MHA 701 MODULE 2 | COMPLETE QUESTIONS WITH 100% RATED CORRECT ANSWERS |
2025/2026 LATEST UPDATE
Herzberg and Job Design - Herzberg promoted the concept that if the work one does is
significant, it will ultimately lead to satisfaction with the work itself
- Employees will be motivated to do work that they perceive to be significant
McClelland's Three Needs Theory - Achievement
- Power
- Affiliation
Expectancy (VIE) theory Suggests that for any given situation, the level of a person's
motivation with respect to performance is dependent upon his/her desire for an outcome
7 C's - Challenge
- Capability
- Confidence
- Cost
- Compensation
- Credibility
- Consistency
Equity Theory - States that a person evaluates his or her outcomes and inputs by comparing
them with those of others
- When an inequity is perceived by an individual it creates tension internally (which is
proportional to the degree of inequity)
, 6 methods of inequality resolution - Altering inputs
- Altering outcomes
- Cognitive distorting inputs or outcomes (self)
- Leaving the field
- Distort the inputs or outcomes of the comparison other
- Changing the comparison other
Satisfaction- Performance Theory - Extends the Expectancy theory and incorporates the
Equity Theory into a model to reflect the relationship of an employee's performance to job
satisfaction
S-P Theory says that job satisfaction results from: - The performance itself
- The rewards for performance
- The perceived equitability of those rewards
Goal-Setting Theory Based in research, employees who are given specific, challenging goals
outperform those who are given vague goals such as "do your best"
3 steps of goal-setting theory - Setting the goal that is specific and measurable
- Obtaining goal commitment
- Providing support elements
Reinforcement theory Research suggests that an employee's behavior will be repeated if it is
associated with positive rewards and will not be repeated if it is associated with negative
consequences
4 types of reinforcement - Positive
2025/2026 LATEST UPDATE
Herzberg and Job Design - Herzberg promoted the concept that if the work one does is
significant, it will ultimately lead to satisfaction with the work itself
- Employees will be motivated to do work that they perceive to be significant
McClelland's Three Needs Theory - Achievement
- Power
- Affiliation
Expectancy (VIE) theory Suggests that for any given situation, the level of a person's
motivation with respect to performance is dependent upon his/her desire for an outcome
7 C's - Challenge
- Capability
- Confidence
- Cost
- Compensation
- Credibility
- Consistency
Equity Theory - States that a person evaluates his or her outcomes and inputs by comparing
them with those of others
- When an inequity is perceived by an individual it creates tension internally (which is
proportional to the degree of inequity)
, 6 methods of inequality resolution - Altering inputs
- Altering outcomes
- Cognitive distorting inputs or outcomes (self)
- Leaving the field
- Distort the inputs or outcomes of the comparison other
- Changing the comparison other
Satisfaction- Performance Theory - Extends the Expectancy theory and incorporates the
Equity Theory into a model to reflect the relationship of an employee's performance to job
satisfaction
S-P Theory says that job satisfaction results from: - The performance itself
- The rewards for performance
- The perceived equitability of those rewards
Goal-Setting Theory Based in research, employees who are given specific, challenging goals
outperform those who are given vague goals such as "do your best"
3 steps of goal-setting theory - Setting the goal that is specific and measurable
- Obtaining goal commitment
- Providing support elements
Reinforcement theory Research suggests that an employee's behavior will be repeated if it is
associated with positive rewards and will not be repeated if it is associated with negative
consequences
4 types of reinforcement - Positive
