MGMT Exam 1 - Chp 5

stlwalk's version from 2018-02-21 22:48


Section 5

Question Answer
Diagram and discuss the relationship between human drives, needs, and behavior.Drives and emotions form our needs which forms our decisions and behavior and all three of these are influenced by our self-concept, social norms, and past experience
Understand Maslow’s needs hierarchyTheory of motivation where needs are arranged in a hierarchy; when one need is fulfilled, people are motivated to fulfill the next highest need: Physiological, Safety, Belongingness, Esteem, and Self-acutalization; also need to know and need for beauty
Describe four‐drive theory and discuss its implications for motivating employees.Drive to acquire, drive to bond, drive to learn, and drive to defend; Implications: provide balanced opportunity for employees to fulfill all four drives.
Diagram the expectancy theory model and discuss its practical implications for motivating employees (if any of the links break down, employees aren’t motivated.)Effort is put into performance to get outcome.
E-to-P ExpectancyEffort to Performance: Probability a specific effort level will result in a specific level of performance; hire, train, and match people to job requirements, provide role clarity and behavioral coaching and modeling
P-to-O ExpectancyPerformance to Outcome: Probability a specific performance level will result in specific outcomes; measure performance accurately, explain how rewards are linked to performance
ValenceAnticipated satisfaction from the outcome: ensure rewards are valued, individualize rewards, and minimize counter-valent outcomes
Describe the characteristics of effective goal setting.SMARTER (Specific, measurable, achievable, relevant, time-framed, exciting, and reviewable): goal-setting affects intensity and persistence; if you set the right goals a company will be unified
Effective feedbackSpecific, relevant, timely, credible, and sufficiently frequent
Multisource feedbackreceived from full circle of people around employee, more accurate
Summarize equity theoryPeople develop perceptions of fairness in the distribution and exchange of resources by comparing with others' input and outcome ratio
Distributive justiceperceived fairness in outcomes we receive relative to our contributions and the outcomes and contributions of others
Procedural justiceperceived fairness of procedures used to decide the distribution of resources
DrivesPrimary needs: hardwired brain activity that energizes individuals, prime movers of behavior - activate emotions that put us in a state of readiness
NeedsGoal-directed forces that people experience, channel emotional forces toward specific goal, formed by self-concept, social norms, and experience
Learned Needs TheoryNeeds are amplified or suppressed through self-concept, social norms, and past experience. Three: Impeachment, Affiliation, and Power
Expectancy Theory of MotivationWork effort is directed towards behaviors that people believe will lead to desired outcomes.
Balanced scorecardgoal setting and reward system that translates organization's vision into specific goals related to growth of org
Social cognitive theorylearning and motivation occur by observing and modeling others and anticipating consequences of behavior