Employee Motivation and Decision-Making Theories

herzberg's two-factor theory

hygiene factors (salary, conditions, policies, supervision, relationships) and motivational factors (achievement, interest, responsibility, advancement). these things will prevent job dissatisfaction.

hygiene factors

salary, conditions, policies, supervision, relationships.

motivational factors

achievement, interest, responsibility, advancement.

maslow's hierarchy of needs

self-actualization (top, most narrow), esteem needs, belongingness and love, safety, psychological.

McClelland's three-needs theory

need for achievement, need for affiliation, need for power.

need for achievement

the drive to set and meet challenging goals, to excel.

need for affiliation

the need to belong to a group and have friendly interpersonal relationships and camaraderie.

need for power

the need to influence others (for personal or organizational gain).

goal setting theory

moving toward a clear goal and getting feedback (SMART goals).

expectancy theory

expectancy, instrumentality, valence = motivation. efforts will be rewarded.

equity theory

inputs (loyalty, hard work, commitment) -> equity (fair balance) -> outputs (salary, benefits, recognition, achievement).

reinforcement theory

how people behave depends on the consequences. positive reinforcement (a bonus or a raise), negative reinforcement (if everyone cleans on time, no one will have to stay late).

how to increase employee motivation

rewards, recognition, feedback, praise, job design, performance management, organizational culture.

programmed decisions

concerned with relatively routine problems, typical decisions.

nonprogrammed decisions

unique, complex situations that could have big consequences.

risks when making a decision

what risks are we taking, can you predict what will happen, conditions of certainty (we have enough information to make a good decision) and uncertainty (a lack of information to make a sure decision, unpredictable).

two approaches to making decisions

maximizing (making optimal decisions, spending time to think about the alternatives) and satisficing (working fast to find an acceptable decision rather than the best decision).

techniques to find solutions

brainstorming (calling out ideas in a group, open discussion), synectics (brainstorming but with analogies, imagery, role-playing to be creative), nominal grouping (more structured brainstorming, all group members participate).

decision tree

will help evaluate which decisions will do what, which outcome is the most ideal.

planning

identifying and selecting appropriate goals and strategies.

organizing

structuring and coordinating the work of a business into specific tasks and roles.

strategic planning

overall mission, goals, and long-range objectives vision-oriented.

operational planning

short-range objectives, day-to-day, specifics.

mission statement

a broad statement describing what they do, why they exist, and the purpose.

vision statement

describes the future expectations.

core values

most important things, their beliefs, these guide planning and operations.

corporate level strategies

developed by large companies and revolve around growth, stability, and renewal.

business level strategies

focus on adapting to the external environment and using tactics to beat the competition.

operational level strategies

when each department develops strategies to achieve the mission and objectives.

fair labor standards act (FLSA)

child labor laws, 16 years old is the minimum age to work regular hours, 14-15 can work limited hrs, less than 14 can work very limitedly. under 18 cant work in hazardous jobs, also establishes minimum wage and overtime rates.

who is exempt from FLSA?

salary workers, managers, those who dont clock in and clock out.

Equal pay act

women and men get paid the same for equal work.

social security act of 1935

a way to provide older age, disability, etc an income since they cannot work. to be eligible, you generally must work at least 10 years after retirement and must be 67 years old, funded by taxes. also unemployment insurance is included (if injury or unable to work). also survivors insurance (if a spouse or dependant is lost).

workers compensation

provides funds for work related injury or illness, lost wages, or rehab.

consolidated omnibus budget rehabilitation act

employees who lose health benefits can continue coverage (at your expense) for 18-36 months, typically not worth it.

HIPAA

Health insurance portability and accountability act.

patient protection and affordable care act of 2010

made a push for preventive care getting more attention, like RDs. makes health coverage more fair and easy to understand.

family and medical leave act of 1993

allows an employee to take up to 12 weeks unpaid leave in 12 months for birth, foster care/adoptive care, care of a child with a medical condition, employee's serious health condition. job is held for this time with same pay and benefits.

title VII of civil rights act of 1964

prohibits discrimination of race, color, religion, sex, or origin in employment decisions as far as hiring, firing, promotion, and compensation.

equal employment opportunity commission (EEOC)

enforces equal employment laws, investigates discrimination charges from a complaint, also prevents with education/training.

affirmative action programs

recruitment and advancement of minorities, women, disabilities, and veterans.

OSHA

occupational safety and health administration, makes sure that the employees have a safe place to work, inspects organizations, records injury and illness on the job.

internal recruiting

someone from the current organization is hired into a new position (transfer, advancement).

external recruiting

listing opportunities on a website, posters.

selection process of hiring

screen applications/resumes, pre-employment tests, interview, background check, select finalist.

unconscious bias

bias that you don't know is occurring.

questions you cannot ask in an interview

age, sex, race, origin, religion, pregnancy, marital status, family status, disabilities, etc.

which questions are most useful in an interview

open, reflective, probing, behavioral, and situational.