Organizational Behavior, Chapter 7
Victoria Phillips
Organizational Leadership
Chapter 7
QUESTIONS FOR REVIEW
1. What are the three key elements of motivation?
The three key elements of motivation are intensity, direction and persistence. Intensity refers to the amount of effort a person exerts or how hard they try. Direction refers to how the intensity is channeled to benefit the organization. Persistence measures how long a person can maintain effort.
2. What are some early theories of motivation? How applicable are they today?
The four theories of motivation listed in the text are Mazlow’s Hierarchy of Needs, Theory X, Theory Y, Two-Factor Theory, and McClelland’s Theory of Needs. Mazlow’s theory dictates that people must work in order to fulfill more basic needs, like obtaining food, shelter, and safety, and then to be able to move on to more complex needs involving self esteem and self actualization. Theory X states that people generally do not like to work, and therefore they must be coerced into it. Theory Y contrasts to Theory X and states that people can see work as natural as rest or place, and therefore they can accept it. The Two-Factor Theory states that the opposite of satisfaction isn’t dissatisfaction and removing dissatisfying characteristics doesn’t make a job satisfying. To motivate people management needs to focus on aspects directly relating to the job and what people derive from it like achievements, personal growth, recognition and responsibility. Lastly, McClelland’s theory is built around three basic needs: the need for achievement, need for power, and the need for affiliation.
3. How do the predictions of self-determination theory apply to intrinsic and extrinsic rewards?
When an organization offers money and rewards for good performance, employees that do well usually achieve high results because of intrinsic motivation rather than the fact that it’s what the organization wants. Without extrinsic rewards, a person decides whether the work is
Organizational Leadership
Chapter 7
QUESTIONS FOR REVIEW
1. What are the three key elements of motivation?
The three key elements of motivation are intensity, direction and persistence. Intensity refers to the amount of effort a person exerts or how hard they try. Direction refers to how the intensity is channeled to benefit the organization. Persistence measures how long a person can maintain effort.
2. What are some early theories of motivation? How applicable are they today?
The four theories of motivation listed in the text are Mazlow’s Hierarchy of Needs, Theory X, Theory Y, Two-Factor Theory, and McClelland’s Theory of Needs. Mazlow’s theory dictates that people must work in order to fulfill more basic needs, like obtaining food, shelter, and safety, and then to be able to move on to more complex needs involving self esteem and self actualization. Theory X states that people generally do not like to work, and therefore they must be coerced into it. Theory Y contrasts to Theory X and states that people can see work as natural as rest or place, and therefore they can accept it. The Two-Factor Theory states that the opposite of satisfaction isn’t dissatisfaction and removing dissatisfying characteristics doesn’t make a job satisfying. To motivate people management needs to focus on aspects directly relating to the job and what people derive from it like achievements, personal growth, recognition and responsibility. Lastly, McClelland’s theory is built around three basic needs: the need for achievement, need for power, and the need for affiliation.
3. How do the predictions of self-determination theory apply to intrinsic and extrinsic rewards?
When an organization offers money and rewards for good performance, employees that do well usually achieve high results because of intrinsic motivation rather than the fact that it’s what the organization wants. Without extrinsic rewards, a person decides whether the work is