Motivation and Training Theories: McClelland, Oldham, and Heckman, Quizzes of Human Resource Management

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TERM 1 Motivation DEFINITION 1 A set of energetic forces that originate both within and outside the individual and initiates work related effort Direction Intensity persistence One of the primary responsibilities of manager is to motivate employeesMotivating jobs can lessen the pressure of many HR functions(Performance management, compensation, retention) TERM 2 Content Theories DEFINITION 2 Maslow's Hierarchy of needs: basic levels must be met before higher levels Herzberg's Two factor model: Hygiene factors (pay, safety) and Motivators (recognition, challenges) McClelland's acquired needs theory: Achievement, affiliation, power Oldham and Heackman's Job characteristic theory TERM 3 Job Characteristic theory DEFINITION 3 varietyidentity ------> Meaningfulness of work ------- >significanceautonomy -----> Responsibility for work ----------> Intrinsic motivaitonFeedback -----> Knowledge of results ------- -----> TERM 4 Equity theory DEFINITION 4 Compare our outcome/input ratio to others Outcomes may include: pay/promotions, praise, better working conditions Inputs may include: Job performance/effort, seniority, training and education Equity: maintains the status quo over rewarded: cognitive justification, work harder under rewarded: demotivation, cwb's, withdrawal TERM 5 Expectancy theory DEFINITION 5 Expectancy- effort will lead to performance (if i study hard for the exam, i'll know the material)Instrumentality- performance will lead to an outcome (If i know the material, i'll get an A on the exam)Valence- the outcome is meaningful (I want an a on the exam, because I want a 4.0 in the class)Effort----> Performance ----> Outcome TERM 6 Self- Efficacy DEFINITION 6 The belief that person has the ability to complete a given task Past accomplishments vicarious experience verbal persuasion emotional cues TERM 7 Reinforcement theory DEFINITION 7 Behavior is a function of consequence Change behavior through: Positive reinforcement (give something good) negative reinforcement (take something bad away) punishment (give something bad or take away something good) TERM 8 Goal Setting Theory DEFINITION 8 Use goals to motivate - specific, challenging SMART : Specific, measurable, attainable, relevant, timely Feedback, commitment TERM 9 Psychological Empowerment DEFINITION 9 The belief that one's work contributes to some larger purpose, thus providing intrinsic motivation meaningfulness self-determination competence impact TERM 10 Compensation DEFINITION 10 Developing: market pressure (product and labor market competition) Matching pay to strategy and rev rate ranges and pay grades job evaluation TERM 21 Development Planning System DEFINITION 21 A system to retain and motivate employees by identifying and meeting their developmental needs1. Self-assessment What needs to be developed?2. Reality check How does the employee fit into the organizations plans?3. Goal setting Establish SMART goals4. Action planning What are the necessary steps to reach those goals? TERM 22 Developing Employees DEFINITION 22 Assessment Personality tests, assessment centers, 360o feedback Formal education In-house programs, consultant designed courses, university classes Job experience Rotation, enlargement, temporary assignments Interpersonal relationships Mentors, coaching, peers TERM 23 Careers DEFINITION 23 Traditional vs. BoundarylessPsychological contracts The role of developmental supportWork-life balanceJob vs. Career vs. Calling TERM 24 Defining Career Success DEFINITION 24 Work performanceExtrinsic rewards (power, status, money)Human capital approachSocial capital approachHappiness & self-actualization TERM 25 Teams DEFINITION 25 Two or more people working interdependently over a period of time to accomplish common goals related to some task- oriented purpose work management parallel project action TERM 26 IPO Model DEFINITION 26 Inputs --> processes --> outcomes TERM 27 Inputs DEFINITION 27 Inputs --> processes--> outcomesExternal conditions Organizational influence/external leadership Reward system Communication structure Proximity TERM 28 Task Type DEFINITION 28 Disjunctive The strongest performer drives success Solving a math problem Additive Average performance drives success Selling Girl Scout cookies Conjunctive The weakest performer drives success Mountain climbing TERM 29 Task Decomposition DEFINITION 29 Divisional Each group member finds one article, summarizes it, creates a slide for it, and presents on it Functional One group member finds five articles, one group member summarizes them, one group member creates the slides, one group member gives the presentation TERM 30 task interdependence DEFINITION 30 How closely must team members work together? Pooled Sequential Reciprocal Comprehensive TERM 31 Goes interdependence DEFINITION 31 do group members share the same goal? TERM 32 Outcome interdependence DEFINITION 32 will all group members share the same outcome? TERM 33 Team composition DEFINITION 33 Member roles (skill differentiation) Complementary vs supplementary Member ability Member personality Team size Team diversity TERM 34 Team Member Diversity DEFINITION 34 Surface level Age, race, gender, etc. Easily observableDeep level Personality, values, beliefs, etc Knowledge, skills, abilities Learned through interaction TERM 35 Heterogeneity vs homogeneity DEFINITION 35 hetero: diverse team membersHomo: similar TERM 46 Judgement DEFINITION 46 Primacy (Recency) Effect The tendency to remember the first (last) information we receive about something and use that information to make judgements Halo (Horns) Bias The assumption that if a person is good (bad) at one thing, then he or she is good (bad) at lots of things Similar to Me Bias If the person shares characteristics with the evaluator, he or she is evaluated more positively TERM 47 Stereotyping DEFINITION 47 Assigning characteristics of a group to every individual in that group TERM 48 Attribution bias DEFINITION 48 The tendency to overestimate the role of the person and underestimate the role of the situation TERM 49 Employment Discrimination DEFINITION 49 Specialized treatment based on membership in a particular category or classTwo types of discrimination under the law : Disparate Treatment Intentional differential treatment based on group membership Im not going to hire you because youre too old. Disparate Impact When facially neutral employment practices unintentionally adversely affect different groups I only want to hire individuals with less than 2 years of work experience. TERM 50 Disparate Treatment DEFINITION 50 Plaintiff's Burden - impact: practice in question disproportionally affects a protected group Defendants rebuttal : I hired someone better. - impact: show employment practice is a "business necessity" TERM 51 4/5ths rule DEFINITION 51 80% - no TERM 52 Sexual harassment DEFINITION 52 quid pro quo - a benefit or punishment is contingent upon employee submitting to sexual advances hostile working environment - behavior makes it difficult for someone of a particular sex to work The reasonable person standard TERM 53 Important EEO Laws DEFINITION 53 equal pay act civil rights act age discrimination in employment act Pregnancy discrimination act americans with disabilities act TERM 54 Affirmation Action DEFINITION 54 EEO laws are meant to decrease discrimination affirmation action is mean to redress discrimination TERM 55 OSHA DEFINITION 55 occupational safety and health act