the performance we exhibit |
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Term
| What does SCARF mean in goal setting theory? (on exam) |
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Definition
- S- goals should be specific (in terms of what’s desired and when it should be desired by)
- C- goals should be challenging yet achievable
- A- accepted by the employee (ownership)
- R- rewards for goal attainment.(builds greater acceptance)
- F- feedback about goal related performance |
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Term
| How does one build greater of acceptance of specific & challenging goals? |
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Definition
- Rewards for goal attainment
- Participation in goal setting by the employee (subordinate)
- Autocratic tell and sell method of goal setting
* |
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Term
| How does participation in goal setting increase performance? |
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Definition
| - They have increased acceptance; it makes the person feel like it’s their goal |
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Term
| When does participation in goal setting not work? |
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Definition
- Management and labor don’t trust each other
- The subordinate does not want to participate (instrumental motivation)
- The manager is an autocrat
- Uncomfortable with subordinates creating goals |
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Term
| What is the autocratic tell-sell method of goal setting? When do you use it? |
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Definition
- Where the manager, acting alone, sets goals for employees
- Tells them the goals, then sells them on the goals
-Selling is the most important part
- Selling involves: Need to explain reason behind goals, importance, and value (WIFM)
- We see it when: selling participation doesn’t work, management and labor don’t trust each other, when the manager’s autocrat
- Effectiveness depends on the situation- both (2+3) can be equally effective if used in the right way |
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Term
| . In reinforcement theory, what is Thorndike’s law of effect? |
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Definition
- Consequences for the behavior determines the behavior frequency
- Behaviors followed by positive consequences tend to be repeated (increases frequency)
- Behaviors followed by negative or no consequences tend to not be repeated (decrease frequency)
-Based on hedonism- maximize pleasure and minimize pain
-Depends on the individual employees perspective on the consequence |
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Term
| Skinner's Reinforcement Theory: |
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Definition
- Managers must manage consequences for behavior
- They act as a transactional managers
- This theory has three basic components:
- Stimulus
- Response (behavior)
- Reinforcer ( + - 0)
Which 2 are most important in this theory- response and reinforcer
4 types: positive reinforcement, negative reinforcement, extinction, punishment |
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Term
| What is positive reinforcement? What does it do to the frequency of the behavior? |
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Definition
- When the behavior occurs, it is followed by a positive consequence
- Frequency should increase |
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Term
| What is negative reinforcement? |
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Definition
- When behavior occurs, a negative consequence is withdrawn (taken away) or not given
-Not being given a negative could actually be a positive
-Trying to get something to stop |
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Term
| What does it do to the frequency of the behavior? |
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Definition
- Avoidance learning is what we call it!
- Do the behavior to avoid punishment
- Perform well so your boss won’t yell at you
** If it’s got reinforcement in the title, the frequency goes up! ** |
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Term
| What is extinction? What does it do to the frequency of the behavior? |
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Definition
- Ignore it long enough and it will go away
- The behavior is given no consequence
- Should decreases in theory, but in reality, increases before it decreases |
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Term
| What is an extinction spike? |
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Definition
- Looking for a positive consequence, but doesn’t get one, so dies out (child complaining)
- Can happen for good behavior and bad behavior- but we notice it more for bad
- You need patience to enact this |
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