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| set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal |
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| concerned witht he choices that people make about how much effort to put forth in their jobs |
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| concerned with the choices that people make in deciding where to put forth effort in their jobs |
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| concerned with the choices that people make about how long they will put forth effort in their jobs before reducing or eliminating those efforts |
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| the physical or psychological requirements that must be met to ensure survival and well being |
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| how well someone performs the requirements of the job |
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| degree to which workers possess the knowledge, skills, and talent needed to do a job well. |
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| factors beyond the control of individual employees, such as tools, policies, and resources that have an effect on job performance |
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| Maslows heirarchy of needs ____ |
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| suggest that people are motivated by physiological, safety, belingingness, esteem, and self-actualization |
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| Alderfers collpaes maslows into 3 needs |
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existance
realtedness
growth |
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| McCllleand learned needs theory suggests that people are motivated by the need for |
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affiliation
achievement
power |
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| Alderman says that people can be motivated by more thann one |
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| McClelland argues that the degree to which particular needs are motivate varies from |
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| person to person, with some being motivated primarily by achievement and others by power or affiliation |
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| concerned with safety and with physiological and existence requirements |
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| concerned with relationships and influence |
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| tangible and visible to toehrs and are given to employees contingent on the performance of specific tasks or behaviors |
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| natural rewards associated with performing a task or activity for its own sake |
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| Motivating with the basics |
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asking people what their need are
satisfy lower order needs first
expect people needs to change
as needs change and lower order needs are satisfied, create opportunities for employees to satisfy higher order needs |
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| says that poeple will be motivated at work when they percieve that they are being treated fairly |
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| after an internal comparison in which they compare their outcomes with their inputs, employees then make an external compariosn in which they compare their I/O ratio with the O/I ratio of a referent |
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occurs when a referents O/I ratio is better than your O/i ratio,
getting fewer outcomes relative to your inputs than the referent you compare yourself with is getting |
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occurs when a referent O/I ratio is worse that your O/I ratio
getting worse outcomes relative to your inputs than your referent is |
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| When people perceive that they have been treated unfairly, they may try to restore equity by ______ |
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| reducing inputs, increasing outcomes, rationalizing inputs or outcomes, changing the referent, or simply leaving. |
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| people who perceive that they have been under rewarded may try to restore equity by___ |
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| decreasing or withholding their inputs, effort |
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| asking for a raise or pointing out the inequity to the boss and hoping that they will take care of it. |
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| rationalize or distort inputs or outcomes |
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| making mental or emotional adjustments in their O/I ratios or the O/I ratios of their referents. |
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| compare themselves with others who hold the same or similar jobs or who are otherwise similar, they may change referents to restore equity when their personal situations change, such as a decrease in job status or pay |
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| How people react to perceived equity |
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reducing inputs
increasing outcomes
rationalizing inputs or outcomes
changing the referent
simply leaving |
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| Motivation x ability x situational constraints |
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| how well someone performs the requirements of the job |
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| is effort, the degree to which someone works hard to do the job well |
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| degree to which workers possess the knowledge, skills, and talent needed to do a job well. |
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| factors beyond the control of the individual employees, such as tools, policies, and resources that have an effect on job performance |
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| all the motivation in the world will not translate into high performance__ |
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| when an employee has little ability and high situational constraints |
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