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Chap012
- 8. The Motivation Equation Figure 9.1
- 11. Maslow’s Hierarchy of Needs Figure 12.2
- 12. Maslow’s Hierarchy of Needs Table 9.1 Self- actualization Realize one’s full potential Use abilities to the fullest Esteem Feel good about oneself Promotions and recognition Belongingness Social interaction, love Interpersonal relations, parties Safety Security, stability Job security, health insurance Physiological Food, water, shelter Basic pay level to buy items Needs Description Examples Lower-level needs must be satisfied before higher-level needs are addressed. Highest-level needs Lowest-level needs
- 20. Equity Theory Figure 12.6
- 23. Reward Expectancy theory highlights that motivation is driven by expectations – is my effort worth the reward. Effort vs. Reward is relative. Equity theory shows that if individuals believe that by exerting the same effort they will get a lesser reward than in the past, they will be less likely to exert the effort.
- 27. Goal Setting is important for motivation Goal Setting Employee Coaching, Feedback, & Support Communication Employee Coaching, Feedback, & Support Assessment Organization Goals
- 32. Job Characteristics Model Figure 12.8
Notas do Editor
- What causes you to do something? is it from within or external What determines your level of effort What determines how you persist at it Exercise health/goal orientation/feel good/someone else does it enjoyment/sense of competence realistic schedule Grades perfectionist/competitive or scholarship your standard your style Direction — possible behaviors the individual could engage in Effort — how hard the individual will work Persistence —whether the individual will keep trying or give up
- The correct answer is “A”. LO: 1 Difficulty: Moderate AACSB: 6, 10 BT: Application Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- It is a mix They are the ones that get things done---- Hi Achievement can make best leaders although a tendency to demand too much More important then reward or material gain Personal satisfaction more important then praise Seek feedback $ is measure of success not end Think about doing things better
- The correct answer is “A” LO: 2 Difficulty: Moderate AACSB: 6, 10 BT: Application Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- Considers how managers can ensure that workers focus their inputs in the direction of high performance and the achievement of organizational goals.
- Notes on the Performance Management cycle:
- Notes:
- The correct answer is “B” LO: 3 Difficulty: Moderate AACSB: 6, 10 BT: Application Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- The correct answer is “B” LO: 4 Difficulty: Moderate AACSB: 6, 14 BT: Application Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- Applying the Job Characteristics Model Diagnose the work environment to see whether a problem exist Determine whether job redesign is appropriate Consider how to redesign the job Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- The job characteristics model consists of five core job characteristics that affect three critical psychological states of an employee that in turn affect work outcomes - the employee’s motivation, performance, and satisfaction The five core characteristics are: -skill variety - the extent to which a job requires a person to use a wide range of different skills and abilities -task identity - the extent to which a job requires a worker to perform all the tasks needed to complete the job from beginning to end -task significance - the extent to which a job affects the lives of other people, whether inside or outside the organization -autonomy - the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them -feedback - the extent to which workers receive clear, direct information about how well they are performing the job Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- The correct answer is “B” LO: 5 Difficulty: Moderate AACSB: 6, 14 BT: Knowledge Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- Piece rate employees paid according to how much output they produce Sales commission sales reps are paid a percentage of the earnings the company made from their sales Bonuses cash awards given to employees who achieve specific performance objectives profit sharing - the distribution to employees of a percentage of the company’s profits - gainsharing - the distribution of savings or gains to groups of employees who reduced costs and increased measurable productivity - stock options - certain employees are given the right to buy stock at a future date for a discounted price - pay for knowledge - employee pay is tied to the number of job relevant skills or academic degrees they earn Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- The correct answer is “D” LO: 6 Difficulty: Moderate AACSB: 6 BT: Comprehension Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-
- The most common non-monetary incentive is the flexible workplace Companies need to offer employees a means of balancing their work and their personal lives Companies need to create a work environment that is conducive to productivity Companies can help employees build their skills by developing “shadowing” programs and offering tuition reimbursement Offering sabbaticals to long-term employees gives people a change to recharge themselves Multimedia Lecture Support Package to Accompany Basic Marketing Lecture Script 6-