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Maslow's Hierarchy of needs
organizes beliefs, cognitions, actions, and perceptions giving rise to behaviors that reduce the force and bring about a steady state
Alderfer's ERG theory
subjective needs of subjective states of need satisfaction and desire due to attaining one's goals
Herzberg Two Factor
motivators and potential enhancement lead to greater levels of job satisfaction
Equity Theory
internal assessment, social comparison of others, paid too much/too little (fair pay)
Expectancy Theory
the result of conscious choices, assumes we are rational people, instrumentality and valence to reach a certain outcome, individual differences
Control theory
social cognitive theory with a negative feedback loop
Goal setting theory
setting goals and challenges in order to improve motivation and performance
What are the levels of Maslow’s Hierarchy and five Job Characteristics model?
Skill variety, Task identity, Task significance, Autonomy,Feedback
What are the levels of Maslow’s Hierarchy model?
Self-actualization, Esteem, Love, Safety, physiological
Describe the three components of Vroom’s expectancy theory.
Valence: how desirable a particular outcome is
Instrumentality: how strong the relationship desire to perform said task and outcome
Expectancy: how strong is the relationship between effort and performance for the desired outcome
How does Maslow, Vroom, and 5 Job Characteristics model affect behavior and what implications do they suggest for organizations attempting to promote motivation?
These affect the way we understand and increase our motivation in the workplace
Goal setting
Motivation is enhanced when employees accept and are committed to specific, difficult goals and when feedback about progress toward those goals is provided
SMART goals acronym
Specific, Measurable, Achievable, Relevant, Time-bound
Growth Need Strength
Equity Sensitivity
how people’s behavior is affected by rewards or under-rewarding
Goal Orientation
the extent to which people approach problems with the intent to learn or develop skill
Discuss the relationship between stress and performance and the role of stress to motivate optimal performance
Stress is essential to performance, there are good and bad types of stress. The good type of stress is like adrenaline, and the good chemicals we get that motivate to work harder. Bad types of stress are extreme cortisol levels, which can lead to burnout.
What challenges & best-practice solutions does this suggest for employers or organizations
Mindfulness techniques or meditation can help reduce extreme levels of stress. To decrease stress in the workplace
What are two general category strategies for coping
emotion-focused & problem-solving-focused
emotion-focused
away from logical problem solving
problem-solving-focused
consulting vs confrontation
Types of ways coping supports an organization:
Work
Family
Person development
Types of coping strategies
optimism/reframenetn
Exercise
Self-affirmations
Segmenters
strong boundaries to keep work and life balance
Integrators
prefer to mix work with life balance (integrates both aspects)
discuss your thoughts on the implications of many industries moving away from promoting work-life balance and advocating more work-life integration
Integrating work with everyday life could lead to burnout. It is not a sustainable way to live and a toxic work mindset. Because of this, there is no separation between the two, and destroys any boundaries.
discuss the following assertion: “Workload can be a stressor, but workers tend to have even greater stress levels with uncertainties, lack of control, and when their lives & outcomes are less predictable.”
Yes, greater levels of unpredictability and lack of control can lead to greater stress, BUT it is also good to mention both aspects have unhealthy boundaries. Both ends of the spectrum with too much predictability and too little challenge can lead to greater levels of stress. Stress is needed in order to perform is the baseline, regardless.
The U.S.’s Surgeon General Model of Healthy Workplaces
Protection from harm: security and safety
Connection and Community: social support and belonging
Work-life harmony: autonomy and flexibility
Mattering at work: dignity and meaning
Opportunity at growth: Learning and accomplishment
Worker and Voice Equity is at the CENTER!
define French & Raven’s various TYPES OF POWER
Reward and coercive power: the ability to punish or reward, control consequences
Legitimate power: carries from your title, legitmizes whatever power you hold over people
Expert: leader of virtue of knowledge and knowledge gained
Reverent: gained when one is shown respect from others, reputational power
behavior vs trait
Behavior: observational actions someone takes
Trait: characteristic or quality of a person
One best way vs contingency theory
One best way: assumes this method works in every approach
Contingency theory: means it depends on the context
Types of Leadership
Follower Leadersip
Situational Leadership
Houses Path Goal Theory
How could emotional intelligence play a role in path goal theory?
