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Employee Motivation

Quiz yourself by thinking what should be in each of the black spaces below before clicking on it to display the answer.
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Question
Answer
level of productivity before the implementation of a gainsharing plan   show
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show basic biological needs  
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positive or negative way in which a person views himself or herself as a whole   show
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Korman’s theory that employees will be motivated to perform at levels consistent with their levels of self-esteem   show
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4th step in Maslow’s hierarchy, concerning the individual’s need for recognition and success   show
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theory of job satisfaction stating that employees will be satisfied if their ratio of effort to reward is similar to that of other employees   show
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Aldefer’s needs theory, which describes three levels of satisfaction: existence, relatedness, and growth   show
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show expectancy theory  
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show extrinsic motivation  
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group incentive system in which employees are paid a bonus based on improvements in group productivity   show
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when high self-expectations result in higher levels of performance   show
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show goal setting  
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show Golem effect  
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show hierarchy  
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Herzberg’s two-factor theory, job-related elements that result from but do not involve the job itself   show
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ratio of how much employees believe they put into their jobs to how much they believe they get from their jobs   show
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show inputs  
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show internal locus of control  
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work motivation in the absence of such external factors as pay, promotion, and coworkers   show
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show job characteristics theory  
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incentive plan in which employees receive pay bonuses based on performance appraisal scores   show
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show motivation  
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Herzberg’s two-factor theory, elements of a job that concern the actual duties performed by the employee   show
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show need for achievement  
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show need for affiliation  
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show need for power  
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show needs theory  
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type of learning based on the idea that humans learn to behave in ways that will result in favorable outcomes and learn not to behave in ways that result in unfavorable outcomes   show
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theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well   show
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show outputs  
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system in which employees are paid on the basis of how much they individually produce   show
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show Premack Principle  
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idea that if people believe that something is true, they will act in a manner consistent with that belief   show
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show realistic job preview  
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rank-ordered list of reinforcers for an individual   show
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2nd step in Maslow’s hierarchy, concerning the need for security, stability, and physical safety   show
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postulates that employees can be motivated by monitoring their own progress toward the goals they set and adjusting their behavior to reach those goals   show
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5th step in Maslow’s hierarchy, concerning the need to realize one’s potential   show
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show self-esteem  
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idea that people behave in ways consistent with their self-image   show
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positive or negative way in which a person views him or herself in a particular situation   show
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3rd step in Maslow’s hierarchy, concerning the need to interact with other people   show
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show social recognition  
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show stock options  
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Herzberg’s needs theory, postulating that there are two factors involved in job satisfaction: hygiene factors and motivators   show
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measure of an individual’s orientation toward intrinsic versus extrinsic motivation   show
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show can  
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show will  
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show individual difference traits  
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show Korman  
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consistency theory takes relationship btwn self-esteem & motivation 1step further by stating employees try to perform at levels consistent with their   show
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in consistency theory, desire to perform at levels consistent with self-esteem is compounded by the fact that employees with low self- esteem tend to __ their actual ability and performance   show
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on the basis of consistency theory, we should be able to improve performance by increasing a(n)   show
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to increase self-esteem employees can attend __ in which they are given insights into their strengths   show
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__ __ training another approach to increasing self-esteem   show
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employee is given a tack so easy that they will almost certainly succeed   show
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experience-with-success approach is based on   show
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show Galatea  
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to attain the Pygmalion effect, supervisor can be trained to communicate a feeling of __ in an employee   show
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show Pygmalion & Golem effects  
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when an employee becomes aware of others' expectations & matches his own with them, they will   show
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show nonverbal cues  
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show leadership style  
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when employees are __ motivated, they do not particularly enjoy the tasks, but are motivated to perform well to receive some type of rewards or avoid negative consequences   show
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people who are intrinsically motivated do not need __ __   show
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show reduce  
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show enjoyment & challenge  
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show compensation & outward orientation  
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show McClelland  
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employees who have a strong need for achievement are motivated by jobs that are challenging and   show
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employees who do not have a strong need for achievement are satisfied when jobs involve little challenge and have   show
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employees who have strong need for affiliation are motivated by jobs in which they can   show
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show influence  
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work motivation & job satisfaction are determined by discrepancy btwn what we want, value, & expect   show
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show retaliate by doing less than they promised  
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show meaningful  
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show personally responsible  
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opportunity for employees to be personally responsible for their work   show
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according to job characteristic theory, employees desire jobs that provide them with __ of the results of their efforts   show
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according to job characteristic theory, jobs will have __ __ is they allow employees to use skill variety & task identification   show
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employees are allowed to use a variety of skills   show
