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Definition
| Refers to forces that energize, direct, sustain a person's efforts. |
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| A motivation theory stating that people have conscious goals that energize them and direct their thoughts and behaviors toward a particular end. |
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| Targets that are particularly demanding, sometimes even thought to be impossible. |
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| A law formulated by Edward Thorndike in 1911 stating that behavior that is followed by positive consequences will likely be repeated. |
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Definition
| Positive consequences that motivate behavior. |
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Term
| Organizational Behavior Modification (OB MOD) |
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Definition
| The application of reinforcement theory in organizational settings. |
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| Applying a consequence that increases the likelihood of a person repeating the behavior that led to it. |
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| Removing or withholding an undesirable consequence. |
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| Administering an aversive consequence. |
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| Withdrawing or failing to provide a reinforcing consequence. |
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| A theory proposing that people will behave based on their perceived likelihood that their effort will lead to a certain outcome and on how highly they value that outcome. |
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| Employees' perception of the likelihood that their efforts will enable them to attain their performance goals. |
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Definition
| A consequence a person receives for his or her performance. |
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Definition
| The perceived likelihood that performance will be followed by a particular outcome. |
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Definition
| The value an outcome holds for the person contemplating it. |
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Definition
| A conception of human needs organizing needs into a hierarchy of five major types. |
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Definition
| A human needs theory developed by Alderfer postulating that people have three basic sets of needs that can operate simultaneously. |
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Definition
| Rewards given to a person by the boss, the company, or some other person. |
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Term
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Definition
| Reward a worker derives directly from performing the job itself. |
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Definition
| Changing from one routine task to another to alleviate boredom. |
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Term
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Definition
| Giving people additional tasks at the same time to alleviate boredom. |
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Definition
| Changing a task to make it inherently more rewarding, motivating, and satisfying. |
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Definition
| Herzberg's theory describing two factors affecting people's work motivation and satisfaction. |
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Term
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Definition
| Characteristics of the workplace, such as company policies, working conditions, pay, and supervision, that can make people dissatisfied. |
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Term
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Definition
| Factors that make a job more motivating, such as additional job responsibilities, opportunities for personal growth and recognition, and feelings of achievement. |
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Definition
| The degree to which individuals want personal and psychological development. |
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Term
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Definition
| The process of sharing power with employees, thereby enhancing their confidence in their ability to perform their jobs and their belief that they are influential contributors to the organization. |
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| A theory stating that people assess how fairly they have been treated according to two key factors: outcomes and inputs. |
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Definition
| Using a fair process in decision making and making sure others know that the process was as fair as possible. |
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Term
| Quality of work life (QWL) |
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Definition
| Programs designed to create a workplace that enhances employee well-being. |
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Definition
| A set of perceptions of what employees owe their employers, and what their employers owe them. |
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Term
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Definition
| Are all material and physiological desires. |
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Term
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Definition
| Involve relationships with other people and are satisfied through the process of mutually sharing thoughts and feelings. |
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Term
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Definition
| Motivate people to productively or creatively change themselves or their environment. |
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Definition
| A strong orientation toward accomplishment and an obsession with success and goal attainment. |
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| A strong desire to be liked by other people. |
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Definition
| A desire to influence or control other people. |
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Definition
| Different job activities involving several skills and talents. |
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Definition
| The completion of a whole, identifiable piece of work. |
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Definition
| An important, positive impact on the lives of others. |
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Definition
| Independence and discretion in making decisions. |
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Definition
| Information about job performance. |
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Term
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Definition
| Refers to the various things the person receives on the job. |
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Term
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Definition
| Refer to the contributions the person makes to the organization. |
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