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Definition
| Result of complex set of psychological influences and external forces or conditions that cause a person to behave a certain way while maintaining a certain level of effort and degree of persistence |
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| State of intense concentration and complete engagement in a task, along with full use of one's talents to accomplish the task |
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| Intense focus, sense that one's actions and task are in synch, sense of control over one's actions, lack of awareness that time is passing, focus on activity itself not hoped-for outcome |
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| Human thoughts, emotions, and behavior, leaders impact motivation, work environment |
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| If clear about what motivates us we will... |
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Definition
| choose the right career and jobs, find aspects of almost any job to engage our passion |
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| When you lead people you cast a shadow that either... |
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Definition
| encourage or inhibit people's motivation to engage in their work and join together to accomplish goals |
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| State of mind that includes optimism, image of the future that is challenging but realistic, and belief that we can do something to move toward the vision |
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| Work environment characterized by excitement, energy, optimism, efficacy, and hope |
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| Internal sense of satisfaction derived from the work itself and/or the desire to engage in activities even in absence of external rewards to feel sense of satisfaction, to use or improve one's abilities, or to learn |
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| Self determination theory |
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Definition
| Theory of motivation that is concerned with people's need for empowerment (feel competent and have reasonable degree of autonomy)and their need for relatedness (care for and be related to others) |
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| Motivation that is result of forces or attractions outside of the self, such as material rewards, social status, or avoidance of unpleasant consequences |
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| Our perception of the degree to which we have control over what happens in our lives |
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| Big five dimensions of Personality |
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Definition
1.Openness to experience (vs. conformity, close minded)
2. Conscientiousness (vs. undirectedness)
3. Extraversion (vs. introversion)
4. Agreeableness (vs. neuroticism)
5. Emotional stability |
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| Imaginativeness, openness to new ideas, curiosity |
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| Self-discipline, planning, achievement |
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| Desire to seek out others and to have positive, energetic, social attitude and emotions |
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| Compassion, cooperativeness, willingness to compromise |
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| Psychological consistency of mood and emotions |
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| Hierarchy of needs theory |
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Definition
| Basic and higher order needs motivate behavior in ascending order |
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Definition
| Needs for existence, relatedness, growth can all motivate at once |
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| Higher-order factors motivate and inadequate hygiene factors can lead to dissatisfaction |
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Definition
| Needs for achievement, affiliation, and power drive thoughts, feelings, and behavior |
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Definition
| Inputs, outputs, and perceived fairness can be used as a formula to determine level of motivation |
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| Effort affects performance, and performance is moderated by perceived value of outcomes |
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Definition
| Specific, measurable, achievable, results based, time specific goals motivate |
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| Self determination theory |
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Definition
| Needs for empowerment and relatedness contribute to motivation |
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| Operant Conditioning theory |
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Definition
| People motivated by reinforcement |
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Definition
| Motivation to learn and change behaviors linked to self-efficacy and vicarious learning |
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| Factors that positively impact motivation, such as needs for recognition, responsibility, achievement, and opportunities of growth and development |
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Definition
| Both physical and psychological aspects of a job that lead to dissatisfaction, including salary, working conditions, supervision, relationships with coworkers, and level of job security |
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Term
| Satisfied hygiene + Satisfied motivator |
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Definition
| Ideal situation which employees highly motivated and have few complaints about their working conditions |
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| Satisfied hygiene + Dissatisfied motivator |
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Definition
| Employees have few complaints about working conditions, but not highly motivated by work (just for money) |
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| Dissatisfied hygiene + Satisfied motivator |
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Definition
| Employees motivated but have a lot of complaints about working conditions. Job is exciting and challenging but salary and work conditions sub par |
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| Dissatisfied hygiene + Dissatisfied motivators |
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Definition
| Employees unmotivated and have a lot of complaints about working conditions |
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| Three needs theory: Needs for achievement |
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Definition
| Desire to engage in challenging activities, meet and exceed personal goals, seek excellence |
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| Three needs theory: Need for affiliation |
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Definition
| Desire for warm, fulfilling, and close personal relationships |
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| Three needs theory: Need for power |
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Definition
| Desire to have influence, control, and responsibility, either directly or through social status |
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| People who try to do everything themselves and criticize everyone else's efforts |
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| Need for power that drives people to seek control through assertive or aggressive behaviors, personal gain |
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| Need for power that is based on desire to support welfare of others, group, society, common good |
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| Behavior that seeks to protect welfare of society or common good |
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| State of psychological stress arising from attempt to process conflicting ideas, attitudes, or beliefs |
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Definition
| Person's input, which will be affected by person's perception about whether the effort will lead to acceptable level of performance |
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| Extent to which task or work is completed successfully |
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| Person's belief about degree to which performance will result in realizing certain outcomes |
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Term
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| Valence X Expectancy X Instrumentality |
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Term
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Definition
S.pecific
M.easurable
A.chievable
R.esults-based
T.ime specific goals |
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Definition
| Consequences associated with behavior |
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| Addition of positive consequence following a desired behavior |
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| Removal of negative consequence following desired behavior |
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| Withholding of consequence following a certain behavior |
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| Addition of negative consequence following an undesired behavior |
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| Do things unacceptable because they didn't know rules or know organization's work processes, culture, ethics |
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| Blame and punish the wrong person |
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| "I must be an awful person" |
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| "I can't believe my manager did that in front of everyone" |
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Definition
| Punishment in front of people |
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| People will replicate behavior they observe |
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| Engage in work to motivate themselves |
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Definition
| Degree to which person believe he or she is capable of successfully performing a behavior, accomplishing a task, or achieving a goal |
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Definition
| Ensure that workforce is energized, committed, and motivated. Create and administer compensation plans and consider characteristics of jobs |
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| Plan in which compensation is determined by considering an individual's performance |
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| Plan that base individual's compensation on performance of group(s) and organization |
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| Plan in which compensation determined by level of performance of an individual or group |
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| Plan in which wages, bonuses, and "fringe" benefits (health insurance, retirement plan, vacation) are all monetized |
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| Plan defining how payment structures and terms of payment (regular pay, commissions, bonuses) dispersed to employees |
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| Framework that states that people need certain qualities in job to be intrinsically motivated and satisfied with work |
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| Building intrinsic motivators such as opportunities for learning, more control over how tasks are accomplished, and leadership opportunities, into structure of job |
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| Combining several jobs into one larger job |
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| Moving employees from one job or site to another to increase satisfaction and productivity |
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Definition
| Accurately interpreting the emotions, needs, and desires of others |
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