Employee Motivation Theories and Work Performance Quiz

The highest level of need in Maslow's hierarchy, representing the desire to become the most that one can be.

McClelland's theory suggests that individuals are motivated by three needs: the need for achievement, the need for affiliation, and the need for power.

SMART goals are goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.

Equity theory emphasizes the importance of fair treatment and equity in the workplace.

Motivators are factors that are intrinsic to the job and lead to job satisfaction, such as recognition and achievement.

Expectancy theory suggests that individuals are motivated to perform if they believe their efforts will lead to good performance, and good performance will lead to rewards.

Equity theory suggests that individuals are motivated by fairness and will compare their inputs and outcomes to those of others.

Hygiene factors are factors that, when adequate, do not increase satisfaction but, when inadequate, can lead to dissatisfaction.

When individuals perceive an inequity, they are motivated to restore equity through various means.

Individuals who are power-oriented are motivated by a desire to control and influence others.

Theory X assumes that employees are inherently lazy, dislike work, and need to be closely supervised and controlled.

Expectancy refers to the belief that one's effort will result in successful performance.

ERG theory suggests that individuals have three basic sets of needs: existence, relatedness, and growth.

Goals that are specific and challenging are more likely to result in high performance because they direct attention, mobilize effort, and increase persistence.

One criticism of Maslow's theory is that it lacks empirical evidence to support its hierarchical structure of needs.

Skinner's theory suggests that behavior that is followed by positive consequences is likely to be repeated, while behavior followed by negative consequences is less likely to be repeated.