About This Chapter
CEOE Marketing Education: Motivation in the Workplace - Chapter Summary
You'll be able to brush up on employee motivations topics, like the different types of job redesign, while reviewing this chapter's lessons. More potential CEOE Marketing Education items covered in the Motivation in the Workplace chapter include:
- Alderfer's ERG theory
- Locke's goal-setting theory
- Equity theory of motivation
- Thorndike's reinforcement theory
- Vroom's expectancy theory of employee motivation
- Intrinsic and extrinsic rewards
- Herzberg's two-factor theory
- Job flexibility in the workplace
- How to empower employees
You will also get a review of the differences between the needs-based and behavior-based theories of motivation in this chapter. You can choose to watch the engaging videos or read the transcripts, and practice quizzes are readily accessible after you complete each of the lessons.
Objectives of the CEOE Marketing Education: Motivation in the Workplace Chapter
The CEOE Marketing Education exam is used to determine your level of subject expertise relative to what's expected of business and marketing teachers in the state of Oklahoma. This computer-based exam's 100 multiple-choice questions are divided between four subareas. The fourth subarea, Employment, Communication, and Problem-Solving Skills, has a competency area on human relations in which you could be asked about some information covered in this chapter's lessons.
1. Motivation Theory: Needs-Based & Behavior-Based
There are two schools of thought used to explain employee motivation in the workplace. Needs-based theory states that employees have certain needs that must be met in order to be motivated to perform. Behavior-based theory believes motivating factors influence behavior towards work.
2. The Pygmalion Effect: Influencing Employee Behavior
Setting expectations for employee performance and behavior is one of the primary responsibilities of management. This lesson defines the Pygmalion Effect and describes how it is used to influence employee behavior.
3. Herzberg's Two-Factor Theory: Hygiene Factors & Motivation
This lesson describes Frederick Herzberg's two-factor theory, which is based on the idea of how hygiene factors and satisfiers or motivators are used to provide satisfaction to employees in work environments.
4. Alderfer's ERG Theory & Employee Motivation in the Workplace
Alderfer's ERG theory is a simplified version of Maslow's hierarchy of needs that suggests that all human needs can be accessed and satisfied simultaneously, rather than from the bottom up. Either way, as needs are satisfied, employees are motivated to strive to satisfy a new need.
5. Acquired Needs Theory: Need for Achievement, Power & Affiliation
Do you act out of a need for achievement, power or affiliation? This lesson describes the acquired needs theory and how one of the three types of needs affect us more than the others.
6. Equity Theory of Motivation: Reward & Effort
Have you ever noticed that some employees seem to work harder than others for the same reward? Why does that happen? This lesson explains how equity theory is used by managers to motivate employees by providing a high reward for equivalent efforts on part of the employee.
7. Vroom's Expectancy Theory of Employee Motivation
Finding the right equation for motivating employees can be challenging. This lesson explains how expectancy theory is used to motivate employees by increasing the motivation to act based on a set of specific criteria.
8. Thorndike's Reinforcement Theory: Using Consequences to Motivate Employees
In the workplace, there are levels of acceptable behavior. As a manager, it is important to use appropriate techniques that reinforce acceptable behavior and deter inappropriate behavior. This lesson describes how reinforcement theory is used to influence employee behavior through consequences.
9. Locke's Goal-Setting Theory: Using Goals to Advance Motivation
Locke's Goal-Setting Theory uses clear and challenging goals to advance employee motivation in the workplace. Goals that are well defined and challenging to attain are more likely to be met because they hold intrinsic and extrinsic value to the employee.
10. Reward Systems & Employee Behavior: Intrinsic & Extrinsic Rewards
Have you ever wondered why some employees are more motivated than others to work at a higher level of productivity? This lesson explains how managers use intrinsic and extrinsic rewards to reinforce positive employee behavior.
11. Types of Job Redesign: Job Enrichment, Enlargement & Rotation
Managers must be aware of ways to increase employee motivation. This lesson describes the various ways to redesign a job to encourage employees, including job enrichment, job enlargement and job rotation.
12. How to Empower Employees & Improve Employee Performance
Empowered employees have the potential to reach high levels of productivity because they feel in control of their jobs. This lesson will describe how a manager can empower an employee to motivate employee performance.
13. Job Flexibility in the Workplace
It's tough to find the right balance between work and life, but many employers are helping to make that task a little easier. Watch this lesson to learn about job flexibility in the workplace, including flextime, a compressed workweek, and telecommuting.
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Other chapters within the OSAT Marketing Education (CEOE) (041): Practice & Study Guide course
- CEOE Marketing: Marketing Principles
- CEOE Marketing: Researching, Collecting & Evaluating Data
- CEOE Marketing: Strategies & Segmentation
- CEOE Marketing: Product Management
- CEOE Marketing: Brand Positioning & Consumer Protection
- CEOE Marketing: Pricing Strategies
- CEOE Marketing: Distribution Channels
- CEOE Marketing: The Selling Process
- CEOE Marketing: Customer Service
- CEOE Marketing: Role & Impact of Promotion
- CEOE Marketing: Merchandising
- CEOE Marketing: Security & Safety Issues
- CEOE Marketing: Economics Overview
- CEOE Marketing: Business Structures & Organization
- CEOE Marketing: The Marketing Plan
- CEOE Marketing: Financial Principles
- CEOE Marketing: Business Communication
- CEOE Marketing: Human Resource Management
- CEOE Marketing: Human Relations & Leadership Skills
- CEOE Marketing: Information Management
- CEOE Marketing: Professional Development
- OSAT Marketing Education (CEOE) (041) Flashcards