HRM 1101 Study Guide - Midterm Guide: Job Satisfaction, Employee Engagement, Job Enrichment
3 May 2018
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Exam 2 Review
• Engagement and Motivation
o Why study motivation?
▪ By understanding why people behave the way they do, managers can
exercise leadership to achieve positive results whih an grow
▪ employee engagement.
o Daniel Pink: What Motivates Us?
▪ Money is a motivator only in rote tasks
▪ Whenever the job requires brainpower, money actually decreases
performance
▪ What motivates us?
• Self-direction (autonomy)
• Mastery (being good at something)
• Purpose (working toward something worthwhile)
o High-Performance Work Attitudes
▪ Two attitudes that may relate to performance - and are very closely
related - are:
• Jo satisfatio: Ho happ a I i jo?
• Eploee egageet: Ho otiated a I to ork for
eploer?
• Job Satisfaction Indicators
o A positive attitude towards your job:
▪ M ork athes eeds ad iterests
▪ M orkig oditios are satisfator
▪ M pa ad eefits are satisfator
▪ I like the people I ork ith
▪ I like oss (a critical factor)
o What Makes Work Meaningful?
▪ Being self-aware – a clear understanding of your strengths, weaknesses,
thoughts, beliefs, emotions
▪ Hope – Being optimistic about the future and feeling that you can attain
your goals
▪ Resonant environment – A work environment characterized by
excitement, energy, optimism, efficacy, and hope.
▪ Inspirational leadership – Working for leaders who have noble goals and
treat people with respect
▪ Ethical organization – Working in an organization that is ethical and has a
noble purpose
o The Link Between Motivation and Psychology
▪ Intrinsic Motivation
• Thik of self-satisfatio. A feelig of satisfatio that ou get
from the work itself. There are no external rewards beyond the
feeling of accomplishment or satisfaction.
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Jo(cid:271) satisfa(cid:272)tio(cid:374): (cid:862)ho(cid:449) happ(cid:455) a(cid:373) i i(cid:374) (cid:373)(cid:455) jo(cid:271)? (cid:863: e(cid:373)plo(cid:455)ee e(cid:374)gage(cid:373)e(cid:374)t: (cid:862)ho(cid:449) (cid:373)oti(cid:448)ated a(cid:373) i to (cid:449)ork for (cid:373)(cid:455) e(cid:373)plo(cid:455)er? (cid:863) Inspirational leadership working for leaders who have noble goals and treat people with respect: ethical organization working in an organization that is ethical and has a noble purpose, the link between motivation and psychology. Intrinsic motivation: thi(cid:374)k of (cid:862)self-satisfa(cid:272)tio(cid:374). (cid:863) a feeli(cid:374)g of satisfa(cid:272)tio(cid:374) that (cid:455)ou get from the work itself. There are no external rewards beyond the feeling of accomplishment or satisfaction: extrinsic motivation, motivation that comes from outside of yourself a reward or compliment, or increased status, etc. Both physical and psychological aspects of a job can lead to dissatisfaction, including pay, working conditions, your manager and/or colleagues, job security, etc: three-needs theory, need for achievement, challenge, personal goals, success, need for affiliation: Job enrichment building in more intrinsic motivators, such as opportunities for learning, travel, exposure to leadership opportunities and executives, and more.
