Management 363, test number 2

three components of motivation

-encompassed in the expectancy theory

1. Expectancy: if i exert a lot of effort, will I perform well? -high level of effort will result in the successful performance of some task

2. Instrumentality: If I perform well, will I receive outcomes? -performance linked to outcomes

3. Valence: anticipated values of outcomes associated with performance ex. salary increase, disciplinary action, bonuses

three components of performance

motivation x ability x opportunities

role of engagement

def: high levels of intensity and persistence in work effort

-low levels can be contagious, employees who are engage invest themselves and their energy in job

extrinsic motivators

motivation that is controlled by some contingency that depends on task performance

ex. bonuses, promotions, praises

intrinsic motivators

motivation felt when the task performance serves as its own reward

ex. enjoyment, accomplishment, skill development, knowledge gain

importance of money

-serves to satisfy basic needs

-conveys a sense of esteem, has symbolic as well as economic value

-achievement, respect, freedom

expectancy theory

-cognitive process that employees go through to make choices among different voluntary responses

expectancy: if I exert a lot of effort, will I perform well? (specific amount of effort resulting in a specific level of performance) shaped by self-efficacy: belief that a person has the capabilities needed to execute the behaviors required for success -access to resources, supportive leadership

instrumentality: belief that successful performance will result in certain outcomes -can be hindered by inadequate budget to provide outcomes, poor methods of measuring performance, and time delays in following through on promises

valence: anticipated value of outcomes associated with performance (ex. salary raise, bonus, etc)

-gotta figure out what people value and what they want to avoid

Maslow’s hierarchy of needs

(from bottom to top): physiological needs, safety, love and belonging, esteem, self-actualization

Alderfer’s ERG theory

Frustration Regression: can’t satisfy a higher need, goes down and Satisfaction Regression: satisfying lower needs then going up and Flexibility: may not follow specific order

-Existence, Relatedness, and Growth are three main categories, evolution of Maslow’s

McClelland’s Acquired Need theory

-Achievement, Power, Affiliation: these three drive human behavior and are shaped by life experiences -not in a fixed order, differ from each person

an effective goal

-specific

-measurable

-achievable, but somewhat difficult

-results-based: tied to something other than hitting goal (i.e. new car)

-time-sensitive: deadline associated with goal