Organizational Behaviour Chapter 5

The given explanation suggests that the correct answer is "need for power" because it states that people with this need want to exercise control over others. This aligns with the concept of the need for power, which refers to an individual's desire to influence and control others. The explanation also mentions that some people wear their power as a symbol, indicating a personalized form of power, while others desire power as a means to help others, indicating a socialized form of power. This further supports the idea that the correct answer is "need for power."

Pages 108-109

The correct answer is "need for achievement." This term refers to the psychological drive to set and accomplish challenging goals through one's own effort. Individuals with a strong need for achievement are motivated by personal accomplishment and strive for success in their endeavors. They are often characterized by their desire for feedback and recognition of their achievements. This need is one of the key factors in understanding individual motivation and behavior.

The need for affiliation refers to an individual's desire to seek approval from others, conform to their wishes and expectations, and avoid conflict and confrontation. This need is typically higher in individuals who prioritize maintaining harmonious relationships and being liked by others. In decision-making positions, having a relatively low need for affiliation can be beneficial as it allows individuals to make decisions based on objective criteria rather than being influenced by the opinions and desires of others.

Positive organizational behavior is the correct answer because it aligns with the given explanation. Positive organizational behavior focuses on building positive qualities and traits within individuals or institutions, rather than focusing on what is wrong with them. It emphasizes strengths, virtues, and positive outcomes, promoting a positive work environment and enhancing individual and organizational performance.

Motivation refers to the forces within a person that influence their voluntary behavior. It includes factors such as the direction, intensity, and persistence of their efforts towards a specific goal. In the context of the given statement, motivation is relevant because it explains why employees are willing to exert effort towards achieving a particular goal. It is the driving force that pushes individuals to work towards their objectives and influences their level of engagement and commitment in the workplace. Maslow's needs hierarchy theory is not directly mentioned in the statement, so it is not a suitable explanation for the correct answer.

Sources of Feedback

Expectancy theory suggests that individuals are motivated to work based on their belief that their efforts will lead to desired outcomes. It posits that people will be motivated to exert effort if they believe that their efforts will result in good performance, and that good performance will lead to desired rewards. This theory focuses on the relationship between effort, performance, and outcomes, and suggests that individuals will be more motivated if they believe that their efforts will be rewarded.

ERG theory, developed by Clayton Alderfer, suggests that individuals have three core needs: existence, relatedness, and growth. This theory is similar to Maslow's hierarchy of needs, but it combines and simplifies the hierarchy into three categories. Existence needs refer to the basic physical and material requirements for survival, such as food and shelter. Relatedness needs involve forming meaningful relationships and connections with others. Lastly, growth needs pertain to personal development and achieving one's full potential. ERG theory recognizes that individuals can be motivated by multiple needs simultaneously and that frustration in one need can lead to the pursuit of another.

The learned needs theory suggests that needs can be strengthened through reinforcement, learning, and social conditions. It proposes that individuals have three basic needs: achievement, power, and affiliation. These needs are not innate, but rather learned through experiences and interactions with others. This theory emphasizes the importance of understanding and satisfying these needs in order to motivate individuals in the workplace.

When employees are given specific goals, they have a clear understanding of what is expected of them and what they need to achieve. This clarity helps to focus their efforts and motivates them to put in more effort. Specific goals also provide a sense of direction and enable employees to track their progress. On the other hand, vague or general goals may not provide the same level of motivation and may lead to confusion or lack of clarity. Therefore, specific goals are more likely to result in increased effort and better performance.

this = the E-to-P expectancy

be connected = relevant

Read pages 113-115

this = outcome valence

Goal feedback is a necessary condition for effective goal setting as it provides information on whether the goal has been achieved or if efforts are properly directed towards it. It not only redirects our effort but also fulfills our growth needs by giving us insight into our progress and areas of improvement.

this = P-to-O Expectancy

The explanation for the correct answer, equity theory, is that it explains how people develop perceptions of fairness in the distribution and exchange of resources. According to this theory, employees determine feelings of equity by comparing their own income/input ratio to the outcome/input ratio of some other person. This theory suggests that individuals strive for fairness and equality in the workplace and are motivated by a sense of fairness in their interactions with others.

