3.4 Theories and Styles

What is the fundamental premise of Maslow Hierarchy of Needs?

Individuals must first have their most basic needs met before they become motivated to achieve higher level needs.

Who developed the Hierarchy of Needs theory of motivation?

Abraham Maslow.

What is the lowest level need in Maslow hierarchy?

Physiological needs.

What are examples of physiological needs in Maslow hierarchy?

Basic survival needs such as pay benefits and safe working conditions.

What is the second level need in Maslow hierarchy?

Safety needs.

What are examples of safety needs in Maslow hierarchy?

Protection from danger such as health insurance and job security.

What is the third level need in Maslow hierarchy?

Social or love or belonging needs.

What are examples of social needs in Maslow hierarchy?

The need for belonging such as friendly coworkers and employee activities.

What is the fourth level need in Maslow hierarchy?

Esteem needs.

What are examples of esteem needs in Maslow hierarchy?

Self respect and self worth such as job titles and responsibility.

What is the highest level need in Maslow hierarchy?

Self actualization.

What defines self actualization in Maslow hierarchy?

Desire to fulfill one potential such as growth opportunities and challenging work.

Who developed the Two Factor Theory of motivation?

Frederick Herzberg.

What is the core premise of Herzberg Two Factor Theory?

An employee motivation is based on their job satisfaction.

What are the two factors in Herzberg theory?

Hygiene factors and motivation factors.

What are hygiene factors in Herzberg Two Factor Theory?

How employees feel about their wages work environment and coworkers.

What is the effect of hygiene factors according to Herzberg?

Hygiene factors act as dissatisfiers that can cause dissatisfaction if poor but do not motivate when present.

What are motivation factors in Herzberg Two Factor Theory?

Job satisfaction recognition responsibility and achievement.

What is the effect of motivation factors according to Herzberg?

Motivation factors act as satisfiers that actively motivate employees to higher performance.

Who developed Expectancy Theory?

Victor Vroom.

What is the central idea of Expectancy Theory?

People choose how they behave depending on the outcomes they expect as a result of their behavior.

What are the three perceptions that influence employee motivation in Expectancy Theory?

Perceived effort performance probability perceived value of rewards and perceived performance reward probability.

What question defines perceived effort performance probability in Vroom theory?

What are my chances of getting the job done if I put forth the necessary effort.

What question defines perceived value of rewards in Vroom theory?

What rewards do I value.

What question defines perceived performance reward probability in Vroom theory?

What are my chances of getting the rewards I value if I satisfactorily complete the job.

Who developed Attribution Theory?

Bernard Weiner.

What is the main concept of Attribution Theory?

We try to determine why we do what we do because attributions for success or failure influence future behavior.

Who developed ERG Theory?

Clayton Alderfer.

How does ERG Theory compare to Maslow hierarchy?

Both describe needs in a hierarchical format but ERG Theory allows multiple needs to be pursued simultaneously.

What three categories make up Alderfer ERG Theory?

Existence relatedness and growth.

What is existence in Alderfer ERG Theory?

The most basic set of needs required for physical existence.

What is relatedness in Alderfer ERG Theory?

The desire for building and maintaining important interpersonal social relationships.

What is growth in Alderfer ERG Theory?

The intrinsic desire for personal development.

Who developed Acquired Needs Theory?

David McClelland.

What is the main premise of Acquired Needs Theory?

Individual specific needs are acquired over time and shaped by life experiences.

What three needs are identified in McClelland Acquired Needs Theory?

Need for achievement need for affiliation and need for power.

What characterizes people with a high need for achievement in McClelland theory?

They excel and avoid both high risk and low risk situations preferring moderate risk tasks.

What characterizes people with a high need for affiliation in McClelland theory?

They desire good relationships with others and need to feel accepted.

What characterizes people with a high need for power in McClelland theory?

They seek personal or institutional power to organize and direct the efforts of others.

Who developed Reinforcement Theory?

BF Skinner.

What is the core concept of Reinforcement Theory?

Shaping behavior by controlling the consequences that follow a behavior.

What is positive reinforcement in Skinner theory?

Adding something desirable to make a behavior more likely to continue.

What is negative reinforcement in Skinner theory?

Removing something unpleasant to make a behavior more likely to continue.

What is positive punishment in Skinner theory?

Adding something unpleasant to make a behavior less likely to continue.

What is negative punishment in Skinner theory?

Removing something desirable to make a behavior less likely to continue.

Who developed Theory X and Theory Y?

Douglas McGregor.

What is the assumption of Theory X?

Employees are naturally unmotivated dislike working avoid responsibility and require strict coercion and direction.

What management style is associated with Theory X?

An authoritarian style of management.

What is the assumption of Theory Y?

Employees are happy to work self motivated creative and enjoy taking on more responsibility.

How do Theory Y managers view employee work?

They view work as a natural part of life and trust employees to solve problems with imagination.

Who developed Theory Z or Japanese Management?

Dr William Ouchi.

