BUS 361 Exam 3 + Herzberg Motivation Review

which motivation theories are being criticized by negative KITA?

behaviorism (skinner) — focuses on punishment and negative reinforcement to shape behavior
classical management (Taylor) — relies on external control and fear of losing wages

which motivation theories are being criticized by positive KITA?

maslow’s hierarchy — "gives a reward to satisfy a need” only produces movement, not motivation
reinforcement theory — positive reinforcement is still external; motivation must come from the work itself

why do companies still continue to use KITA techniques if they don’t seem to work?

• they produce short-term movement (will see immediate short-term results)

• easier to deliver than redesigning a job

• habit and tradition (had always done it this way)

• resistance by threat of supervisor’s role

what are 2 criticisms of traditional motivation techniques that companies like to use to motivate people?

1. they confuse movement with motivation
   traditional techniques (bonuses, threats, praise) make employees move temporarily, but do not create the internal desire to work well. once the reward or threat is removed, behavior reverts back.

2. they focus on hygiene, not the work itself.
   companies focus on higher wages or better benefits that prevent dissatisfaction. it never creates satisfaction of motivation bc they don’t want to change what employees do at their jobs.

describe Herzberg’s motivation theory.

The opposite of job satisfaction is no job satisfaction. Hygiene factors prevent dissatisfaction but doesn’t motivate employees and motivator factors will create lasting motivation.

what experiment did Herzberg do to show the importance of motivators over hygiene factors?

He used a large corporation’s stockholder correspondents who had poor performance and attitudes. One group would have its jobs enriched with vertical loading. The control group continued to their job the same as always.

what was the independent variable in the experiment?

adding job enrichment of vertical loading to the experimental group.

what was the dependent variable in the experiment?

• performance (accuracy and speed of repsonses)

• job attitudes (16 question motivation survey)

• absenteeism and promotion rates

how could he claim causation?

• measurements pre and post experiment

• no hygiene changes between the groups

• control group had no improvement, achieving unit improved significantly

what were the results?

• achiever group had started with low performance but passed control group after month 3 and remained higher

• achievers had begun to have a more positive attitude, control group stayed the same

• absenteeism was lower in achieving unity

• promotions had higher rates in achieving unit

give 2 practical examples of how companies could enrich jobs that would increase motivation, according to Herzberg.

1. for customer service reps: remove any scripts and give the rep autonomy to do refunds

2. for assembly line worker: give authority to stop the line if they spot a defect, make the worker personally responsible for the quality and not someone else, assign a natural unit of work (start to finish)

Think about jobs you have had or that you would like to have. How could you apply job enrichment techniques to help motivate employees in these types of jobs?

• for cafe cashier: allow cashiers to resolve customer complaints with small discounts or returns without calling a manager, assign responsibility to a specific section of the store as part of their role, let them have their own interactions with customers instead of a script

what is motivation?

a set of energetic forces that originates both within and outside an employee

what types of work related efforts does motivation initiate?

direction, intensity, and persistence

is motivation intrinsic or extrinisic?

both

intrinsic motivation

the drive stemming from internal satisfaction, curiosity, or pleasure rather than rewards or pressures

extrinsic motivation

the drive to engage in an activity to earn rewards or avoid punishments, rather than for personal enjoyment

what is expectancy theory?

motivation to perform a task that is determined by an individual’s expectation of success and the subjective value they place on that success

(people are most motivated when they believe they can succeed (expectancy) and find the task important, interesting, or useful (value))

what occurs when expectancy is high?

you can perform at a high level

what describes high expectancy?

effort

what happens with instrumentality?

if performance is high, you will recieve certain outcomes

what describes instrumentality?

performance

what happens when valence is high?

must desire the outcomes they will recieve

what describes valence high?

outcomes

valence

the emotional value, desirability, or attractiveness an employee places on reward or outcome

what are the valence need theories?

group of theories about work motivation that focus on workers’ needs as the sources of motivation

what is an example of a valence need?

a requirement for survival and well-being

what is Maslow’s hierarchy of needs?

a pyramid in which after the first need is met, you go up the hierarchy as you have more needs. you can also go up and down the hierarchy at any time

what can Maslow’s hierarchy show you?

where you are in your life and what you need

what are some criticisms of Maslow’s hierarchy of needs?

1. lack of testing or measurement. you cant measure one’s “self-esteem” or “love and belonging”

2. the problem of reverse order. many people can go out of order and sacrifice one need over the other without being in order of the hierarchy.

3. ignores the role of evolution and biology. someone could endanger themselves if they want to get pregnant. some may also want to get back at people or when they are finding a mate, they would sacrifice a need for another

what is Herzberg’s Two Factor Theory?

suggests that job satisfaction and dissatisfaction are driven by two distinct sets of factors: motivation and hygiene factors

what are motivator factors?

within the area of satisfaction, they influence the level of satisfaction.
(achievement, recognition, responsibility, work itself, personal growth)

what are hygience factors?

with the areas of dissatisfaction, they influence the level of dissatisfaction

(working conditions, pay and security, company policies, supervisors, interpersonal relationships)

what is horizontal job loading?

expanding an employee’s role by adding new tasks of similar complexity and responsibility to their current workload

what is vertical job loading?

empowers employees by adding tasks, autonomy, and responsibilities traditionally reserved for higher-level or managerial roles

what is the goal setting theory?

a motivation theory that describes the relationship between settings specific targets anda chieving high levels of task performance

what is involved with the goal setting theory?

