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27 Multiple choice questions

  1. designed to find ways to increase worker productivity.
  2. claims that a once a need is satisfied, it is no longer a motivator because an individual will take action only to satisfied unmet needs (inviting employees to participate in decision-making and giving them flexibility and autonomy in their jobs
  3. ways to help employees find personal satisfaction in their jobs by providing meaningful work
  4. proposed that motivation is the result of a person's attempt at fulfilling five basic needs: physiological, safety, social, esteem and self-actualization
  5. the human relations movement and the behavioral movement
  6. suggests that lower-level needs must be met before higher-level needs
  7. those needs required for human survival such as air, food, water, shelter, clothing and sleep
  8. attempt to identify internal factors that motivate an individual's behavior and are based on the premise that people are motivated by unfulfilled needs
  9. an employee will act just as the manager assumed he or she would due to the manager's own actions and behaviors.
  10. proposed that there were two types of managers: ones who assumed a negative view of their employees, also known as the Theory X and others who assumed a positive view of workers, or the Theory Y manager
  11. (Abraham Maslow, Douglas McGregor, Frederick Herzberg, and David McClelland) human desire to work towards personal growth, accomplishment, and achievement.
  12. refer to the need for self-esteem and respect (self-respect > others respect) (praise & recognition)
  13. describe a person's need to reach his or her full potential (inviting employees to participate in decision-making and giving them flexibility and autonomy in their jobs)
  14. (Elton Mayo & Roethlisberger's Hawthorne studies) worker productivity increase due to a feeling of value when management and coworkers show additional attention (social/human needs of workers)
  15. the way a person conducts themselves towards others
  16. psychological or physiological insufficiencies that provoke some type of behavioral response
  17. create supportive social systems and facilitate the personal development of their workers
  18. managers should better understand the human aspect to workers and treat employees as important assets to achieve goals
  19. Self-fulfillment
    Autonomy and empowerment
    Social status
    Personal relationships with co-workers
  20. a psychological phenomenon in which participants in behavioral studies change their behavior or performance in response to being observed by the individual conducting the study (more attention = higher productivity)
  21. belief of managers who believe workers:
    accept work
    driven to work
    full of potential
    these managers assumes it is there role as a manager to help develop that potential so that the employee can work towards a common organizational goal
  22. Standardization; created attitude that humans = machines
  23. the internal process that directs enduring behavior
  24. belief of managers who believe workers:
    hate work
    dislike change
    are lazy
    are self-centered
    These managers believes his role as a manager is to coerce and control his employees to work towards organizational goals
  25. (love and belonging) refer to the need to feel a sense of belonging and acceptance (affection, intimacy)
  26. (focuses on human side of management) includes behavioral sciences to use employees to; focuses on best way to motivate factors such as, employee relationships & intrinsic value needed to be determined
  27. those needs that provide a person with a sense of security and well-being (financial security, job security, good health, protection).