Chapter 5 | MGMT 3123 - MANAGING BEHAV & ORG, Quizzes of Organization Behaviour

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TERM 1 Motivation DEFINITION 1 the process of arousing and sustaining goal-directed behavior TERM 2 3 classification of motivation DEFINITION 2 internal process external TERM 3 Example of internal motivation theories DEFINITION 3 Hierarchy of needs TERM 4 Example of process motivation theories DEFINITION 4 Expectancy Theory TERM 5 Consideration of internal motivation theories DEFINITION 5 variables within the individual TERM 6 Consideration of Process motivation theories DEFINITION 6 interaction between the individual and environment TERM 7 Consideration of External motivation theories DEFINITION 7 Element in the environment TERM 8 Max Weber DEFINITION 8 meaning of work lay not in the work itself but in its deeper potential for contributing to a person's ultimate salvation TERM 9 Sigmund Freud DEFINITION 9 a person's organizational life was founded on the compulsion to work and power of love. human motivation as unconscious by nature Provided basis for subsequent needs theory TERM 10 Psychoanalysis DEFINITION 10 Sigmund Freud's method for delving into the unconscious mind to better understand a person's motives and needsExplains the Work Deviance Behavoir (WDB) TERM 21 Employee Recognition and ownership DEFINITION 21 Emphasis external incentives by providing flexible benefit packages and stock ownership plans TERM 22 Whataburger's WhataGames DEFINITION 22 allows employee to compete among each other for prize and bragging rights. Creates bonds among employees motivate employee by considering psychological needs and external incentives An example of psychological ownership TERM 23 Maslow's Need Hierarchy Also Known As DEFINITION 23 ERG (Existence, Relatedness, Growth) theory TERM 24 5 Need Category in Maslow's Need Hierarchy DEFINITION 24 Physiological needs Safety and security needs Love (social) needs Esteem needs Self-actualization needs TERM 25 Maslow Need's Hierarchy DEFINITION 25 Ungratified needs is the source of motivation behavior When a level of ungratified need is being fulfilled, the individual will proceed to a higher level of ungratified need. TERM 26 Theory X and Theory Y is from DEFINITION 26 Douglas McGregor through the understanding of individual needs TERM 27 Theory X DEFINITION 27 the lower order needs Physiological needs Safety needs TERM 28 Theory Y DEFINITION 28 the higher order needs social esteem self-actualization TERM 29 Assumption of people in the group of Theory X DEFINITION 29 Natural indolent (work minimal) lack of ambition, dislike responsibility inherently self-centered and indifferent to organizational need resistant to change gullible, not very bright Management task on such people = guiding, motivating, controlling their action active intervention required = reward, punish, control, persuade TERM 30 Assumption of people in the group of Theory Y DEFINITION 30 active, flexible to organizational change highly motivated, potential for development, responsible, ready to direct behavior towards organizational goals. Management task on such people = directing their own effort towards the organizational goal TERM 31 Maslow DEFINITION 31 Hierarchy of needs TERM 32 Douglas McGregor DEFINITION 32 Theory X and Theory Y TERM 33 Clayton Alderfer DEFINITION 33 ERG theory TERM 34 ERG theory DEFINITION 34 Existence Relatedness Growth Theory TERM 35 Difference of ERG theory and Maslow's need DEFINITION 35 ERG theory states that needs are not suppose to be placed in levels but should be categorized. Maslow's Physiological and physical safety is categorized in ERG's Existence ERG's Relatedness consists of personal safety, love and interpersonal esteem Maslow's self-actualization and self-esteem can be found in the ERG's Growth TERM 46 Advantages of Socialized Power DEFINITION 46 concerned about others interest in organizational goals desire to be useful in big groups , organization and society TERM 47 Need For Affiliation DEFINITION 47 establishing and maintaining warm, close, intimate, relationships with other people. TERM 48 Characteristics of people with high need for affiliation DEFINITION 48 motivated to express their emotions and feelings find complication or conflicts in relationship disturbing relationships they have are close and personal. TERM 49 Need for Autonomy DEFINITION 49 A need higher than the manifest needs Desire for independence and freedom from any constrains TERM 50 Characteristics of people with high need of autonomy DEFINITION 50 Prefer to work alone and control their own pace of work dislike bureaucratic rules, regulation