SMART goals

what does the S mean in SMART?

specific; goals must be clearly defined (timeline, details)

what does M mean in SMART?

measureable; should be a way to track progress or determine completion (put numbers)

what does A mean in SMART?

achieveable; challenging yet realistic

what does R mean in SMART?

relevant; key result areas, must be important to the organization or the cause

what does T mean in SMART?

time bound; must be a specific time frame or deadline

what is equity theory?

states that an employee motivation is driven by an individual’s perception of fairness in the workplace; also broken down into inputs and outputs

your outcomes / your inputs =

other’s outcomes / other’s inputs

employees compare ratio of outcomes and inputs to the ratio of some comparison other

what emotion do you feel in either of these cases?

under reward creates angry employees who will actively retaliate or leave. over reward creates guilty employees.

what occurs during over reward inequity?

• occurs when an individual perceives their outcomes to inputs ratio is higher than their peers

• ( your outcomes / your inputs ) > ( other’s outcomes / others’ inputs )

what occurs during under-reward inequity?

• happens when an individual feels they are receiving fewer outcomes for their inputs compared to others

• ( your outcomes / your inputs ) < (others’ outcomes / others’ inputs )

what can you do about inequity / restore equity

• change inputs

• change outcomes

• change other’s inputs or outcomes

• distort perceptions

• change referent other

• leave the job

what is equity?

when employee receivables are balanced

what is inequity?

occurs when employee recievables are imbalanced. an individual

what is distributive fairness?

the perceived fairness of how outcomes, resources, and rewards are allocated among employees

what is procedural fairness?

the concept that the processes and procedures used to make organizational decisions (promotions, disciplinary actions, and performance evals) are fair, transparent, and impartial

what about Voice relates to procedural fairness?

gives employees to express their opinions and provide input during a decision-making process

what about Participation relates to procedural fairness?

the active involvement of employees in the procedures that affect them

what about Not Biased relates to procedural fairness?

requires procedures to be neutral, consistent, and free from personal self-interest or favoritism by those in power

what is interactional fairness?

the degree that employees are to be treated with dignity, respect, and sensitivity by their managers and colleagues during interpersonal interactions

what is reinforcement theory?

the relationship between a given behavior and its consequences

behavior modification?

the use of reinforcement theory to change human behavior

how can reinforcement theory predict behavior?

what are the schedules of reinforcement?

what are the reinforcement tools?

positive reinforcement, negative reinforcement, punishment, and extinction

what is positive reinforcement?

positive outcome follows a desired behavior

what is negative reinforcement?

unwanted outcome is removed following a desired behavior

punishment?

when an unwanted outcome follows and unwanted behavior

extinction?

when there is removal of a positive outcome following an unwanted behavior

what is continuous reinforcment?

a schedule of reinforcement in which every single instance of a desired behavior is followed immediately by a reward (positive) or removal of punishment (negative)

what is intermittent?

a schedule in which a desired behavior is rewarded only part of the time, not every time it occurs

how does continuous reinforcement work?

rewarded after every desired behavior, high level of performance, difficult to maintain, Ex: praise

how does fixed interval reinforcement work?

rewarded after fixed time periods, average level of performance, Ex: a paycheck

how does variable interval reinforcement work?

rewarded after variable time periods, moderately high level of performance, Ex: Supervisor walking by

how does fixed ratio reinforcement work?

fixed number of desired behaviors, high level of performance, Ex: Piece-rate pay

how does variable ratio reinforcement work?

variable number of desired behaviors, very high, Ex: commission pay

what is self-determination theory?

states that human motivation suggesting that individuals are intrinsically driven to grow and succeed when three universal, basic psychological needs are met in the workplace: autonomy, competence, and relatedness

what does autonomy have to do in self-determination theory?

allows employees to have freedom to choose how and when they complete their tasks

what does controlled have to do in self-determination theory?

when employees feel pressured to behave, think, or feel in a specific way due to external forces — such as strict deadlines, threats of punishment, or contingent rewards

what is the crowding effect in self determination theory?

offering external rewards (like money) for an already enjoyable task can reduce or “crowd out” a person’s intrinsic motivation

what do symbolic rewards do for self determination theory?

non-monetary tokens of recognition that signal competence, foster relatedness, and enhance an employee’s sense of value without necessarily feeling controlling, Ex: employee of month, title, recognition

what do contingent rewards do for self determination theory?

an incentive — such as a bonus, commission, or praise — provided only after an employee achieves a specific, predefined goal or performance level

what does positive feedback do in self-determination theory?

it validates an employee’s skills and effort, which transforms external compliance intro intrinsic motivation

what does negative feedback do in self-determination theory?

acts as a critical psychological lever than can either undermine or support intrinsic motivation depending on how it is delivered

what does pay do for motivation tools?

it is tied to performance

what is individual-focused pay include?

• piece rate

• merit pay

• bonuses

• recognition awards

what is piece rate?

a compensation system where employers pay workers a fixed, predetermined amount for each unity of work they complete or task they perform, rather than paying a standard hourly wage or annual salary

what does unit-focused in pay include?

gainsharing; breaking down a large company into distinct, smaller, and semi-autonomous divisions

gainsharing?

a management system where an organization shares the financial benefits — such as increased productivity, cost savings, or higher quality — with its employees

what does organization-focused in pay include?

profit sharing; the systematic practice of planning, coordinating, and controlling a company’s resources, people, and processes to achieve specific goals and objectives

what type of correlation is motivation and job performance?

stronly correlated

what type of correlation is motivation and organizational commitment?

moderately correlated