ORG PSYCH CHAPTER 9 EMPLOYEE MOTIVATION

When self esteem is high you perform better

true

Consistency theory

employee will be motivated to perform at levels consistent with their levels of self esteem

3 types of self esteem: chronic self esteem

pos or neg way person views themselves as a whole

3 types of self esteem: situational self esteem 

pos or neg way person views themself in a certain situation 

3 types of self esteem: socially influenced self esteem

pos or neg way person views themselves based on expectations of others

organizational based self esteem

level of employee competence and self worth as a member of org (better predictor of general self esteem) 

how can you better self esteem in the org 

self esteem workshops, supervisor behaviour and experience with stress

self fulfilling prophecy

idea people behave in ways consistent with their self image

galatea effect

high self expectations results in higher level of performance

what does the galatea effect ensure?

ensure employee believes they will perform well

pygmalion effect

idea that if people believe something is true, they will act in a manor consistent with that belief

what is an approach to increase employee self esteem 

train supervisor to communicate feelings of confidence to staff 

golem effect

when neg expectations of a person cause decrease in that person’s performance

what does the golem effect convey

conveys overbearing management style, lack of trust, confidence and decreases motivation and job performance

how does pygmalion effect influence performance

leads our idea of others performance to treat them differently

what does pygmalion performance increase

self esteem but lack of info for women super roles

intrinsically motivated

work motivation in the absence of such external factors as pay, promotion an coworkers

low interest tasks do what to motivation

increase it

what do high interest tasks and vocal rewards do to intrinsic motivation

increase it

tangible rewards prior to performing task does what to motivation

decrease it

extrinsic motivation 

work motivation that arises from such non-personal factors as pay, coworkers and opportunities for advancement  

work performance inventory

measure of persons orientation towards intrinsic vs extrinsic motivation

what are the two dimensions to intrinsic motivation

enjoyment and challenge

2 dimensions for extrinsic motivation

compensation and outward orientation

self regulation

postulates that employees can be motivated by monitoring their own progress towards goals they set and adjusting their behaviour to reach goals 

4 step process to self regulation 

chose goals and set levels for them

plan out how to accomplish them 

take action to accomplish them 

evaluate progress toward goal, maintain and revise/abandon goal

what is the energy that influences goal?

want, value, and expect and what job provides

what discrepancies give motivation and satisfaction to employee

the employees wants and get out of job

what is an example of employee values shifting

getting married

what did the workplace boredom study say

employee motivation goes down if their needs not met and dont get what was promised

what decreases applicant pool

realistic job preview

job characteristic theory Hackman and oldham

suggests certain characteristics of job will make job less or more satisfying depending on certain need of worker

what are three things people desire in jobs

autonomy

motivation

feedback

According to job theory..

jobs will have motivational potential if allow employees to use skill variety, connect their task identification and appreciated by coworkers 

basic bio needs

concerning survival needs for food, air and water

safety needs

need security, stability and physical safety

social needs

need to interact

ego needs

need for recognition and success

self actualization needs

concerning one’s needs to realize ones potential

characteristic of self actualization scale 

demonstrated by high self actualization scores and motivation by personal growth and exploration 

needs theory

based on idea that employee will be satisfied with job that satisfy their needs 

what are the three problems with maslow’s theory

people don’t level up in right order

the next level is not that important 

said to many level but later proven wrong 

ERG theory

aldferes’s needs theory that describes 3 levels of satisfaction, existence, relatedness and growth

two factor theory; herzberg needs theory

postulates that there are 2 factors involving job satisfaction. hygiene factors and motivators

what are hygiene factors

job related elements that result from but do involve the job itself (making friends at work)

motivators

elements of job that concern that actual duties performed by the employee

what happens if hygiene factors represented adequately?