and procedures TERM 51 Frederick Herzberg DEFINITION 51 Two Factor Theory Relationship between Work conditions and psychological growth TERM 52 Herzberg's two-factor theory includes DEFINITION 52 Motivation factor Hygiene factor TERM 53 Motivation Factors DEFINITION 53 a work condition related to satisfaction of need for psychological growth TERM 54 Hygiene Factors DEFINITION 54 A work condition related to dissatisfaction caused by discomfort or pain TERM 55 How to produce Job Satisfaction DEFINITION 55 building motivation factors into job TERM 56 Process of building motivation factor into job is DEFINITION 56 Job enrichment TERM 57 How does motivation factor affect employees? DEFINITION 57 Presence of motivation factors kept the employee satisfied. The absence of motivation factors do not lead to unsatisfied employee but demotivated employees to perform better TERM 58 Factors looked at in Hygiene Factor DEFINITION 58 company policy and administration Technical supervisor Salary Interpersonal relationship with supervisor Working condition and status TERM 59 Good Hygiene factor will lead to DEFINITION 59 less discomforts, no complains about the company TERM 60 Absence of Hygiene factor will lead to DEFINITION 60 discomfort with their job and work area dissatisfied with the company TERM 71 Equity Theory DEFINITION 71 a social exchange process theory of motivation that focuses on the individual-environment interaction. TERM 72 Amitai Etzioni DEFINITION 72 3 categories of exchange relationships people have with organization Committed involvement (high positive intensity) Calculated involvement (low positive intensity) Alienated involvement (high negative intensity) TERM 73 Example of Calculated involvement DEFINITION 73 Business partnerships commercial deals TERM 74 Calculated involvement DEFINITION 74 Works well when both parties exchanges benefits (positive orientation)When losses occurs or conflict raises (negative orientation) TERM 75 demands DEFINITION 75 express the expectation of each party has of the other in the relationships. TERM 76 Contribution DEFINITION 76 basis of satisfying the demands expressed by the other party in relationship TERM 77 Stacy Adams DEFINITION 77 Theory of inequity in the social exchange process is an important motivator TERM 78 inequity occurs DEFINITION 78 when a person receives more or less than the other person believes is deserved based on efforts and / or contribution. TERM 79 How does inequity leads to motivation DEFINITION 79 inequity leads to experience of tension, tension motivates a person to act in a manner to resolve the inequity. TERM 80 How does employee detect inequity DEFINITION 80 consider input and output calculate ratio of input and output compare the input and output ratio with other case TERM 81 Adam's 7 basic strategies to resolve inequity DEFINITION 81 alter the person's outcomes alter the person's input alter the comparison other's outcome alter the comparison other's input change who is used as comparison rationalize inequity leave the organizational situation TERM 82 importance of equity management DEFINITION 82 role in labor-management relationshipsunion negotiated benefits TERM 83 Three type of individual based on preferences for equity DEFINITION 83 Equity Sensitives Benevolents Entitleds TERM 84 Equity Sensitives DEFINITION 84 Individuals who prefer and equity ratio equal to that of their comparison other. TERM 85 Benevolents DEFINITION 85 people who are comfortable with an equity ratio less than that of their comparison other. TERM 96 motivational programs designed based on Expectancy theory DEFINITION 96 performance planning evaluation system TERM 97 Problems with motivational problem DEFINITION 97 disbelief in a relationship between effort and performance disbelief in a relationship between performance and rewards lack of desire for the rewards offered TERM 98 Textbook sales (relationship between effort and performance) DEFINITION 98 Effort = CallsPerformance = more sales TERM 99 Textbook sales (relationship between performance and reward) DEFINITION 99 Performance = Higher book salesReward = Higher incentives given (eg. commissions) TERM 100 Textbook sales (lack of desire) DEFINITION 100 Problem: Due to tax brackets, reduced desire to gain higher commissionsSolution: Income that is protected from taxation or benefits TERM 101 moral maturity DEFINITION 101 measure of a person's cognitive moral development. Helps expectancy theory to explain altruistic, fair and equitable behavior TERM 102 Managerial implication of motivation DEFINITION 102 Training understand basic needs of employee ensure rewards are given acknowledge differences