Early theories of motivation: hierarchy of needs, two-factor theory
* Note: Any material covered in class and/or included below could be on the exam. Please do not ask me if a certain concept or term will be on the exam since you have this document to guide you with that kind of questions, but of course you may ask questions about concepts or theories that you don’t fully understand. Studying the book’s coverage of the points below (beyond just definitions) and your class notes typically will put you in good shape for the exam (especially if you are able to discuss the information on the study guide without any notes in front of you).
Remember my pointers on the last study guide about ensuring that you do not just memorize definitions and be able to apply concepts. You also might find it helpful to study how related concepts are different (for example, groupthink vs. groupshift) so that you don’t get them confused. Another suggestion that has helped past students is to use flashcards or talk out loud about course material to a friend, relative, mirror, or stuffed animal to ensure that you don’t just recognize material that is front of you, but actually know it enough to talk about it.[unique_solution]
Good luck!
Chapter 7:
- Early theories of motivation: hierarchy of needs, two-factor theory, McClelland’s Theory of Needs, Theory X/Y
- Contemporary theories of motivation: ERG theory, cognitive evaluation theory, goal-setting theory, self-efficacy theory, reinforcement theory, equity theory, expectancy theory
- Organizational justice: distributive justice, procedural justice, interactional justice, and any other content covered in the class session devoted to organizational justice
- Intrinsic and extrinsic motivation
- Management by objectives (MBO)
Chapter 8:
- Job (re)design: job rotation, job enlargement, job enrichment (Job Characteristics Model)
- What is employee involvement, participative management
- Variable pay programs
- Skill-based pay plans
- Flexible benefits
- Employee recognition programs
- Which motivation theories are related to MBO, employee recognition, job redesign, employee involvement, participative management, flexible benefits, and variable pay programs (we discussed this in class)
Chapter 9:
- Stages of group development: Five-stage model and punctuated equilibrium model
- Zimbardo’s prison experiment (including what this study demonstrates)
- Norms
- Hawthorne Studies
- Asch Study and conformity
- Status and key conclusions regarding status in groups
- Social loafing
- Cohesiveness: Be sure you understand how it is a highly cohesive group with low performance norms that leads to low productivity
- Groupthink and groupshift
- Nominal group technique
Chapter 10:
- Differences between groups and teams
- Self-managed work teams
- Cross-functional teams
- Virtual teams
- Team effectiveness model (focus on what is emphasized in class in this model)
- Team composition
- Teams aren’t always the answer
Conflict (First part of Chapter 14):
- Functional and dysfunctional conflict; task, process, and relationship conflict
- The conflict process
- Conflict handling intentions
- Case study we discussed in class (posted to Blackboard), including Bolman and Deal’s Four-Frame Model (which is not in the book)
Negotiation (Last part of Chapter 14):
- Distributive and integrative bargaining
- Target and resistance points
- The negotiation process
- BATNA (which is the Best Alternative to a Negotiated Agreement…or an alternative that you could fall back on in place of what you are presently negotiating for)
- Individual differences in negotiation effectiveness: personality, gender differences, and cultural differences
- Third-party negotiations: mediator, arbitrator, conciliator
Also:
- Motivation case study (the one about Larry)
- Teams case study (the one about Randy and Eric—The Team that Wasn’t)
- Lincoln Electric video
- Challenger disaster/accident video
- Group/team exercise