employee satisfaction and motivation will be neutral

need for achievement

according to trait theory, extent to which a person desires to be successful

need for affiliation

extent to which person desires to be around others

need for power 

extent to which person desires to be in control for other people 

self determination theory

postulates that people have innate needs for three things'; competence, autonomy and relatedness

competency means

need from self determination theory to. beable to successfully perform tasks that are important to us

autonomy means

decide what we we want to do and how we going to do it

relatedness means

to feel that we are apart of group

what is the overall takeaway from theory

that we will be more successful motivated in jobs that have freedom, allow to feel part of group and confident in performing tasks 

four drive theory of human nature 

says employee driven by 4 drives. if all are met will perform well and stay at job 

the four drives: drive to acquire

seek, take, control and retain objects and personal experiences that human nature

the four drives: drive to bond

form social relationships and develop mutual caring commitments with other humans

the four drives: drive to learn

satisfy curiosity to know, to comprehend, to appreciate to develop or understanding or representation of their environment and themselves thru reflective process 

the four drives: drive to defend

defend themselves and their valued accomplishments whenever they perceive them to be endangered

the drives help to?

motivate workplace

goal settting

method of increasing performance in which employees are given specific performance goals to aim for

goal need SMART to be successful, what does it stand for

specific

measureable 

attainable

relevant 

time bound 

when does feedback work best 

when its informal and positive 

how can a workplace encourage feedback

have the super show willingness to give feedback and reinforce employees who seek it

what are some incentives for employee behaviour

working overtime on weekends, making suggestions, referring applicants, staying with company and performing at high level

what are a few factors to consider to determine effectiness in incentive program

timing of incentive

contingency of concentive

type incentive used 

use of individual and group based incentive 

use of pos and neg incentive 

fairness of reward system 

when should the incentive be given

shortly after performance and time must be short

pay for performance

system which employees are paid based on how much they each produce

merit pay

incentive plan which employees receive pay bonuses based on performance appraisal scores

what two things does pay for performance include

commision and piecework(units sold)

how do u create complicated pay for performance 

determine avrg standard amount of production

what is merit pay based off of

performance appraisal scores

profit sharing

group incentive method which employees get percentage of the profits made by org

how will the profit motivate employees 

it will motivate if employee understands the link between performance and profits and beliefs org has chance of making profit

gain sharing

group incentive system which employees are paid a bonus based on improvements in group production

what are the three important elements to gain sharing

cooperative management philosophy

incentive based on improvements

group based bonus formula 

how does the gain sharing program work

company monitors performance measure over period of time to derive baseline

productivity goals above baseline then employees receive bonuses for each period goal reached

feedback constantly given 

end of period the bonuses paid out on how well group did 

what is baseline

the level of productivity before the implementation of gainsharing plan

where did gainsharing show improvements

productivity employee and union satisfaction and showing up to work

stock options

group incentive method which employees are given options of buying stock in future at price of stock when options granted

expectancy theory - vrooms

that motivation is function of expectancy, instrument, and valence

3 parts of expectancy theory; expectancy

perceived pov between amount effort put in and resulting outcome

3 parts of expectancy theory; instrumentally

extent to which outcome workers performance results in certain consequence

3 parts of expectancy theory; valence

point to which employee values certain consequence

what does motivation=E(I x V) mean

higher outcome = increased employee motivation

employee behaviour must be noticed because and 

noticed behaviour rewarded for motivation to be high 

equity theory

job satisfaction stating employees will be satisfied if their ratio of effort to reward is similar to other employees

are levels of motivation and job satisfaction related?

yes

the 3 components involved in equity theory ; inputs

personal elements put into job, time and effort, education and experience less obvious ones are, money on childcare and distance to work 

the 3 components involved in equity theory ; outputs

elements received from job. pay, benefits, challenge and responsibility. less obvs ones are benefits in friends and office furnishing

the 3 components involved in equity theory ; input/output ratio

divide output value by input value. done because it can compute employees previous work experience and compare them with their own 

organization justice

theory postulates that if employees perceive they are being treated fairly they will be more likely satisfied with their jobs and motivated to do well

what does org justice theory focus on

process of decisions made, outcomes of decisions and info communicated to employees

Are other employees motivated?

if employees talk well about job,it will model behaviour for new employees and increase productity and satisfaction