Sometimes referred to as SMART goals

Sources of Feedback
objectives = goals

Employee engagement refers to the level of emotional and cognitive motivation an employee has towards their job. It also includes their self-efficacy, which is their belief in their ability to perform the job effectively. Additionally, employee engagement involves having a clear understanding of their role in the organization's vision and feeling that they have the necessary resources to perform their job. This aligns with the concept of employee engagement as it emphasizes the importance of motivation, self-efficacy, role clarity, and resource availability in creating an engaged and productive workforce.

The given correct answer is "drives." Drives are neutral states that energize individuals to correct deficiencies or maintain an internal equilibrium. They are also known as primary needs, fundamental needs, or innate motives. Drives are the prime movers of behavior by activating emotions.

Goal participation refers to the involvement of employees in the process of setting goals. When employees join in setting goals, it can potentially increase their commitment to those goals. This is because they feel a sense of ownership and responsibility towards the goals they have helped to create. Additionally, involving employees in goal setting may improve the quality of the goals. This is because employees have valuable information and knowledge that may not be known to those who initially formed the goals. Therefore, goal participation is likely to be an effective approach in goal setting.

Inequity refers to a situation where employees perceive an unfair distribution of rewards or resources in comparison to their peers. This can negatively impact employee motivation as they may feel demotivated and dissatisfied with their job. They may reduce their inputs, such as engaging in fewer organizational citizenship behaviors, and may also seek to increase their outcomes by asking for a pay increase. Additionally, employees may compare their inputs and outcomes to those of their coworkers and may ask their better-off coworkers to do a larger share of the work. They may also ask the boss to stop giving favorable treatment to others. In some cases, employees may change their perceptions and believe that their coworkers are doing more or that the higher incomes they receive are not significantly better. They may also change the comparison other and compare themselves to someone else who is in a similar situation. Finally, if the inequity persists, employees may choose to leave the organization by quitting their job.

The characteristics of effective feedback are important in the context of evaluating goal setting and feedback because they provide guidelines for what makes feedback effective. By being specific and relevant, feedback can provide employees with clear information about their performance and how to improve. Being timely ensures that employees can easily associate their actions with the consequences, while being sufficiently frequent allows for ongoing improvement. Trustworthy and credible sources of feedback are important for employees to trust and value the feedback they receive. Therefore, understanding the characteristics of effective feedback is crucial for evaluating the effectiveness of goal setting and feedback processes.

Challenging goals can cause people to raise the intensity and persistence of their work effort because they require individuals to push themselves beyond their comfort zone and strive for higher levels of achievement. When faced with challenging goals, people are more likely to think through information more actively, seeking out innovative solutions and strategies to overcome obstacles. Additionally, achieving challenging goals can fulfill a person's achievement or growth needs, providing a sense of accomplishment and personal development.

The explanation for the correct answer, procedural justice, is that it refers to the fairness of the procedures used to decide the distribution of resources. When employees feel that the decision-making process is unbiased, relies on complete and accurate information, applies existing policies consistently, and has considered all perspectives, they tend to feel better. This includes giving employees an opportunity to speak their mind and providing a full explanation of the decision. Refusing to explain the decision can lead to feelings of unequal treatment. Therefore, procedural justice plays a crucial role in employee motivation and perceptions of fairness.

Distributive justice refers to the perceived fairness in the outcomes we receive compared to the outcomes and contributions of others. It focuses on the equal distribution of rewards and resources based on individuals' contributions and efforts. This concept is important in maintaining employee motivation and satisfaction, as people are more likely to be motivated when they believe they are being treated fairly in terms of rewards and benefits. Therefore, distributive justice is the most suitable explanation for the given answer.

Goal commitment refers to the level of dedication and determination an employee has towards achieving a specific goal. When employees are committed to their goals, they are more likely to put in the effort and stay motivated to achieve them. This commitment is important because it helps employees stay focused and overcome any obstacles that may arise during the goal attainment process. In this context, the explanation suggests that having goals that are challenging but achievable helps to maintain employee motivation and commitment towards those goals.

The given correct answer is "needs". The explanation for this answer is that the statement mentions "goal-directed forces that people experience" and how these forces are influenced by an individual's self-concept, social norms, and past experience. This suggests that these forces are related to fulfilling certain needs. Needs are a fundamental aspect of motivation, as proposed by theories like Maslow's needs hierarchy theory and the learned needs theory. Therefore, the answer "needs" aligns with the information provided in the statement.

this = equity sensitives