Emotional Intelligence is needed in order to be able to understand and empathize with another persons perspective
Transactional Leaders
rewards and punishments, followers move to complete their goals as agreed with leader with an exchange with reward
Transformational Leaders
followers awareness about what is important, and away from own self interests. Uses charisma and enthusiasm as motivation.
Leadership versus Management
Leadership: Transformational, Focuses on Goals, foster ideas
Management: Transactional, Focuses on Tasks, Assign ideas
Why did Brill post the poem, “Desiderata”
The poem was posted in the leadership section because it was created with the overall purpose to strengthen and encourage people. It uses many words such as “nurture” and “happy” as positive affirmations.
Tuckmans Model
Forming: facts
Storming: emotions
Norming: values
Performing: actions
Conflict is needed to grow as a group!
Be able to define SYNERGY
the goal of studying group dynamics and should be the overall goal of a good team
Process Loss
loss of group dynamics and strength
Group Think
highly cohesive group, afraid of conflict, and self-censors themselvesSocial Loafing
Social Loafing
diffusion of responsibility
Compare and contrast Mental Models with Groupthink
Groupthink pertains to schools, communities, and organizations. It shrinks potential and causes the group to be stuck in this mentality. It censors disagreement and causes unproductivity. It is a special type of shared mental model.
A shared mental model is the foundation of a team’s culture, which can be created up subcultures and grand cultures. This applies at the team level!
Culture
values, norms, and stories. It affects the way we think, speak, and behave
why is it so hard to be a change agent
It is hard to be a change agent because no one wants to be the first one to initiate change in a system that has gone on for a long: We become change agents through unfreezing, change, and refreezing
Why is there often so much resistance to change?
it is deeply rooted in existence, and people are socially comfortable and resistant to changing the status quo (neophobia: afraid of new things). And naturalistic fallacy
Naturalistic Fallacy (change agent aspect)
a cognitive rationale for why change is not needed because of our belief the current system is good as it is
Steps to becoming a change agent
unfreezing: set on rationalizing why change is so resistant (SWAT analysis on internal and external threats and then identifies strategic plan priorities) (cleaning house at the top, bringing in new people)
Moving: whatever the action plan is
Refreezing: where is the money going? Is our [performance appraisal different? Are we getting training systems? Motivation and reward systems that which show how motivated they are through a change in the system.
Kotter and Cohen model
8 steps for a successful large-scale organizational change, basically, increase a sense of urgency and build a new guiding team
Freeze, change, unfreeze
Lehigh Valley Hospital
Create short-term wins
Action Research Model
Planning
Acting
Analysis/observing
Conclusion/reflecting
Culture Change
a movement or repositioning if culture that occurs
discuss how values, norms, and myths/stories help to shape an organization’s culture
Values, Norms, and Stories are important in an organizations culture because they execute a certain level of management, significant values of an organization, what the company stands for.
open social system
the opportunity to move from one class to another. Ex: elevate program, the idea that we start with inputs such as applicants, then thoughts like EDUC, and then outputs like student outcomes, like a degree.
Moravian University: how it helps explain how we have changed based on changes in the availability of students & demand for academic programs
Moravain University allows students to have access to resources and post graduate schools, which is a positive social mobility
Appreciative Inquiry
Helps support organizational change through dialogue and questions
Gainsharing
The idea employees should be highly involved with an organization and improve companies profitability
knowledge management:
collecting and sharing knowledge with an organization
organizational development:
Aims to improve an organization through culture change
Total Quality Management (TQM)
detecting and eliminating errors in an organization
Note 
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