8 Motivational Theories Flashcards Preview

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Flashcards in 8 Motivational Theories Deck (32)
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1
Q

What’s motivation?

A

The DESIRE to engage in a particular activity to be able to satisfy a NEED

2
Q

Why is motivating employees important?

A
  • Losing an employee is costly

- The organization will succeed if the employees are motivated

3
Q

Differentiate b/w content theories of motivation and process theories of motivation.

A

Content theories of motivation (need theories): Focus is on WHAT motivates a person

Process theories of motivation (cognitive theories): Focus on HOW a person is motivated

4
Q

What is the basic idea of Maslow’s hierarchy of needs?

A

That inds have a hierarchy of needs > the lower needs must be satisfied before the higher needs are

5
Q

What’s one problem w/ Maslow’s hierarchy of needs?

A

It doesn’t consider reverting back to a lower need

6
Q

What’re two major diffs b/w Alderfer’s ERG theory and Maslow’s?

A

the ERG theory of needs allows for regression AND it doesn’t have a hierarchy (meaning that any need can be fulfilled in any order in diff situations)

7
Q

3 needs of Alderfer’s ERG theory of needs?

A

Existence: physiological and safety needs
Relatedness: affection and social activity
Growth: esteem and status needs, and self-actualization needs

8
Q

What’s Herzberg’s two factor theory?

A

Theory of need which says that inds have 2 sets of needs:

  1. Avoidance of unpleasantness (hygiene factors)
  2. Personal growth (motivating factors)
9
Q

What’s the main implication of Herzberg’s two factor theory?

A

To truly motivate workers, you must challenge them in a way that makes them assume responsibility. > makes them grow as a worker and person

10
Q

According to Herzberg’s two-factor theory, why isn’t simply giving a worker a higher salary going to necessarily bring about more motivation and satisfaction?

A

Because it doesn’t contribute to personal growth; it’s merely contributing to an avoidance of unpleasantness assoc w/ the work

11
Q

According to Herzberg’s two-factor theory, what does high hygiene and low motivation mean for workers?

A

It means they have few complains related to the work environment (pay, hours, etc.), but they’re not really motivated bc they only see their work as a paycheque

12
Q

According to Herzberg’s two-factor theory, what does low hygiene and high motivation mean for workers?

A

It means that ppl are motivated due to feeling accomplished and responsible, but they have a lot of complains due to working conditions, such as low pay or terrible hours.

13
Q

Vroom’s Expectancy Theory:

A

A process theory of motivation (i.e. HOW a person is motivated) which says that inds will make choices based on 3 conditions:

  1. Expectancy
  2. Instrumentality
  3. Valence

Motivation = expectancy (effort) x instrumentality (performance) x valence (value of outcome)

14
Q

Vroom’s Expectancy Theory: How can we increase a worker’s expectancy (effort)?

A
  1. train them
  2. select inds w/ req’d competencies
  3. clarify what they’re supposed to do
  4. provide enough resources
  5. coach and give feedback
15
Q

Vroom’s Expectancy Theory: How can we increase a worker’s instrumentality (performance)?

A
  1. measure worker’s performance/behaviour accurately
  2. describe outcomes of good performance and bad performance (e.g. if you do this, you’ll get a raise)
  3. incentivize good performance by offering rewards
16
Q

Vroom’s Expectancy Theory: How can we increase a worker’s valence (value of outcome)?

A
  1. provide rewards that matter to the worker
  2. provide rewards specific to the workers
  3. minimize counter-valent outcomes
17
Q

According to Vroom’s Expectancy Theory, an employee’s expectancy (effort) is ultimately tied to…

A

their expectations of the outcome (is the reward worth the effort?)

18
Q

Adam’s Equity theory states…

A

ppl are motivated by a desire to be treated FAIRLY

19
Q

T or F: According to Adam’s Equity theory, as long as a person PERCEIVES that they’re being treated in an equitable manner, then they will be motivated to accomplish a task. ACTUAL equity isn’t as important.

A

T

20
Q

Distinguish over-reward inequity from under-reward inequity.

A

Over-reward inequity is when YOU get higher outcomes than others despite both of you having identical inputs

Under-reward inequity is when OTHERS get higher outcomes than you despite both of you having identical inputs.

21
Q

Why is important to s.times change a comparison gp when considering inequity in an organization?

A

Bc you may be using a comparison gp that is inherently different from yourself, and so comparing rewards b/w the two of you is not a useful exercise
(e.g. if you’re a new employee and you’re comparing your lower salary to an ind who has worked there for 14 years, you’ll likely find inequity, but this inequity is justified)

22
Q

What’s Locke’s Goal-setting theory?

A

A theory of motivation that says that inds an important source of motivation comes from GOAL SETTING

23
Q

Skinner’s Reinforcement theory:

A

Behaviour is a fn of its consequences:

  1. +ve consequences = more likely to repeat behaviour
  2. -ve consequences = less likely to repeat behaviour
24
Q

Types of consequences in Skinner’s reinforcement theory:

A
  1. +ve reinforcement
  2. -ve reinforcement
  3. punishment
  4. extinction
25
Q

Describe a thinking personality type:

A

uses objective logic to make decisions

26
Q

Describe a feeling personality type:

A

makes decisions that FEEL right

27
Q

Describe an introverted personality type:

A

gets E from within

28
Q

Describe an extroverted personality type:

A

gets E from interacting w/ others

29
Q

Describe a judging personality type:

A

likes closure, certainty

30
Q

Describe a perceptive personality type:

A

likes possibilities, uncertainty

31
Q

Describe a sensing personality type:

A

gets info from the 5 senses

32
Q

Describe an inuitive personality type:

A

sees relationships