Management 314 - Exam 1 Questions with 100% Correct Solutions, Graded to Pass

Motivation - the combined effects of behavior of three choices: 1. direction - the choice to expend effort 2. intensity - the choice of the level of effort to expend 3. persistence - the choice to persist at that level Job Characteristics Model - Any job can be described through five job dimensions: 1. skill variety 2. task identity 3. task significance 4. autonomy 5. feedback Skill Variety - degree to which job requires a variety of different activities Task Identity - degree to which a job requires completion of a whole and identifiable piece of work Task Significance - degree to which the job has a substantial impact on the lives or work of other people Autonomy - degree to which job provides substantial freedom and discretion to the individual in scheduling the work and determining procedures to complete work Feedback - degree to which carrying out the work activities required by a job results in the individual obtaining direct and clear information about the effectiveness of his or her performance Job Design - the way elements in a job are organized which can impact motivation, satisfaction, and performance Outcomes of the Job Characteristics Model - 1. high intrinsic work motivation 2. high quality work performance 3. high job satisfaction 4. low absenteeism & turnover Job Redesign - Job Rotation (cross training) Job Enlargement (horizontal expansion) Job Enrichment (vertical expansion) Job Rotation - - periodic shifting of an employee from one task to another - reduces boredom, increases motivation - increases training costs, losses in productivity Job Enlargement - redesign of a job to include additional activities Job Enrichment - increased degree to which a worker handles the planning, execution and evaluation of an activity Goal - - internal representation of desired state - vary by acceptance: goals more likely to be accepted when: viewed as feasible, seen as useful or value congruent, linked to extrinsic incentives, participatively set - vary by source: self or other-assigned? - vary by proximity: short-term vs. long-term Goal Setting Theory - (Locke & Latham '90) performance highest for specific, difficult and accepted goals that are coupled with feedback Different ways to achieve goals - - promotion focus: ideal goals, advancement & accomplishment - prevention focus: ought goals, duties & obligations Why are goals effective? - - energize & direct behavior - increase persistence - sense of competence - encourage planning Moderators of the effects of goals - - ability: can you reach goal? - acceptance: want to reach goal? - feedback: Know when you reach goal? - self-efficacy: think you'll reach goal? Self Efficacy - an individuals belief that he or she is capable of performing a task: 1. enactive mastery - gaining relevant experience 2. vicarious modeling - increasing confidence by watching others 3. social persuasion - shift from prevention to promotion focus 4. arousal - emotionally aroused to complete task (can hurt performance)