Exam 7: Motivation in Organizations

According to expectancy theory, ________ represent what employees believe is expected of them on the job.

According to equity theory, if Sam believes that the ratio of his outcomes/inputs is greater than the ratio of Joe's outcomes/inputs, then Sam will:

A study in South Africa of the effects of using the Job Characteristics Model in job redesign showed increased employee motivation, decreased absenteeism, but it had no effect on job performance.

The job characteristics model expands on which element of job redesign?

Describe the term motivation and its impact on job performance.

Table 7.3 Randy, Marvin, and Mary Virginia sell for Made-for-You. As they are having lunch together, Randy discovers that he is receiving a higher commission rate than Marvin or Mary Virginia. When he excuses himself, Marvin and Mary Virginia start talking about how Randy sells less than they do, has higher expenses, and has less time with the company than they do. They are doing a slow burn by the time Randy returns to the table. -Refer to Table 7.3. In this case it appears that Randy is in a state of:

Equity theory suggests that managers should:

To enrich a job, an employer might:

Generally speaking, a superior's pay should not be revealed to subordinates because inequitable feelings may result.

An individual's belief about having the capacity to perform a task is called:

The job characteristics model specifies all of the following principles EXCEPT:

In terms of employee motivation and benefits to the company, it is better to overpay employees than it is to underpay them.

Fred provides his subordinates with information that lets them know how they are doing. This is an example of:

Discuss why overpayment is problematic from an equity standpoint.

Research on employees' actions to redress inequities on the job shows that:

Table 7.4 The production department is implementing a job design program. Alfonso has been given the responsibility. Leading a team of managers and hourly employees, Alfonso is to come up with the best way to implement the program. As techniques are discussed, it appears that the workers are reluctant to accept management's push to give each employee more tasks to perform while not increasing responsibility or the needed task skills. The hourly workers want more control over their jobs and greater responsibilities. Alfonso explains they still need to determine what elements need to be enriched for the program to work. He further explains that employees have reported through an organizational survey that their first desire is to experience meaningfulness in their jobs, and they don't really want increased responsibility and accountability, feeling it will add too much stress to their jobs. -Refer to Table 7.4. Management wants what type of job design program?

Describe job enrichment and job enlargement, and present their implications for managers.

To help strengthen employee commitment to goals, an organization should:

When managers think about motivation, they must consider that:

Skills such as the capacity to work independently, to innovate, and to persist at solving difficult problems are important for: