IMPORTANT POINTS AND MCQ ON MOTIVATION FOR COMMERCE AND MANAGEMENT

• IMPORTANT POINTS AND MCQ  ON MOTIVATION FOR COMMERCE AND MANAGEMENT LECTURE 1
  MANAGEMENT/ORGANIZATION BEHAVIOR
  
  
• MOTIVATION

1. MOTIVATION REFERS TO THE WILLINGNESS TO STRIVE TOWARDS PREDETERMINED GOALS
2. MOTIVATION IS DERIVED FROM MOTIVE WHICH MEANS AN ACTIVE FORM OF DESIRE WHICH IS TO BE SATISFIED
3. MOTIVATION IS AN INTRINSIC DRIVE WHICH ACTIVATES AND COMPELS THE PERSON TO BEHAVE IN A PARTICULAR MANNER

• NEED BASED THEORIES TO MOTIVATION :-
• MASOLW’S HIERARCHY OF NEEDS: GIVEN BY MASLOW ABRAHAM IN 1940.ALSO KNOWN AS HIERARCHY OF NEEDS
• LOWER ORDER PHYSIOLOGICAL,SAFETY NEEDS,SOCIAL NEEDS
• HIGHER ORDER NEEDS: ESTEEM NEEDS AND SELF ACTUALIZATION NEEDS
• AN INDIVIDUAL MOVES UP ONE BY ONE
• ERG THEORY OF MOTIVATION:-
• GIVEN BY CLAYTON ALDERFER . ALTERNATIVE HIERARCHY OF NEEDS CALLED EXISTENCE,RELATED AND GROWTH
• EXISTENCE NEEDS:-PHYSIOLOGICAL AND SECURITY NEEDS,
• RELATEDNESS:-BELONGINGNESS AND ESTEEM NEEDS
• GROWTH : SELF ACTUALISATION AND SELF ESTEEM NEEDS
• MORE THAN ONE NEED MAY BE OPERATIVE AT THE SAME TIME
• FRUSTRATION REGRESSION PROCESS :- IF NEEDS REMAIN UNSATISFIED AT THE SAME HIGHER LEVEL,THEN THE PERSON MAY BECOME FRUSTRATED AND REGRESS TO LOWER LEVEL NEEDS AN STARTS PURSUING WITH LOWER LEVEL NEEDS
• THE DUAL STRUCTURE APPROACH TO MOTIVATION ALSO KNOWN AS TWO FACTOR THEORY OR HERZBERG’S MOTIVATION-HYGIENE MODEL
• HYGIENIC FACTORS PROVIDE NO MOTIVATION BUT THE ABSENCE OF THESE FACTORS SERVE AS DISSATISFIER AND INCLUDE WAGES,FRINGE BENEFITS,PHYSICAL CONDITIONS AND OVERALL COMPANY’S POLICY AND ADMINISTRATION
• MOTIVATIONAL FACTORS BUILD STRONG MOTIVATION AND JOB SATISFACTION. THEY ARE ESSENTIAL FOR INCREASING PRODUCTIVITY.
• MOTIVATION FACTORS INCLUDE ACHIEVEMENT,RECOGNITION,ADVANCEMENT ,WORK ITSELF,POTENTIAL FOR GROWTH,RESPONSIBILITY
• X AND Y THEORIES OF MOTIVATION: DOUGLAS MCGREGOR
• THEORY X:DISLIKE WORK,COERCING /CONTROLLING OF EMPLOYEE,AVOID RESPONSIBILITIES,SECURITY OF JOB MOST IMPORTANT
• THEORY X IS TRADITIONAL APPROACH OF MANAGEMENT.
• THEORY Y: LOVE WORK,SELF DIRECTED,INNOVATIVE SPIRIT ETC. THEORY Y SECURES THE COMMITMENT OF THE EMPLOYEES TO THE ORGANIZATIONAL OBJECTIVES. EMPHASIS ON SATISFACTION OF EMPLOYEES. MINIMUM CONTROL
• THEORY X PLACES EXCLUSIVE RELIANCE UPON EXTERNAL CONTROL AND THEORY Y RELIES HEAVILY ON SELF CONTROL AND SELF DIRECTION AND SELF CONTROL
• MCCLELLAND’S NEED THEORY OF MOTIVATION:-DAVID MCLELLAND AND HIS ASSOCIATE ATKINSON
• THREE NEEDS:

1. NEED FOR POWER (nPw): A DRIVE TO INFLUENCE THE SITUATION
2. NEED FOR AFFILIATION(nAff): ) A DRIVE FOR FRIENDLY AND CLOSE INTERPERSONAL RELATIONSHIP
3. NEED FOR ACHIEVEMENT (nAch A DRIVE TO EXCEL,ADVANCE AND GROW

• PROCESS BASED THEORIES TO MOTIVATION
• CONCERNED WITH HOW MOTIVATION OCCURS.
• EXPECTANCY THEORY OF MOTIVATION BY VICTOR VROOM
• ACCORDING TO  THIS THEORY MOTIVATION TOWARDS AN ACTION AT ANY TIME WOULD BE DETERMINED BY INDIVIDUAL’S PERCEPTION THAT A CERTAIN TYPE OF ACTION WOULD LEAD TO SPECIFIC OUTCOME AND HIS PERSONAL PREFERENCE FOR THIS OUTCOME
• MOTIVATION =VALENCE X EXPECTANCY X INSTRUMENTALITY
• VALENCE _REWARD PERFORMANCE
• EXPECTANCY:EFFORT-PERFORMANCE PROBABILITY
• INSTRUMENTALITY ( PERFORMANCE REWARD PROBABILITY)

• PORTER AND LAWLER EXPECTANCY MODEL: IMPROVEMENT OVER VROOM’S EXPECTANCY THEORY
• BASED ON FOUR ASSUMPTION:-
• BEHAVIOR IS DETERMINED BY A COMBINATION OF FACTORS IN THE INDIVIDUAL AND IN THE ENVIRONMENT
• INDIVIDUALS MAKE CONSCIOUS DECISIONS ABOUT THEIR BEHAVIOR IN THE ORGANIZATION
• INDIVIDUALS HAVE DIFFERENT NEEDS,DESIRES AND GOALS AND
• INDIVIDUALS DECIDE BETWEEN ALTERNATE BEHAVIORS ON THE BASIS OF THEIR EXPECTATION THAT A DESIRED BEHAVIOR WOULD LEAD TO  DESIRED OUTCOME

·         APPLIED THIS MODEL TO STUDY THE BEHAVIOR OF MANAGERS AND CONCLUDED THAT THERE EXIST A COMPLEX RELATIONSHIP BETWEEN JOB ATTITUDE AND PERFORMANCE.

•  
• ELEMENTS OF PORTER AND LAWLER EXPECTATION MODEL: EFFORT,VALUE OF REWARD,PERCEIVED      EFFORTS-REWARD PROBABILITY,REWARDS.SATISFACTION
• EQUITY THEORY:_ GIVEN BY J.S ADAMS
• BASED ON THE ASSUMPTIONS THAT MEMBERS OF AN ORGANIZATION EXPERIENCE STRONG EXPECTATION OF JUSTICE,BALANCE AND FAIRNESS IN TREATMENT BY THE ORGANIZATION. THE EQUITY THEORY OF MOTIVATION HELPS IN UNDERSTANDING BOTH THE CAUSES AND THE LIKELY CONSEQUENCES OF FEELING OF INEQUITABLY TREATMENT AMONG ORGANIZATION MEMBERS.
• TWO VARIABLES ARE IMPORTANT:INPUTS ----EFFORTS AND SKILLS AND OUTCOME REWARD

• REINFORCEMENT THEORY: DEVELOPED BY B.F SKINNER
• BEHAVIOR OF PEOPLE IS LARGELY DETERMINED BY ITS CONSEQUENCES
• THE REINFORCEMENT THEORY SUGGEST THAT MANAGERS SHOULD TRY TO STRUCTURE THE CONTINGENCIES OF REWARDS AND PUNISHMENTS ON THE JOB IN SUCH A WAY THAT THE CONSEQUENCES OF EFFECTIVE JOB BEHAVIOR ARE POSITIVE WHILE THE CONSEQUENCES OF INEFFECTIVE WORK BEHAVIOR ARE NEGATIVE
• THE FOCUS OF THIS APPROACH IS UPON THE CHANGING OR MODIFYING THE BEHAVIOR OF PEOPLE ON THE JOB.
• IMPORTANT MCQ
• EFFORT-REWARD RELATIONSHIP IS CONSIDERED IN

1.     MCCLELLAND’S THEORY OF MOTIVATION

2.     VROOM’S THEORY OF MOTIVATION

3.     EQUITY THEORY OF MOTIVATION

4.     THEORY X

• ANSWER IS EQUITY THEORY OF MOTIVATION
• WHICH OF THE FOLLOWING STATEMENTS ABOUT THE BASIC FEATURES OF THE PHENOMENON OF MOTIVATION IS NOT CORRECT

1. LIKE NEEDS.THE GOALS ALSO ORIGINATE WITH IN THE INDIVIDUAL ITSELF
2. AN INTERNAL NEED WITH IN THE INDIVIDUAL CREATES A DESIRE OR DERIVE
3. ACHIEVEMENT OF GOALS CREATES SATISFACTION WHICH IN TURN REINFORCE THE PERCEPTION OF THE NEEDS
4. IT DERIVES PEOPLE’S BEHAVIOR TOWARDS GOALS THAT ARE PAY OFF OR INCENTIVES

