Paraphrasing Assignment – Give personal examples and put theories in
your own words
1)
Explain
and give examples for the following –
a.
An
intrinsic reward is the personal satisfaction you feel when you
perform well and complete goals
b.
An
extrinsic reward is given to you by someone else as recognition for
good work.
2)
Fredrick
Taylor – Theory of Scientific Management
- Taylor's goal
was to increase worker productivity to benefit both the firm and the worker.
The solution, he thought, was to scientifically study the most efficient ways
to do things, determine the one “best way” to perform each task, and then teach
people those methods. As researchers
determined the most efficient ways of doing things, efficiency became the
standard for setting goals.
3)
Hawthorne
Studies -Elton Mayo and his colleagues from Harvard University
came to the Hawthorne plant to test the degree of lighting associated with
optimum productivity. In this respect, their study was a traditional scientific
management study. The workers in the
test room thought of themselves as a social group. The atmosphere was informal,
they could talk freely, and they interacted regularly with their supervisors
and the experimenters. They felt special and worked hard to stay in the group.
This motivated them.Researchers now use the term Hawthorne effect to refer to
people's tendency to behave differently when they know they're being studied.
4)
Maslow’s
Hierarchy of Needs -It seemed to him that motivation arises
from need. That is, people are motivated to satisfy unmet needs. Needs that
have already been satisfied no longer provide motivation.
Physiological needs: Basic survival needs, such as the need
for food, water, and shelter.
Safety needs: The need to feel secure at work and at home.
Social needs: The need to feel loved, accepted, and part of the group.
Esteem needs: The need for recognition and acknowledgment from others,
as well as self-respect and a sense of status or importance.
Self-actualization needs: The need to develop to one's fullest
potential
5)
Hertzberg
– Motivators -Herzberg concluded that certain factors, which he called
motivators, made employees productive and gave them satisfaction. These
factors, as you have seen, mostly related to job content. (Sense of Achievement, Earned Recognition,
Interest in the work itself, etc.)
6)
Hetzberg
– Hygiene Factors (maintence factors) - These related to the job
environment and could cause dissatisfaction if missing but would not
necessarily motivate employees if increased.
7)
Theory X -The average
person dislikes work and will avoid it if possible.
Because of this
dislike, workers must be forced, controlled, directed, or threatened with
punishment to make them put forth the effort to achieve the organization's
goals.
The average
worker prefers to be directed, wishes to avoid responsibility, has relatively
little ambition, and wants security.Primary motivators are fear and money
8)
Theory Y
- Most people
like work; it is as natural as play or rest.
Most people naturally work toward goals
to which they are committed.
The depth of a person's commitment to
goals depends on the perceived rewards for achieving them.
Under certain conditions, most people
not only accept but also seek responsibility.
People are capable of using a
relatively high degree of imagination, creativity, and cleverness to solve
problems
9)
Ouchi’s Theory
Z - Theory Z includes long-term employment, collective decision making,
individual responsibility for the outcomes of decisions, slow evaluation and
promotion, moderately specialized career paths, and holistic concern for
employees (including family). Theory Z views the organization as a family that
fosters cooperation and organizational values
10) Goal setting theory -
Goal-setting theory says setting ambitious but attainable goals can motivate
workers and improve performance if the goals are accepted and accompanied by
feedback, and if conditions in the organization pave the way for achievement.
11) Expectancy theory -
According to Victor Vroom's expectancy theory, employee expectations can
affect motivation. That is, the amount of effort employees exert on a specific
task depends on their expectations of the outcome.
12) Reinforcement theory -
According to reinforcement theory, positive reinforcers, negative
reinforcers and punishers motivate a person to behave in certain ways. In other
words, motivation is the result of the carrot-and-stick approach:
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