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show task identification  
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employees are able to connect their efforts to an end result which has meaning, is useful, or is appreciated by coworkers as well as by others in society   show
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show high motivating potential  
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show Maslow's needs hierarchy, ERG theory, & two-factor theory  
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Maslow believed that needs are hierarchical, meaning   show
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When asked how well they enjoy their job people who are at the level of basic biological needs, in Maslow's needs hierarchy, might reply   show
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show no longer be satisfying  
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if an employee has satisfied basic biological needs, in Maslow's needs hierarchy, they will remain satisfied with their job only if   show
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show psychological safety  
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show psychological & physical safety  
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show the safety or security factor  
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show job itself does not encourage social activity  
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show ego  
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an employee striving for self-actualization needs wants to reach their __ in every task   show
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potential problem with Maslow's needs hierarchy is in the __ of levels   show
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potential problem with Maslow's needs hierarchy is that some people do not __ __ the hierarchy, instead skipping levels   show
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show most important  
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show provide guidelines  
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Aldefer developed a needs theory that only has 3 levels, ERG, because of   show
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show skip levels  
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Aldefer's ERG theory explains why a higher-level need sometimes does not become __ __ once a lower-level need has been satisfied   show
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with ERG theory Aldefer believed that sometimes the next higher level may be blocked, so then employee becomes frustrated & places more importance on   show
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show hygiene factors & motivators  
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level of responsibility, amount of job control, & interest that work holds for employee, in considering two-factor theory, are   show
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show necessary; sufficient  
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in two-factor theory, if a hygiene factor is not present at a(n) __ __, employee will be dissatisfied & less motivated   show
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show neutral  
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in two-factor theory, only the presence of both motivators & hygiene factors can bring   show
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researchers have criticized Herzberg's two-factor theory because of   show
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researchers have criticized Herzberg's two-factor theory because of the idea that factors such as pay can be __ hygiene factors & motivators   show
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researchers have criticized Herzberg's two-factor theory because of the fact that few independent research studies have   show
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show posses qualities represented by SMART  
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show SMART  
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show properly set goals  
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show greater  
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show ambiguity & lack of specific guidelines  
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employees observe the levels of motivation & satisfaction of other employees and then   show
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Regarding lack of specificity in goal setting, employees believe that with constant changing environment, it is   show
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Properly set goals are __   show
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Properly set goals are __ but attainable   show
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show level of goal difficulty  
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If employee believes they __ __the goal, commitment to achieve the goal is likely to be high   show
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If employee agrees goal is __ , commitment to achieve the goal is likely to be high   show
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If employee believes they will be __ for achieving the goal, commitment to achieve the goal is likely to be high   show
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show unethical behavior  
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Tend to set goals higher   show
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Tend to set goals lower   show
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In the __ __ schema, people scoring high in conscientiousness, extraversion, & openness & low in agreeableness & neuroticism also tend to set high goals   show
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__ __ goals are relevant   show
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show Time frame  
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show Participating  
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show Commitment  
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To __ __ of goal setting, feedback should be provided to employees on their progress in reaching their goals   show
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show Feedback  
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Feedback best increases performance when it is __ & __   show
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show Negative; controlling  
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Supervisors should indicate their willingness to provide feedback and then reinforce employees who seek it   show
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show Constructive  
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show Properly; mistakes  
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Concept of self-regulation is a(n) __ on goal setting & feedback   show
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With __ __ goals self-regulation becomes more difficult   show
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show conscious effort  
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In self-regulation, employees must monitor their __ __   show
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In self-regulation, employees must __ __ so that decisions can be made when encountering competing goals   show
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Essential strategy for motivating employees is to provide __ for employees to accomplish goals set by an organization   show
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show Operant conditioning principles  
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Factor in determining effectiveness of incentive programs includes __ of incentives   show
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Factor in determining effectiveness of incentive programs includes contingency of __   show
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show Type  
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Factor in determining effectiveness of incentive programs includes use of __ versus __ incentives   show
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Factor in determining effectiveness of incentive programs includes use of __ vs __ incentives   show
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show reward system  
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show Reinforcer/punisher  
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Sometimes the timing of the consequence by itself   show
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Reward & punishment must be made __ upon performance, and this must be clear to employees if the goal is motivation   show
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show Consequence  
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Since different employees have different values, supervisor should have access to & be trained to administer different   show
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It is important to conduct periodic __ __ about what employees want because supervisors & employees often have different ideas about what is rewarding & important   show
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Need for variety is rewards is also   show
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Best way to explain Premack Principle is to __ __ __ on which an employee lists his preferences for a variety of reinforcers   show
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When designed poorly incentive systems can result in   show
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Rather than providing financial incentives, many organizations reward employee behavior through   show