·         THE ANSWER IS A

• THEORY Y APPROXIMATES TO :-

1. EMPLOYEE ORIENTATION THE RIGHT ANSWER IS 1
2. EMPLOYMENT ORIENTATION
3. PRODUCTION ORIENTATION
4. INPUT ORIENTATION

• ACCORDING TO MASLOW’S NEED HIERARCHY THEORY,THE LOWER LEVEL NEEDS ARE:-

1. PHYSIOLOGICAL
2. SOCIAL
3. SELF ESTEEM
4. ALL OF THESE

·         THE RIGHT ANSWER IS A

• THE ERG THEORY IS RELATED TO

1. MASLOW
2. ADAM
3. HERZBERG
4. ALDER FER THE RIGHT ANSWER IS IV

• THEORY X STATES:-

1. WORKERS PREFER TO BE DIRECTED THE RIGHT ANSWER
2. WORKERS HAVE INHERENT LIKING FOR WORK
3. WORKERS DO THEIR WORK ON THEIR OWN
4. WORKERS EXERCISE SELF DIRECTION AND SELF CONTROL

• EXPECTANCY THEORY OF MOTIVATION IS GIVEN BY

1. MASLOW
2. VROOM THE RIGHT ANSWER
3. PORTER AND LAWLER
4. HERZBERG

• IN EQUITY THEORY,THE EMPLOYEES ARE NOT MOTIVATED WHEN

1. REWARD IS MORE THAN EXPECTATION
2. THE REWARD IS NOT PROPORTIONATE TO THE WORK THE RIGHT ANSWER
3. REWARD IS PROPORTIONATE TO THE WORK
4. ANY ONE OF THE ABOVE

• THE CARROT AND STICK THEORY OF MOTIVATION IS RELATED TO

1. THEORY X THE RIGHT ANSWER
2. THEORY Y
3. MASLOW’S RECENT ASSUMPTIONS ABOUT HUMAN MOTIVATION
4. NONE OF THE ABOVE

• ACCORDING TO MASLOW’S NEED HIERARCHY THEORY OF MOTIVATION:

1. AN UNSATISFIED NEED IS A MOTIVATION OF BEHAVIOR RIGHT ANSWER
2. DEPENDS UPON THE SITUATION
3. A SATISFIED NEED IS A MOTIVATOR OF THE BEHAVIOR

• MASLOW’S NEED HIERARCHY THEORY OF MOTIVATION HAS CLASSIFIED THE HUMAN NEEDS INTO FIVE CATEGORIES AS FOLLOWS. ARRANGE THEM IN ASCENDING ORDER

1. SAFETY NEEDS
2. ESTEEM NEEDS
3. SOCIAL NEEDS
4. SELF ACTUALISATION NEEDS
5. PHYSIOLOGICAL NEEDS

a)    I,4,3,2,5

b)    4,1,2,3,,,5

c)    5,1,3,,2,4 THE RIGHT ANSWER

d)    NONE OF THESE

• WHICH OF THE FOLLOWING HAS REFINED MASLOW’S THEORY BY PROPOSING A HIERARCHY OF THREE NEEDS

1. HERZBERG
2. ALDERFER RIGHT ANSWER IS
3. MASLOW
4. ADAM

• PORTER AND LAWLER’S EXPECTANCY THEORY OF MOTIVATION INVOLVED THE FOLLOWING VARIABLE:-

1. EFFORTS,PERFORMANCE,REWARD AND SATISFACTION RIGHT ANSWER
2. REWARD,COST OUTCOME AND SOCIAL COMPARISON
3. VALUES AND EXPECTATIONS
4. NONE OF THE ABOVE

• EQUITY THEORY OF MOTIVATION HAS BEEN ADVOCATED BY:

1. SKINNER
2. MASLOW
3. J STACY ADAM
4. ARGYRIS

• TRUE OR FALSE

1. MOTIVATION STEMS FROM AN INDIVIDUALS’ ATTITUDE OPERATING IN PARTICULAR SITUATION ------ TRUE
2. THEORY X SEEKS TO INTEGRATE THE INDIVIDUAL AND ORGANIZATIONAL GOALS -----FALSE
3. MOTIVATION IS INITIATED WITH THE NEED AND IS ENDED WITH NEEDS SATISFACTION WITH GOAL DIRECTED BEHAVIOR BEING THE BASIC DYNAMIC PHASE OR THE PROCESS ----TRUE
4. MASLOW’S THEORY OF MOTIVATION INCORPORATES TWO KINDS OF FACTOR INTRINSIC OR MOTIVATORS AND EXTRINSIC OF HYGIENE FACTORS ---FALSE
5. PORTER AND LAWLER’S THEORY ASSUMES THAT PERFORMANCE LEADS TO SATISFACTION RATHER THAN SATISFACTION LEADING TO IMPROVED PERFORMANCE -----TRUE
6.  BASED ON PATH GOAL THEORY AN INDIVIDUAL CAN BE MOTIVATED BY PROVIDING REWARDS WHICH HE VALUES AND INFLUENCING HIS EXPECTATION----TRUE