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| What is a word to describe an employees level of motivation, passion, and commitment? |
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| What is the level of satisfaction at every step along an employee's path throughout their time with the company? |
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| What is the personal satisfaction you feel when you perform well and complete goals? |
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| What is something given to you by someone else as recognition for good work; these include pay increases, praise, and promotions? |
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| Who is the father of scientific management? |
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| What is studying workers to find the most efficient ways of doing things and then teaching people those techniques? |
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| What are studies, begun by Frederick Taylor, of which tasks must be performed to complete a job and the time needed to do each task? |
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| What is a theory developed by Frank and Lillian Gilbreth that every job can be broken down into a series of elementary motions? |
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| Principle of motion economy |
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| What is the tendency for people to behave differently when they know they are being studied? |
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| What is the theory of motivation based on unmet human needs from basic physiological needs to safety, social, and esteem needs to self-actualization needs? |
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| Maslow's hierarchy of needs |
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Term
| What are the levels of Maslow's hierarchy of needs? |
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| Psychological, safety, social, esteem, and self-actualization |
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| What level of Maslow's hierarchy of needs is basic survival needs, such as the need for food, water, and shelter? |
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| What level of Maslow's hierarchy of needs is the need to feel secure at work and at home? |
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| What level of Maslow's hierarchy of needs is the need to feel loved, accepted, and part of the group? |
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| What level of Maslow's hierarchy of needs is the need for recognition and acknowledgement from others, as well as self-respect and a sense of status or importance? |
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| What level of Maslow's hierarchy of needs is the need to develop to one's fullest potential? |
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| In Herzberg's theory of motivating factors, job factors that cause employees to be productive and that give them satisfaction. What are these called? |
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| In Herzberg's theory of motivating factors, job factors that can cause dissatisfaction if missing but don't necessarily motivate employees if increased. What are these called? |
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| What's another name for hygiene factors? |
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| Theory X, Y, or Z: The average person dislikes work and will avoid it if possible. |
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| Theory X, Y, or Z: Workers must be forced, controlled, directed, or threatened with punishment to make them put forth the effort to achieve the company's goals? |
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| Theory X, Y, or Z: The average worker prefers to be directed, wishes to avoid responsibility, have little ambition, and wants security. |
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| Theory X, Y, or Z: Primary motivators are fear and punishment. |
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| Theory X, Y, or Z: Most people like to work. |
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| Theory X, Y, or Z: Most people naturally work toward goals to which they are committed. |
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| Theory X, Y, or Z: The depth of a person's commitment to goals depends on the perceived rewards for achieving them. |
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| Theory X, Y, or Z: Under certain conditions, most people not only accept but seek responsibility. |
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| Theory X, Y, or Z: People are capable of using a relatively high degree of imagination, creativity, and cleverness to solve problems. |
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| Theory X, Y, or Z: In industry, the average person's intellectual potential is only partially realized. |
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| Theory X, Y, or Z: People are motivated by a variety of rewards. |
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Term
| What is giving employees authority to make decisions and tools to implement the decisions they make? |
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Term
| Type A, Type J, or Type Z: Short-term employment |
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| Type A, Type J, or Type Z: Individual decision making |
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| Type A, Type J, or Type Z: Individual responsibility |
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| Type A, Type J, or Type Z: Rapid evaluation |
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| Type A, Type J, or Type Z: Explicit, formalized control |
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| Type A, Type J, or Type Z: Specialized career paths |
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| Type A, Type J, or Type Z: Segmented concerns for employees |
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| Type A, Type J, or Type Z: Long-term employement |
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| Type A, Type J, or Type Z: Collective decision making |
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| Type A, Type J, or Type Z: Slow evaluation and promotion |
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| Type A, Type J, or Type Z: Implicit, informal control with explicit, formalized control |
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| Type A, Type J, or Type Z: Moderately specialized career paths |
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| Type A, Type J, or Type Z: Holistic concern for employees (including family) |
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| Type A, Type J, or Type Z: Lifetime employement |
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| Type A, Type J, or Type Z: Consensual decision making |
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| Type A, Type J, or Type Z: Collective responsibility |
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| Type A, Type J, or Type Z: Implicit, informal control |
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| Type A, Type J, or Type Z: Nonspecialized career paths |
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| Type A, Type J, or Type Z: Holistic concern for employees |
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| Theory X, Y, or Z: Employee involvement is the key to increased productivity |
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| Theory X, Y, or Z: Employee control is implied and informal |
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| Theory X, Y, or Z: Employees prefer to share responsibility and decision making |
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| Theory X, Y, or Z: Employees perform better in environments that foster trust and cooperation |
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| Theory X, Y, or Z: Employees need guaranteed employment and will accept slow evaluations and promotions |
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| What is the idea that setting ambitious but attainable goals can motivate workers and improve performance if the goals are accepted, accompanied by feedback, and facilitated by organizational conditions? |
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| What is Peter Drucker's system or goal-setting and implementation; it involves a cycle of discussion, review, and evaluation of objectives among top and middle-level managers, supervisors, and employees. |
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| Management by objectives (MBO) |
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| What means working with an employee and doing part of the work if necessary? |
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| What means acting as a resource; teaching, guiding, and recommending, but not actively participating? |
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| Who created expectancy theory? |
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| What is a theory that the amount of effort employees exert on a specific task depends on their expectations on the outcome? |
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| What is the idea that employees try to maintain equity between inputs and outputs compared to others in similar positions? |
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| What is a motivational strategy that emphasizes motivating the worker through the job itself? |
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| What produces task efficiency by breaking a job into simple steps and assigning people to each? |
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Term
| Skill variety, task identity, task significance, autonomy, and feedback are part of what principle? |
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| What is a job enrichment strategy that involves combining a series of tasks into one challenging and interesting assignment? |
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Term
| What is a job enrichment strategy that involves moving employees from one job to another? |
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Term
| What are 7 ways to motivate employees through communication? |
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Definition
| Create a culture that rewards listening, train supervisors/managers to listen, use effective questioning techniques, remove barriers to open communication, avoid vague communication, make it easy to communicate, and ask employees what is important to them |
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Term
| What is the top reason employees voluntarily leave their jobs? |
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| What is when workers build personal relationships and develop group trust before focusing on tasks? |
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| What is when workers view relationship building as a waste of time and that it diverts attention away from the task? |
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Term
| What % of the workforce are millennials? |
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