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show Informal recognition  
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show Individual incentive plans  
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problem with individual incentive plans is difficulty in __ individual performance   show
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problem with individual incentive plans is that they can foster __ among employees   show
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problem with individual incentive plans is that for it to be effectively motivate employees it is essential that   show
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show Most common  
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Pay for performance is also called   show
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show commission  
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Pay for performance plan; being paid for each unit of something produced   show
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1st step in creating more complicated pay-for-performance plan is to determine   show
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Research indicates that employees paid flat rate plus __ __ perform at levels equal to employees who are paid on a piece-rate-plan   show
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Major difference btwn merit pay & pay for performance is that __ __ __ base their incentives on performance appraisal scores   show
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Merit pay is potentially good technique for jobs in which productivity is   show
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Employees are __ _ with merit pay if they help develop the system   show
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Increases are based on subjective performance appraisals   show
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Some supervisor __ performance appraisal sores to __ their employee’s pay & positive feelings towards the supervisor   show
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show Base salaries for certain positions are too low  
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Problem with merit pay is that __ or __ often changes with each fiscal year   show
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For merit pay to be successful, __ must be consistently available and amount must __ enough to motivate employees   show
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Idea behind group-based/organization-based incentive plans, is to get employees to __ in success or failure of organization   show
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group-based/organization-based incentive plans reward employees for   show
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show Social loafing  
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show Complicated  
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show Profit sharing  
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Profit sharing will motivate employees only if they understand link between   show
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show Reasonable chance  
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Gainsharing ties group-wide financial incentives to __ in organizational performance   show
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Gainsharing programs consist of cooperative/participative __ __   show
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Gainsharing programs consist of incentive __ __ improvements   show
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Gainsharing programs consist of group-based __ __   show
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In Gainsharing, 1st company monitors __ __over some period of time to derive a baseline   show
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show Productivity goals  
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show Each period  
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show in relation to the goal  
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show Productivity, employee & union satisfaction  
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Review of Gainsharing studies indicates declines in   show
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show Most complicated  
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Stock options allow employees to share in __ __ of an organization   show
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show Expectancy, instrumentality, & valence  
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show Expectancy (E)  
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show Instrumentality (I)  
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show Valence (V)  
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show Motivation = E (I x V)  
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show their motivation will probably be low  
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show results in some specific consequence  
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In expectancy theory, for a behavior to have a desired consequence first behavior   show
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show Must be rewarded  
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For valence, if employee is rewarded, reward must be   show
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In addition to predicting employee effort, expectancy theory has been applied successfully to predict   show
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Expectancy theory can also be used to suggest ways to __ employee motivation   show
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Major criticism of expectancy theory involves   show
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Researchers have suggested that adding components, to expectancy theory equation, would be more appropriate than multiplication because   show
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In expectancy theory, even though instrumentality & valence can be reliably measured, theory is most predictive when   show
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show Sets an example for other employees  
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Opponents of punishment argue that it __ __ only in the short run   show
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show Teach  
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Opponents of punishment argue that it causes __   show
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show New methods  
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In comparing reward & punishment behaviors of leaders found that although both affect employee behaviors & attitudes, __ of effect is stronger for rewards   show
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Equity theory is based on premise that out levels of motivation & job satisfaction are related to __ __ we believe we are being treated in comparison with others   show
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In equity theory, if we feel we are being treated unfairly we attempt to change our __ or __ until situation appears to be fair   show
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Components in equity theory involved in perception of fairness include   show
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Inputs can include   show
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show Pay, benefits, challenge, & responsibility  
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According to equity theory, when employee’s ratio is lower than those of others, they will become   show
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to make ratios equal in one/more ways employees can seek __ __ by asking for a raise or more responsibility   show
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show Reduce inputs  
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show Rationalizing  
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show Out input/output ratios are lower than others  
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Study found that employees’ motivation increased when coworkers received __ __ for their behavior   show
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show Chose actions that resulted in underpayment  
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When employee input/output ratio is higher than others, prediction would be that employee would   show
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Organizational justice theory focuses on __ of how decisions are made   show
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show Outcomes  
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show Communicated  
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show Procedural justice  
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Outcomes of decisions, Organizational justice theory   show
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show Interactional justice  
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According to research, employees with high self-esteem are likely to   show
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show does not increase subordinate self-esteem  
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show social  
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Brian assigns tasks that are challenging, yet achievable and specifically tells employees what he expects from them. It sounds like Brian believes in   show
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show reinforcement of behavior  
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show security; incentive  
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show expectancy  
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show more motivated  
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