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Exam (elaborations)

BUSMHR 3200 Exam 2 (Inks) (OSU)

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  • Module
  • BUSMHR 3200
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  • BUSMHR 3200

________________ and _________________ are the engines of human performance - ANS motivation, engagement total rewards - ANS the sum total of all the things in the work experience that affect an employee motivation - ANS psychological (and physiological) processes that...

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  • December 31, 2024
  • 23
  • 2024/2025
  • Exam (elaborations)
  • Questions & answers
  • BUSMHR 3200
  • BUSMHR 3200
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BUSMHR 3200 Exam 2 (Inks) (OSU)




A
R
U
LA
C
O
D

, A
R
________________ and _________________ are the engines of human performance - ANS
motivation, engagement



U
total rewards - ANS
employee
the sum total of all the things in the work experience that affect an
LA
motivation - ANS psychological (and physiological) processes that underlie the direction,
intensity, & persistence of behavior or thought

Fundamental "equation" regarding performance - ANS P=AxMxO (p=performance,
a=ability, m=motivation, o=opportunity)
C

Why so many theories of motivation? - ANS people are motivated in different ways ; the
same person can be motivated in different ways at different times ; complex challenge
O


needs - ANS physiological or psychological deficiencies that arouse & drive behavior

Maslow's Hierarchy of Needs - ANS strict hierarchy, can only work on 1 need at a time
D



(physiological, safety, social/love, esteem, self-actualization)

Alderfer's ERG Theory - ANS not a strict hierarchy (existence, relatedness, growth)

McClelland's Need Theory - ANS Need for Achievement (n-Ach, accomplish something
difficult) ; Need for Affiliation (n-Affil, spend time in social relationships & activities) ; Need for
Power (n-Pow, influence, coach, teach, or encourage others to achieve)

Job Design Approaches to Motivation - ANS job enlargement, enrichment (more
responsibilities/promotion), rotation, crafting, simplification, characteristics

, Job Characteristics Model (Hackman & Oldham) - ANS Core Job Characteristics -->
Critical Psychological States --> Outcomes

Equity Theory - ANS has its roots in cognitive dissonance theory (Festinger) ; is perceived ;
tangible & intangibles are relevant ; the "referent other" can be another person, another potential
job, etc. ; equitable not equal

Adams' Equity Theory - ANS outputs/inputs ; can be equitable or inequitable and can
create dissonance & motivate behavior




A
when equity exists but is not perceived, help others _____________________ - ANS
understand




R
when inequity exists, work to ______________/________________ it - ANS reduce,
eliminate

Expectancy Theory (Victor Vroom) - ANS (Tier 1) Effort --> Performance --->



U
Outcomes/Rewards ; (Tier 2) (ExP) Expectancy --> (PxO) Instrumentality --> Valence/Value of
Outcome/Reward ; (Tier 3) Motivation
LA
___________ should be difficult & ambitious but achievable - ANS goals

quantify goals with the SMART acronym - ANS Specific, Measurable, Achievable,
Relevant, Time-based

distributive justice - ANS the perceived fairness of how resources & rewards are distributed
C

(decision itself)

procedural justice - ANS the perceived fairness of the processes & procedures used to
make allocated decisions
O


interactional justice - ANS the extent to which people feel fairly treated when decisions &
procedures are implemented
D



job satisfaction - ANS an affective or emotional response to one's job

_____________________ assumes satisfaction plus a level of excitement & enthusiasm about
the work, energy/enthusiasm for the organization, & passion for what one does - ANS
engagement (employee engagement)

extrinsic motivation - ANS results from the potential or actual receipt of external rewards

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