COB 300 Management Test 1 #
Ch. 13 Motivation - Answers -10 Questions on test from chapter 13
Rewards for Motivation - Answers -1. Extrinsic
- reward that is tangible, visible to others
2. Intrinsic
- natural reward for performing a task/activity for it's own sake
Pargas Example - motivation - Answers -- Cannot motivate all people the same way
- Culture plays a big role in this
- People value different things
- e.g money might not motivate people in Japan or european countries like it does in the
U.S. -- Japan honor oriented
- e.g. Wanting name inside CD cover instead of $15,000 bonus
Equity Theory - Answers -- people are motivated when they believe that they are being
treated fairly
- Perception are the focus
1) Inputs - contributions made (ex. studying)
2) Outcomes -- reward for contribution (ex: getting A's)
3) Referents - who we compare ourselves to (Peers)
Over/Under Rewarded - Answers -1. Over-rewarded
- getting more outcomes to inputs than peers
2. Under-rewarded
- getting fewer outcomes to inputs than peers
Motivating with Equity Theory - Answers -- Look and correct current inequalities
- Reduce employee inputs
- Increase employee outcomes
- Decision making process is fair
Expectancy Theory - Answers -People will be motivated as long as their efforts lead to
good performance and are rewarded for such performance
- Expectancy: relation between effort and performance
- Instrumentality: relation between performance and reward
- Valance: value a worker assigns to an outcome -- e.g. "how badly you want a reward"
, Expectancy Theory Motivation Equation - Answers -Motivation = valence X expectancy
X Instrumentality
Motivating with Expectancy Theory - Answers -- Gather info on what employee's want
from work
- Steps to link rewards to individual performance
- Empower employees to make decisions
Reinforcement Theory - Answers -behavior is a function of it's consequences
Strengthen Behavior
- Positive reinforcement -- encouragement
- Neg. reinforcement -- remove unpleasant cons (not punishment)
Weaken Behavior
- Punishment -- simply punishing
- Extinction -- positive consequence no longer allowed
Schedule for reinforcement (ratio = time; int = avg#)
- Continous - act on every behavior - good results
- Intermittent - specified time or # of behaviors
* fixed interval - fixed time - not good results
* Variable interval - varies w/ avg - not good result
- Fixed Ratio - fixed # of behaviors - good results
- Variable ratio - different # behav. - good results
Goal Setting Theory - Answers -How to Motivate
1) Assign specific, challenging goals
2) Ensure workers accept the goals
3) Provide frequent, specific, performance-related feedback
Goal Setting
- Set goals
- Give employees goals
- Clear path to achieve goals
- Measure progress toward goals
- Realistic goals
Components
- Goal specificity: extent that goals are detailed
- Goal difficulty: how hard is goal to accomplish?
- Goal acceptance: extent which ppl agree to goal
- Performance feedback: info on past performance that indicates what progress was
made to accomplish the goal
"Surprising Truth About Motivation" video - Answers -Currencies of Motivation
Ch. 13 Motivation - Answers -10 Questions on test from chapter 13
Rewards for Motivation - Answers -1. Extrinsic
- reward that is tangible, visible to others
2. Intrinsic
- natural reward for performing a task/activity for it's own sake
Pargas Example - motivation - Answers -- Cannot motivate all people the same way
- Culture plays a big role in this
- People value different things
- e.g money might not motivate people in Japan or european countries like it does in the
U.S. -- Japan honor oriented
- e.g. Wanting name inside CD cover instead of $15,000 bonus
Equity Theory - Answers -- people are motivated when they believe that they are being
treated fairly
- Perception are the focus
1) Inputs - contributions made (ex. studying)
2) Outcomes -- reward for contribution (ex: getting A's)
3) Referents - who we compare ourselves to (Peers)
Over/Under Rewarded - Answers -1. Over-rewarded
- getting more outcomes to inputs than peers
2. Under-rewarded
- getting fewer outcomes to inputs than peers
Motivating with Equity Theory - Answers -- Look and correct current inequalities
- Reduce employee inputs
- Increase employee outcomes
- Decision making process is fair
Expectancy Theory - Answers -People will be motivated as long as their efforts lead to
good performance and are rewarded for such performance
- Expectancy: relation between effort and performance
- Instrumentality: relation between performance and reward
- Valance: value a worker assigns to an outcome -- e.g. "how badly you want a reward"
, Expectancy Theory Motivation Equation - Answers -Motivation = valence X expectancy
X Instrumentality
Motivating with Expectancy Theory - Answers -- Gather info on what employee's want
from work
- Steps to link rewards to individual performance
- Empower employees to make decisions
Reinforcement Theory - Answers -behavior is a function of it's consequences
Strengthen Behavior
- Positive reinforcement -- encouragement
- Neg. reinforcement -- remove unpleasant cons (not punishment)
Weaken Behavior
- Punishment -- simply punishing
- Extinction -- positive consequence no longer allowed
Schedule for reinforcement (ratio = time; int = avg#)
- Continous - act on every behavior - good results
- Intermittent - specified time or # of behaviors
* fixed interval - fixed time - not good results
* Variable interval - varies w/ avg - not good result
- Fixed Ratio - fixed # of behaviors - good results
- Variable ratio - different # behav. - good results
Goal Setting Theory - Answers -How to Motivate
1) Assign specific, challenging goals
2) Ensure workers accept the goals
3) Provide frequent, specific, performance-related feedback
Goal Setting
- Set goals
- Give employees goals
- Clear path to achieve goals
- Measure progress toward goals
- Realistic goals
Components
- Goal specificity: extent that goals are detailed
- Goal difficulty: how hard is goal to accomplish?
- Goal acceptance: extent which ppl agree to goal
- Performance feedback: info on past performance that indicates what progress was
made to accomplish the goal
"Surprising Truth About Motivation" video - Answers -Currencies of Motivation
