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| something that prompts a person to release his or her energy in a certain direction |
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| the gap between what is and what is required |
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| the gap between what is and what is desired |
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| the rewards that are part of the job itself |
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| the rewards that are external to the job |
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| a system of management developed by Frederick W. Taylor and based on four principles |
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| the phenomenon that employees perform better when they feel singled out for attention or feel that management is concerned about their welfare |
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| a theory of motivation developed by Abraham Maslow; it holds that humans have five levels of needs and act to satisfy their unmet needs |
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| a theory of motivation developed by Clayton Alderfer that better supports empirical research than Maslow's hierarchy of needs theory. The three components of the model are existence, relatedness, and growth |
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| the concern for basic material existent motivators |
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| the concern for interpersonal relations |
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| the concern for personal growth |
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| a management style formulated by Douglas McGregor that is based on a pessimistic view of human nature and assumes that the average person dislikes work, will avoid it if possible, prefers to be directed, avoids responsibility, and wants security above all |
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| A management style formulated by Douglas McGregor that is based on a relatively optimistic view of human nature; assumes that the average person wants to work, accepts responsibility, is willing to help solve problem, and can be self-directed and self-controlled |
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| A theory developed by William Ouchi that combines North American and Japanese business practices by emphasizing long-term employment, slow career development, moderate specialization, group decision making, individual responsibility, relatively informal control over the employee, and concern for workers |
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| intrinsic job elements that lead to worker satisfaction |
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| extrinsic elements of the work environment that do not serve as a source of employee satisfaction or motivation |
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| a theory of motivation that holds that worker satisfaction is influenced by employee's perceptions about how fairly they are treated compared to their coworkers |
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| a theory of motivation based on the premise that an individual's intention to work toward a goal is a primary source of motivation |
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| a systematic approach where individuals are given clear, specific objectives and goals to achieve that are consistent with those of the organization |
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| the horizontal expansion of a job based on an increase in the number and variety of tasks that a person performs |
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| the vertical expansion of a job based on an increase in the employee's autonomy, responsibility, and decision-making authority |
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| the shifting of workers from one job to another; also called cross-training |
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| a scheduling option that allows two individuals to split tasks, responsibilities, and work hours of one 40-hour-per-week job |
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| an arrangement in which employees work at home and are linked to the office by phone, fax and computer |
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| a theory of motivation that holds that the probability of an individual's acting in a particular way depends on how strongly that person believes the act will have a particular outcome and on whether they value that outcome |
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