MGMT 6100 Final Questions With Complete Solutions
Social Categorization
Defining norms within the in-group to help the in-group at the
expense of the out-group.
Social Identification
Adopting the identity of the group we have categorized
ourselves as belonging to
social comparison
Response to rivalry and competition between groups.
Expectancy Theory of Motivation
Level of effort depends on 3 factors
1) Expectancy: a certain effort will lead to a particular level of
performance
2) Instrumentality: A specific action leads to a specific reward
3) Valence: strength of one's desire for an outcome
expectancy (Expectancy Theory)
the perceived relationship between effort and performance
Instrumentality (Expectancy Theory)
belief that a given level of performance will lead to specific
outcomes
Valence (Expectancy Theory)
,Strength of one's desire for an outcome
Reinforcement Theory
theory that positive and negative reinforcers motivate a person
to behave in certain ways
Positive Reinforcement (Reinforcement Theory)
Increases desired behavior
Positive behavior is followed by positive outcomes (Manager
praises the employee)
Negative Reinforcement (Reinforcement Theory)
Increases desired behavior
Positive behavior followed by removal of negative behavior
(Manager stops nagging at the employee)
Extinction (Reinforcement Theory)
Decreases Negative Behavior
Negative behavior followed by removal of positive consequence
(Manager stops saying hello)
Punishment (Reinforcement Theory)
Decreases negative behavior
Negative behavior followed by negative consequence (manager
demotes employee)
Job Characteristics Model (Hackman, Oldman)
, Core Job Characteristics lead to psychological states which lead
to personal work outcomes.
Skill variety
Task Identity
Task Significance
Autonomy
Feedback
Empowerment
giving employees the authority to correct a problem without first
checking with management
Structural Empowerment
The aspects of the work environment that give employees
discretion and autonomy, and enable them to do their jobs
effectively.
Goal setting theory
the theory that people will be motivated to the extent to which
they accept specific (not too difficult or too easy. Challenging,
but attainable)
Job Specialization
the separation of all organizational activities into distinct tasks
and the assignment of different tasks to different people
Job Specialization advantages
Less time changing activities
Lower training costs
Social Categorization
Defining norms within the in-group to help the in-group at the
expense of the out-group.
Social Identification
Adopting the identity of the group we have categorized
ourselves as belonging to
social comparison
Response to rivalry and competition between groups.
Expectancy Theory of Motivation
Level of effort depends on 3 factors
1) Expectancy: a certain effort will lead to a particular level of
performance
2) Instrumentality: A specific action leads to a specific reward
3) Valence: strength of one's desire for an outcome
expectancy (Expectancy Theory)
the perceived relationship between effort and performance
Instrumentality (Expectancy Theory)
belief that a given level of performance will lead to specific
outcomes
Valence (Expectancy Theory)
,Strength of one's desire for an outcome
Reinforcement Theory
theory that positive and negative reinforcers motivate a person
to behave in certain ways
Positive Reinforcement (Reinforcement Theory)
Increases desired behavior
Positive behavior is followed by positive outcomes (Manager
praises the employee)
Negative Reinforcement (Reinforcement Theory)
Increases desired behavior
Positive behavior followed by removal of negative behavior
(Manager stops nagging at the employee)
Extinction (Reinforcement Theory)
Decreases Negative Behavior
Negative behavior followed by removal of positive consequence
(Manager stops saying hello)
Punishment (Reinforcement Theory)
Decreases negative behavior
Negative behavior followed by negative consequence (manager
demotes employee)
Job Characteristics Model (Hackman, Oldman)
, Core Job Characteristics lead to psychological states which lead
to personal work outcomes.
Skill variety
Task Identity
Task Significance
Autonomy
Feedback
Empowerment
giving employees the authority to correct a problem without first
checking with management
Structural Empowerment
The aspects of the work environment that give employees
discretion and autonomy, and enable them to do their jobs
effectively.
Goal setting theory
the theory that people will be motivated to the extent to which
they accept specific (not too difficult or too easy. Challenging,
but attainable)
Job Specialization
the separation of all organizational activities into distinct tasks
and the assignment of different tasks to different people
Job Specialization advantages
Less time changing activities
Lower training costs
