Chapter 13: Motivation

Extrinsic rewards are tangible and visible to others as they are given to employees based on their performance of specific tasks or behaviors. These rewards can include bonuses, promotions, or public recognition. In contrast, intrinsic rewards are internal and come from within oneself, such as personal satisfaction or a sense of accomplishment.

Motivation refers to the set of forces that initiate, direct, and make people persist in their efforts to accomplish a goal. It is the internal or external drive that compels individuals to take action and exert effort towards achieving their desired outcomes. Motivation can be influenced by various factors such as personal goals, rewards, recognition, or the desire for personal growth and fulfillment. It plays a crucial role in determining the level of engagement, commitment, and performance individuals exhibit in their pursuit of goals.

The statement is true because initiation, direction, and persistence are indeed three types of efforts. Initiation refers to the act of starting or initiating a task or goal. Direction refers to the ability to focus and guide one's efforts towards achieving the goal. Persistence refers to the determination and perseverance to continue working towards the goal despite challenges or setbacks. Therefore, the statement is correct.

The statement is true because there are indeed four types of Delivery Reinforcement: Fixed Interval, Variable Interval, Fixed Ratio, and Variable Ratio. These types refer to different schedules or patterns in which reinforcement is delivered after a behavior. Fixed Interval refers to reinforcement being delivered after a fixed amount of time has passed since the last reinforcement. Variable Interval refers to reinforcement being delivered after varying amounts of time have passed. Fixed Ratio refers to reinforcement being delivered after a fixed number of behaviors, while Variable Ratio refers to reinforcement being delivered after varying numbers of behaviors.

Reinforcement Theory suggests that behavior is influenced by its consequences. This theory states that individuals are more likely to repeat behaviors that are followed by positive consequences, such as rewards or praise, and are less likely to repeat behaviors that are followed by negative consequences, such as punishment or criticism. In other words, reinforcement plays a crucial role in shaping and maintaining behavior.

The components of the equity theory are inputs, outcomes, and referents. Inputs refer to the contributions or efforts that an individual puts into a situation, such as time, skills, or energy. Outcomes are the rewards or benefits that an individual receives from the situation, such as pay, recognition, or promotions. Referents are the people or groups that individuals compare themselves to in order to determine whether they are being treated fairly. This theory suggests that individuals strive for fairness and equity in their relationships and will feel motivated and satisfied when they perceive a balance between their inputs, outcomes, and the referents.

The given statement suggests that the best way to motivate individuals is by providing both financial and non-financial rewards. However, the correct answer is False. While rewards can be a form of motivation, the "best" way for motivation varies from person to person. Some individuals may be more motivated by financial rewards, while others may be motivated by non-financial factors such as recognition, personal growth, or a sense of purpose. Therefore, it is important to consider individual preferences and tailor the motivation approach accordingly.

The statement "Employees happiness depends on the ratio of inputs to outcomes" is false. Employee happiness is influenced by various factors such as work-life balance, job satisfaction, supportive work environment, recognition, and opportunities for growth. While inputs and outcomes may play a role in job satisfaction, they are not the sole determining factor. Other aspects such as relationships with colleagues, job autonomy, and personal fulfillment also contribute to employee happiness.

The components of the Goal Setting Theory are goal difficulty, goal acceptance, and performance feedback. Goal difficulty refers to the level of challenge or complexity of the goals set. Goal acceptance is the extent to which individuals are committed to and believe in the goals. Performance feedback involves providing individuals with information about their progress towards achieving the goals. These components are important in motivating individuals and enhancing their performance by setting challenging yet attainable goals, ensuring their acceptance, and providing feedback on their progress.

The correct answer is Identify, Analyze, Measure. These three steps are essential in motivating workers. First, identifying the needs and desires of workers helps in understanding what motivates them. Then, analyzing the current work environment and identifying any barriers to motivation is crucial. Finally, measuring the effectiveness of motivational strategies allows for adjustments and improvements to be made. By following these steps, employers can create a motivating workplace that increases productivity and job satisfaction.