MGT final review YIKES

MGT final review - MGT FINAL-Tuesday 11:30 Chapters 13,14,15 70 questions on test Question on test Means that it was or I think it was on the test

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Unformatted text preview: MGT FINAL -Tuesday 11:30 Chapters 13,14,15- 70 questions on test Question on test - Means that it was or I think it was on the test Ch13 Motivation Basics • Initiation of effort is concerned about how much effort people put into job (overachieve or satisfice) • Direction of effort is concerned about where people put effort (high dollar or organizing files) • Persistence of effort is concerned about how long people go without quitting a task • Job performance suffers if there is a lack of motivation, ability or too many situational constraints (beyond employees control) • Unmet needs motivate people because they get rid of the tension by wanting to take action, putting forth effort and performing until they are satisfied • Managers must learn what employee’s unmet needs are Question on test Maslow’s hierarchy of needs- starts with physiological (food/water), then move up to safety (physical/economic), then move up to belongingness ( friendship/love), then move up to esteem (achievement/recognition) and top off with self actualization (realizing full potential) Question on test • Alderfer’s ERG Theory –it compresses Maslow’s needs but you can use more than one at a time and go up and down, existence (safety/physiological), relatedness (belongingness) and growth (esteem/self actualization) Question on test • McClellands’s learned Needs Theory- different people are motivated by different needs which are learned, affiliation (to be liked/accepted), achievement (accomplish challenging goals) and power (influence others) Question on test • Research shows that there are two kinds of needs, lower-order ( safety, physiological, existence) and higher-order (relationships, accomplishments, power) and lower-order needs are met first. Once lower-order needs are met it is difficult to predict which higher order needs motivate someone and they may change unpredictably over time. Question on test • Extrinsic rewards motivate people to do things they normally wouldn’t, join org , regularly attend , perform jobs well and stay with organization . • New employees are 1/3 as productive as experienced employees w/3 yrs or more. Question on test • A survey says that intrinsic and extrinsic rewards are have been stable and equally important to employees Question on test • Employees are twice as likely to indicate “important and meaningful work” as more important to them than “what they are paid.” • To motivate and increases efforts, Managers should start by asking people what their needs are cuz they have to know what they are to be able to reward them. Then satisfy lower-order needs since 3 of 4 most important factors when choosing jobs are lower-order needs. Next managers should expect their needs to change over time . Different things motivate people at different times. Younger people want high salaries while older people want security. Finally managers should satisfy higher-order needs by letting employees experience intrinsic...
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This note was uploaded on 04/21/2008 for the course MGT 3303 taught by Professor Bell during the Spring '08 term at Texas State.

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MGT final review - MGT FINAL-Tuesday 11:30 Chapters 13,14,15 70 questions on test Question on test Means that it was or I think it was on the test

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