11 3 2015 Exam 2 Review BUSMHR 3200 Inks Laura Duncan OHIO STATE UNIVERSITY Contents Motivation and Engagement 2 Book Definitions K F C5 2 Lecture Notes 3 Compensation 7 Book Definitions Noe C13 7 Lecture Notes 7 Benefits 9 Book Definitions Noe C14 9 Lecture Notes 11 Equal Employment Opportunity and Safety 12 Book Definitions Noe C3 12 Lecture Notes 13 Group and Team Effectiveness 15 Book Definitions K F C8 15 Lecture Notes 15 Managing Conflict and Negotiations 18 Book Definitions K F C10 18 Lecture Notes 19 Power Influence and Politics 21 Book Definitions K F C12 21 Lecture Notes 21 1 Motivation and Engagement Book Definitions K F C5 and self actualization behavior 3 Basic Needs surpass others Motivation psychological processes that underlie the direction intensity and persistence of behavior or thought Extrinsic Motivation results from the potential or actual receipt of extrinsic rewards Intrinsic Motivation occurs when an individual is turned on to one s work because of the positive internal feelings that are generated by doing well Content Theories Of Motivation revolve around the notion that an employee s needs influence motivation Needs physiological or psychological deficiencies that arouse behavior Theory X pessimistic view of employees dislike work must be monitored and can only be motivated with rewards and punishment Theory Y modern and positive set of assumptions about people at work that they are self engaged committed responsible and creative Need Hierarchy Theory motivation is a function of five basic needs physiological safety love esteem Acquired Needs Theory three needs achievement affiliation and power are key drivers of employee o Need For Achievement desire to excel overcome obstacles solve problems and rival and o Need For Affiliation desire to maintain social relationships to be like and to join groups o Need For Power desire to influence coach teach or encourage others to achieve Self Determination Theory three innate needs influence our behavior and well being competence autonomy and relatedness Motivator Hygiene Theory job satisfaction and dissatisfaction arise from two different sets of factors satisfactions form from motivating factors and dissatisfaction from hygiene factors Hygiene Factor company policy and administration technical supervision salary interpersonal relations with one s supervisor and working conditions which cause a person to move from a state of no dissatisfactions to dissatisfaction Motivating Factors Or Motivators achievement recognition character tics of the work responsibility and advancement which cause a person to move from a state of no satisfaction to satisfaction Process Theories Of Motivation describe how various person factors and environmental factors in the integrative frame work affect motivation Equity Theory model of motivation that explains how people strive for fairness and justice in social exchanges or give and take relationships Three Components Of Organizational Justice o Distribute Justice perceived fairness of how resources and rewards are distributed or allocated o Procedural Justice perceived fairness of the process and procedures used to make allocation o decisions Interactional Justice quality of the interpersonal treatment people receive when procedures are implemented Voice employees upward expression of challenging but constructive opinions concerns or ideas on work related issues to their managers Expectancy Theory people are motivated to behave in ways that produce desired combinations of expected outcomes 2 o Expectancy individual s belief that a particular degree of effort will be followed by a particular level or performance Instrumentality how an individual perceives the movement from performance to outcome o o Valence positive or negative value people place on outcomes Goal Specificity Quantifiability of a goal Job Design any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee jobs experience and their on the job productivity Scientific Management kind of management which conducts a business or affairs by standards established by facts or truths gained throughout systematic observation experiment or reasoning Job Enlargement putting more variety into a workers job by combining specialized tasks of comparable difficulty Jobs Rotation moving employees from one specialized job to another Job Enrichment modifying a job such that an employee has the opportunity to experience achievement recognition stimulating work responsibility and advancement Job Characteristic Model promote high intrinsic motivation by designing jobs that possess the five core jobs characters Skill variety o o Task identity o Task significance o Autonomy Feedback o Job Crafting physical and cognitive changes individuals make in the task or relational boundaries of their work Idiosyncratic Deals employment terms individuals negotiate from themselves taking myriad forms from flexible schedules to career development Lecture Notes Motivation is the engine behind human behavior o Construct concept abstract idea for which a model can be created to make sense of it o Motivation physiological processes that arouse and direct goal directed behavior personal team or organizational goals 2 Fundamental Motivations Intrinsic Motivation personally rewarding fulfilling o o Extrinsic Motivation Fundamental equation regard performance P A M O o Performance Ability Motivation Opportunity o All parts must work together to obtain high product 3 Need Based Theories o Maslow s Need Hierarchy Theory 3 o Alderfer s ERG Theory Can all be addressed at same time though some still more important than others Existence needs physiological safety needs o McClelland s Need Theory Three needs on scale of 1 10 with 10 being high Do not necessarily want all high function of fit for position organization Need for Achievement n Ach Need for Affiliation n Affil Need for Power n Pow Job Design Approach to Motivation unity of command o o o o o Job Enlargement increasing responsibilities Job Enrichment vertical growth to a different higher level Job Rotation very vogue Job Sharing multiple people share 1 FTE Job Characteristics Model office layout etc Job Characteristics Model Hackman Oldham 4 o Task identity can an employee point to their contribution Equity Theory o Explains more conflict than any other theory though the ratio is not absolute o Roots in cognitive
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