What is the primary focus of Theory Z?

Increasing employee loyalty by providing a job for life and emphasizing well being both on and off the job.

What outcomes are produced by Theory Z management?

A stable employment environment high productivity high employee morale and job satisfaction.

What is the Hawthorne Effect?

A phenomenon where there is a change in behavior due to an awareness of being observed.

When was the original study on the Hawthorne Effect conducted?

In the 1920s on factory employees.

What was the conclusion of the Hawthorne study?

Any change in workplace conditions boosted productivity because workers felt management was paying attention to them.

How does autocratic leadership relate to the Hawthorne Effect?

Employees work hard under autocratic leaders because they feel watched by a supervisor keeping close supervision.

What is the Pygmalion Effect or Rosenthal Effect?

A phenomenon where higher expectations of an individual lead to higher performance.

Who performed the classroom study demonstrating the Pygmalion Effect?

Psychologist Robert Rosenthal.

What was the result of the Rosenthal classroom study?

Students randomly labeled as brilliant achieved higher final test scores because teacher expectations were subconsciously communicated.

What is the core premise of Great Man Theory?

Leadership is an inherent quality and excellent leaders are born not developed.

What natural qualities are possessed by leaders in Great Man Theory?

Intelligence courage confidence intuition and charm.

What is the main premise of Trait Theory?

Certain natural qualities tend to create good leaders.

Does having natural qualities guarantee strong leadership skills in Trait Theory?

No having certain qualities does not equate to having strong leadership skills.

What is the focus of Behavioral Leadership Theory?

How a person environment forms them into a leader regardless of natural abilities.

What is the key concept in Behavioral Leadership Theory?

Conditioning where a person leads in a certain style as a result of environmental responses to behavior.

What is another name for Transactional Theory?

Management Theory.

How does Transactional Theory view leadership?

As a system of rewards and penalties focused on results hierarchy and maintaining routine.

What do transactional leaders prioritize?

Order structure routine managing the status quo and completing assigned tasks.

What is another name for Transformational Theory?

Relationship Theory.

How does Transformational Theory view leadership?

As a positive relationship between leaders and team members that inspires higher performance and embraces change.

How do transformational leaders motivate employees?

Through enthusiasm passion and holding themselves to the same standards expected of others.

What is another name for Contingency Theory?

Situational Theory.

What is the main premise of Contingency Theory?

Leadership effectiveness depends upon the context or situation rather than a single best style.

What example illustrates Contingency Theory?

A task oriented style works well in highly structured environments while a relationship oriented style works better in less structured ones.

Who developed the Blake Mouton Managerial Grid?

Robert Blake and Jane Mouton.

What two axes form the Blake Mouton Managerial Grid?

Concern for results on the horizontal axis and concern for people on the vertical axis.

What defines Impoverished Management on the Blake Mouton grid?

Low concern for people and low concern for results.

What defines Produce or Perish Management on the Blake Mouton grid?

Low concern for people and high concern for results.

What is another name for Produce or Perish Management?

Authority Compliance Management.

Which motivation theory is adhered to by Produce or Perish managers?

Theory X which assumes employees dislike working.

What defines Middle of the Road Management on the Blake Mouton grid?

Medium concern for people and medium concern for results trying to balance goals through compromise.

What defines Country Club Management on the Blake Mouton grid?

High concern for people and low concern for results creating a fun environment where productivity may suffer.

What defines Team Management on the Blake Mouton grid?

High concern for people and high concern for results where employees feel respected and empowered.

Which motivation theory is adhered to by Team Management leaders?

Theory Y which assumes employees are happy to work and self motivated.

Which style on the Blake Mouton grid is considered the most effective style of management?

Team Management.

What is another name for autocratic leadership?

Authoritarian leadership.

What defines autocratic leadership?

The leader tells employees what to do controls all decisions and views punishment as a motivator.

When is autocratic leadership best used?

When the manager has all information time is critical or employees are well motivated.

What is another name for democratic leadership?

Participative leadership.

What defines democratic leadership?

Involves employees in decision making allows open discussion and maintains final decision power.

What are benefits of democratic leadership?

Higher productivity better contributions from group members and increased employee morale.

What are drawbacks of democratic leadership?

Projects may not be completed if employee roles are unclear or time is sensitive.

What is another name for delegative leadership?

Laissez faire or free rein leadership.

What defines delegative leadership?

Allows employees to make decisions while the manager retains final decision responsibility.

When is delegative leadership best used?

When employees are able to analyze the situation and determine what needs to be done.

What defines bureaucratic leadership?

Strictly adheres to organizational rules follows a clear chain of command and ensures safe conditions.

What is a drawback of bureaucratic leadership?

It discourages creativity and does not make employees self contented.

What defines dictatorial leadership?

One of the strictest styles where the leader makes all decisions about what where when why and how with zero input.

What defines consultative leadership?

Seeks opinions of expert staff while retaining final decision power and holding off on decisions until hearing input.