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44 Cards in this Set
- Front
- Back
Job performance is viewed as a function of three factors and is expressed with the equation
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Performance = Motivation x Ability X Enviroment
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Motivation
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the desire to achieve a goal or a certain performance level, leading to goaldirected behavior
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Ability
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or having the skills and knowledge
required to perform the job |
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environmental factors
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having the resources, information, and support one needs to perform well
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motivation theories under two categories
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need-based theories and process theories.
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Four Theories of Need Based Motivation
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Maslow’s hierarchy of needs,
ERG theory Herzberg’s twofactor theory McClelland’s acquired-needs theory |
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Maslow’s Hierarchy of Needs
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There are some needs that are basic to all
human beings, and in their absence nothing else matters.As we satisfy these basic needs, we start looking to satisfy higher order needs |
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Maslow’s
Physiological needs |
Level 1/5
refer to the need for food, water, and other biological needs |
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Maslow’s
safety needs. |
Level 2/5
free from the threat of danger, pain, or an uncertain future? |
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Maslow’s
social needs |
Level 3/5
need to bond with other human beings, be loved, and form lasting attachments with others |
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Maslow’s
esteem needs |
Level 4/5
The desire to be respected by one’s peers, feel important, and be appreciated |
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Maslow’s
self-actualization |
Level 5/5
“becoming all you are capable of becoming.” This need manifests itself by the desire to acquire new skills, take on new challenges, and behave in a way that will lead to the attainment of one’s life goals. |
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ERG theory
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Clayton Alderfer
basic human needs may be grouped under three categories, namely, existence, relatedness, and growth |
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How does ERG thorey compare to Maslows
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Existence corresponds to Maslow’s physiological
and safety needs, relatedness corresponds to social needs, and growth refers to Maslow’s esteem and selfactualization does not rank needs in any particular order and explicitly recognizes that more than one need may operate at a given time. |
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frustration regression
ERG Theory |
hypothesis suggesting that individuals who are
frustrated in their attempts to satisfy one need may regress to another |
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Two-Factor Theory
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Frederick Herzberg
aspects of the work environment that satisfy employees are very different from aspects that dissatisfy them. Hygiene motivators |
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hygiene Factors
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these factors were part of the context in which the
job was performed, as opposed to the job itself many factors in our work environment are things that we miss when they are absent but take for granted if they are present |
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Hygiene factors included?
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company policies
supervision working conditions, salary safety security on the job |
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Motivators
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factors that are intrinsic to the
job |
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Motivator Factors Include
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achievement,
recognition interesting work increased responsibilities advancement growth opportunities |
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Acquired-Needs Theory
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David McClelland
According to this theory, individuals acquire three types of needs as a result of their life experiences. dominant needs are thought to drive employee behavior need for achievement, need for affiliation need for power |
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need for achievement
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strong need to be successful.
These individuals are constantly striving to improve their performance. They relentlessly focus on goals, particularly stretch goals that are challenging in nature |
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need for affiliation
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want to be liked and accepted by others
When given a choice, they prefer to interact with others and be with friends |
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need for power
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want to influence others and control their environment
forms such as changing the way things are done so that the work environment is more positive, or negotiating more resources for one’s department, it tends to lead to positive outcomes |
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Process-Based Theories
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view motivation as a rational process
equity theory expectancy theory reinforcement theory |
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Equity Theory
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According to this theory, individuals are
motivated by a sense of fairness in their interactions We perceive fairness if we believe that the input-to outcome ratio we are bringing into the situation is similar to the input-to-outcome ratio of a comparison person, or a referent |
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Equity Theory Equation
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(Person)
Outcome/inputs = Outcomes/inputs (Referent Others) Equity is determined by comparing one’s input-outcome ratio with the input-outcome ratio of a referent. When the two ratios are equal, equity exists. |
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Inputs
(Equity Theory) |
are the contributions people feel they are making to
the environment |
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Outcomes
(Equity Theory) |
are the perceived rewards someone can receive from the situation
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Referent
(Equity Theory) |
may be a specific person as well as a
category of people |
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Equity-sensitive individuals
(Equity Theory) |
expect to maintain equitable relationships, and they experience distress when they feel they are over-rewarded or under rewarded.
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Benevolents
(Equity Theory) |
those who give without waiting to receive much in return
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Entitleds
(Equity Theory) |
who expect to receive substantial compensation for relatively little input
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Distributive justice
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refers to the degree to which the outcomes received from the organization are perceived to be fair.
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Two other types of fairness
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procedural justice
interactional justice |
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Procedural justice
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refers to thedegree to which fair decision-making procedures are used to arrive at a decision
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Three potential Reason people care about Procedural Justice
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people tend to believe that fairness is an end in itself
fair processes guarantee future rewards fairness communicates that the organization values its employees |
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Interactional justice
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refers to the degree to which people are treated with respect, kindness, and dignity in interpersonal interactions
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Expectancy Theory
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individual motivation to put forth more or less effort is determined by a rational calculation in which individuals evaluate their situation
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Expectancy Theory
Three Questions people ask themselves |
expectancy X Instrumentality X Valence
Effort > Performance > rewards |
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expectancy
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whether the person believes that high levels of effort will lead to outcomes of interest, such as performance or success
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instrumentality
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degree to which the person believes that performance is related to subsequent outcomes, such as rewards
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valence
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The anticipated satisfaction that will result from the value of the rewards awaiting them as a result of performance
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Reinforcement Theory
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Ivan Pavlov
behavior is a function of its outcomes. If a behavior is reinforced you are more likely to do it again |