BUSMHR 3200 Exam 2 Inks

Motivation

the psychological processes that underlie the direction, intensity, and persistence of behavior or thought

P=AxMxO

Performance equal ability times motivation times opportunity

Need Based theory of motivation

People are motivated by the desire to fulfill unmet needs

Job Design-related motivation

focuses on design of job having implications for improved satisfaction, motivation and performance and reduced absenteeism, turnover, etc

The different types of job design approaches

-Job enlargement

-job enrichment

-Job rotation

-Job crafting

-Job simplification

-Job characteristics model

Job Characteristics model

Core Job characteristics -> Critical Psychological States -> Outcomes

Equity Theory

a theory that states that people will be motivated when they perceive that they are being treated fairly

Outputs over inputs

Expectancy Theory

It proposes that people are motivated by their conscious expectations of what will happen if they do certain things, and are more productive when they believe their expectations will be realized.

SMART Goals

-Specific

-Measurable

-Attainable

-Relevant

-Timeliness

Job Satisfaction

An affective or emotional response to ones job

Compensation

The rewards, usually monetary in nature that reinforce behavior, organizational membership, performance and retention

Merit Pay

links an individual's salary or wage increase directly to measures of performance accomplishment

Incentive Pay

variable pay as primary or secondly income source

Can be supplemental income (commissions) or sole source of income

ESOP (employee stock ownership plan)

employee ownership plans that give employers certain tax and financial advantages when stock is granted to employees

Profit Sharing

incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary

Skill-based pay

a pay system that rewards employees for the job skills they can demonstrate

Benchmarking

essentially comparing yourself to other equal counterparts in the organization or industry

Total compensation

The total amount of money received by an employee from an employer plus the cash equivalent value of the employment benefits received by the employee.

Total Rewards

encompass not only compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work-life balance

Legally Required Benefits

-Social Security

-Unemployment Compensation

-Workers compensation

-Family and Medical Leave Act (FMLA)

Social Security

federal program of disability and retirement benefits that covers most working people

Unemployment Compensation

A system of government payments to people who are out of work and looking for a job.

Workers Compensation

A form of insurance paid by the employer providing cash benefits to workers injured or disabled in the course of employment.

Family and Medical Leave Act

Federal law requiring organizations with 50

or more employees to provide up to 12 weeks of unpaid leave after childbirth or adoption;

to care for a seriously ill family member or for an employee's own serious illness; or to take care of urgent needs that arise when a spouse, child,

or parent in the National Guard or Reserve is called to active duty.

The Affordable Care Act

Health care reform law passed in 2010 that includes incentives and penalties for employ- ers providing health insurance as a benefit.

Health Maintenance Organization (HMO)

A health care plan that re- quires patients to receive their medical care from the HMO's health care professionals, who are often paid a flat salary, and provides all services on a prepaid basis.

Preferred Provider Organization (PPO)

A health care plan that contracts with health care professionals to provide services at a reduced fee and gives patients financial incentives to use network providers.

consumer-driven health plan (CDHP)

a high deductible, paired with a tax-advantages health spending account, or HAS, to increase the amount of accountability that is in place for personalized health care spending

High Deductible Health Plan (HDHP)

health plan that combines high deductible insurance and a funding option to pay for patients out of pocket expenses up to the deductible

Consolidated Omnibus Budget Reconciliation Act (COBRA)

Federal law that requires employers to permit

employees or their de-

pendents to extend their

health insurance cover-

age at group rates for up

to 36 months following

a qualifying event, such

as a layoff, reduction in

hours, or the employee's death.

Employee Retirement Income Security Act (ERISA)

Federal law that increased the responsibility of pension plan trustees to protect retirees, established certain rights related to vesting and portability, and created the Pension Benefit Guarantee Corporation

Flexible Spending Account (FSA)

Employee-controlled pretax earnings set aside to pay for certain eligible expenses, such as health care expenses, during the same year.

Short-Term Disability Insurance

Insurance that pays a percentage of a disabled employee's salary as benefits to the employee for six months or less.

Long-Term Disability Insurance

Insurance that pays a percentage of a disabled employee's salary after an initial period and potentially for the rest of the employee's life.

defined contribution plan

retirement plan in which the employer sets up an individual account for each employee and specifies the size of the investment into that account

Vesting Right

guarantee that when employees become participants in a pension plan and work a specified number of years, they will receive a pension at retirement age, regardless of whether they remained with the employer

IRA

an account set up at a financial institution that allows an individual to save for retirement with tax-free growth or on a tax-deferred basis.

Roth IRA

You make contributions with money you've already paid taxes on (after-tax), and your money may potentially grow tax-free, with tax-free withdrawals in retirement, provided that certain conditions are met

Equal Pay Act of 1963

Legislation that requires employers to pay men and women equal pay for equal work

Title VII of the Civil Rights Act of 1964

forbids discrimination in all areas of the employment relationship

Equal Employment Opportunity

The condition in which all individuals have an equal chance for em- ployment, regardless of their race, color, religion, sex, age, disability, or national origin.

Executive Order 11246

prohibits federal contractors and subcontractors from discriminating based on race, color, religion, sex, or national origin

Age Discrimination in Employment Act

1967 law that prohibits discrimination of employees 40 years and up.

Vocational Rehabilitation Act of 1973

enhance employment opportunity for individuals with disabilities

Affirmative Action

An organization's active effort to find opportuni- ties to hire or promote people in a particular group.

Americans with Disabilities Act of 1990

A law passed in 1990 that requires employers and public facilities to make "reasonable accommodations" for people with disabilities and prohibits discrimination against these individuals in employment.

