Term
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Definition
| psychological forces that determine the direction of a person's behavior in an organization, a person's level of effort, and a peron's level of persistence |
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| intrinsically motivated behavior |
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Definition
| behavior that is performed for its own sake |
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| extrinsically motivated behavior |
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Definition
| behavior that is performed to acquire material or social rewards or to aboid punishment |
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| prosocially motivated behavior |
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Definition
| behavior that is performed to benefit or help others |
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Term
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Definition
| anything a person gets from a job or organization |
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Definition
| anything a person contributes to his or her job or organization |
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Term
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Definition
| the theory that motivation will be high when workers beleive that high levels of effort lead to high performance and high perfomance leads to the attainment of desired outcomes |
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Term
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Definition
| in expectancy theory, a perception about the extent to which effort results in a certain level of performance |
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Term
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Definition
| in expectancy theory, a perception about the extent to ehcih performance results in the attainment of outcomes |
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Term
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Definition
| in expectancy theory, how desirable each of he outcomes available from a job or organization is to a person |
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Term
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Definition
| a requrirement or necessity for survival and well-being |
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Definition
| theories of motivation that focus on what needs people are trying to satisfy at work and what outcomes will satisfy those needs |
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Term
| maslow's hierarchy of needs |
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Definition
| an arrangement of five basic neds that, according to Maslow, motivate behavior. Maslow proposed that the lowest level of unmet needs is the prime motivator and taht only one level of needs is motivational at a time |
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Term
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Definition
| the theory that three universal needs-for existence, relatedness, and growth-constitute a hierarchy of needs and motivate behavior. Alderfer proposed that needs at more than one level can be motivational at the same time |
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Term
| Herzberg's motivator-hygiene theory |
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Definition
| a need theory that distinguishes between motivator needs (related to the nature of the work itself) and hygiene needs (related to the physical and psychological context in which the work is performed) and proposes that motivator needs must be met for motivation and job satisfaction to be high |
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Term
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Definition
| the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellent |
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Term
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Definition
| the extent to which an individual is concerned about establishing and maintaining good interpersonal relation, eing liked, and having the people around him or her get along with each other |
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Definition
| the extent to which an individual desires to control or influence others |
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Definition
| a theory of motivation that focuses on people's perceptions of the fairness of their work outomes relative to their work inputs |
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Definition
| the justice, impartiality, and fairness to which all organizational |
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Definition
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| the inequity that exists when a person perceives that his or her own outcome-input ratio is less than the ratio of a referent |
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Term
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Definition
| the inequity that exists when a person perceives that his or her own outcome-input ratio is greater than the ratio of a referent |
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Term
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Definition
| theories that focus on increasing emplyees motivation and performance by linking the performance o desired behaviors and the atainment of goals |
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Term
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Definition
| a relatively permanent change in knowledge or behavior that reults from practice experience |
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Term
| operant conditioning theory |
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Definition
| the theory that people learn to perform behaviors that lead to desired consequiences and learn not to perform behaviors that lead to undesired consequences |
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Definition
| giving people outcomes tey desirewhen they perform organizationally functional behaviors |
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Term
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Definition
| eliminating or removing unesired outcomes when people perform organizationally functional behaviors |
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Definition
| curtalling the performance of dysfunctional behaviors b eliminating whatever is reinforcing them |
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Term
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Definition
| administering an undesired or negative consequence when dysfunctional behavior occurs |
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Term
| organizational behavior modification (OB MOD) |
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Definition
| the systematic application of operant conditioning techniques to promote the performance of organizationally functional behaviors and discourage the performance of dysunctional behaviors |
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Definition
| a theory that takes into account how learning and motivation are influenced by people's throughts and beliefs and their observations of other poeple's behavior |
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Term
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Definition
| learning that occurs when the learner becomes motivaed to perform a behavior y watching another person perform it and be reinforced for doing so; also called observational learning |
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Term
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Definition
| any desired or attractive outcome or reward that a person gives to himself or herself for good performance |
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Definition
| a person's belief about his or her ability to perform a behavior successfully |
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Definition
| a compensation plan that bases pay on performance |
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Term
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Definition
| a financial instrument that entitles the bearer to buy shares of an organization's stock at a certain price during a certain period of time or under certain conditions |
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