Worker Adjustment and Retraining Notification Act (WARN)

Basically says that if you are a certain size of an organization you have to give them 90 days notice before you lay them off

Bona Fide Occupational Qualification (BFOQ)

a necessary (not merely preferred) qualification for performing a job

Equal Employment Opportunity Commission

Agency of the Depart- ment of Justice charged with enforcing Title VII of the Civil Rights Act of 1964 and other antidis- crimination laws.

Four-Fifths Rule

Rule of thumb that provides (or shows) evidence of potential discrimination if an organization's hiring rate for a minority group is less than four-fifths the hiring rate for the majority group.

Occupational Safety and Health Act

U.S. law authorizing the federal government to establish and enforce occupational safety and health standards for all places of employment engaging in interstate commerce.

Occupational Safety and Health Administration

Labor Department agency responsible

for inspecting employ- ers, applying safety

and health standards, and levying fines for violation.

Right-To-Know Laws

State laws that require employers to provide employees with informa- tion about the health risks associated with exposure to substances considered hazardous.

NIOSH

Pretty much knock off OSHA

Material Data Safety Sheet

Forms on which chemical manufacturers and importers identify

the hazards of their chemicals.

Formal Group

Group created by the organization

Informal group

a group created by the members themselves to accomplish goals that may or may not be relevant to an organization

Task-Oriented Roles

-initiator

-energizer

-information seeker

-opinion giver

-elaborator

-evaluator

-recorder

Maintenance Roles

-harmonizer

-compromiser

-encourager

-gatekeeper

-commentator

Individual Roles

-Blocker

-Recognition Seeker

-Dominator

-Evader

Individual Benefits of a Group

-Greater availability of , and access to, resources, etc

-Affiliation

-Security and protection

-Self-esteem and sense of identity

-Problem Solving

Organizational Benefits of Groups

-Task accomplishment

-Increased creativity

-Increase collaboration

-Usually better decision making

-Helps socialize newcomers

Tuckman's Model of Group Development

-Forming

-Storming

-Norming

-Performing

-Adjourning

Mores

Unwritten rules

8 dimensions of Team Effectiveness

-Clear, elevating goal

-Results-driven structure

-Competent team members

-Unified commitment

-Collaborative climate

-Standards of excellence

-External support and recognition

-Principled leadership

Social Facilitation

When you are working on a task that you aren't good at, the presence of other people hurts your performance.

How to build a high performance team

-Communicate high performance standards

-Set the tone in the first meeting(s)

-Create a sense of urgency and importance of the team

-Make sure members have the right skills

-Establish clear rules/norms for team behavior and model them as a leader

-Find ways to create and communicate early "successes"

-Give positive feedback and reward high performance

-Focus on building group cohesiveness

Groupthink

Headlong rush, everybody is racing towards a decision and not paying attention to the red flags

Conformity

You are more likely to agree with other people than stray from the norm

Deindividualization

People can be more productive if they work together but individually

Factors Related to Group/Team cohesiveness

-Severity of initiation into the group

-High external threat or competition

-Time spent together

-High skill levels (both core and complementary)

-Shared respect for each others skills

Conflict

process in which one party perceives that its interests are being opposed or negatively affected by another party

Dysfunctional conflict

conflict that is determined to organizational goals and objectives and threatens an organizations interests

Functional Conflict

constructive or cooperative conflict, characterized by consultative interactions, a focus on the issues, mutual respect, and useful give and take

Benefits of Conflict

-More effective management of change

-Increased morale and group cohesiveness

-Better, more candid and spontaneous communication

-Improved creativity and problem solving

Personality Conflict

interpersonal opposition based on personal dislike or disagreement

Intergroup conflict

conflict that occurs between two or more groups

Cross-cultural conflict

conflict associated with or stemming from cultural differences

Programmed conflict

designed to elicit different opinions without inciting people's personal feelings

Conflict Resolution Strategies

-Integrating

-Obliging

-Avoiding

-Compromising

-Dominating

Forms of Alternative Dispute Resolution

facilitation, conciliation, peer review, ombudsman, mediation, arbitration

Facilitation

a third party assists disputing parties in reconciling their differences

Conciliation

A third party is trying to get the two parties to talk so they can exit

Ombudsman

someone who supports or promotes the needs and interests of another person

Arbitration

This is like court in divorce case

distributive negotiation

adversarial negotiation in which the parties in conflict compete to win the most resources while conceding as little as possible

e.g. a fixed pie

Integrative Negotiation

a win-win negotiation in which the agreement involves no loss to either party

e.g., enlarging the pie

Position Power

-legitimate power

-reward power

-coercive power

Legitimate Power

Example: your boss, has actual power over you

Coercive

Have the power to give punishment

Personal Power

These are perceived and based on personal characteristics

Expert Power

If you are an expert, it doesn't matter your position because people will seek your expertise

Referent Power

Power based on charisma

Benefits of Sharing Power

-Increased motivation, engagement and self-efficacy

-Increased productivity and effectiveness

-Better efficiency/utilization of time and resources

-Better decision making

Potential Outcomes of Influence Attempts

-resistance

-compliance

-commitment/internalization

Influence/Persuasion Principles

-Reciprocity

-Consistency

-Authority

-Social Proof

-Liking

-Scarcity

Mintzberg's Political Games

* Insurgency Game

* Counter-Insurgency Game

* Sponsorship Game

Alliance-Building/Coalition-Building Game

*Empire-Building Game

*Budgeting Game

* Expertise Game

*Strategic Candidates Game

Social Loafing

When the collective output of the group is less than the sum of all its parts