Term
|
Definition
| psychological processes that arouse and direct goal-directed behavior |
|
|
Term
|
Definition
| identify the internal factors influencing motivation |
|
|
Term
|
Definition
| identify the process by which internal factors are cognitions influence motivation |
|
|
Term
| content theories - examples |
|
Definition
Maslow's need hierarchy
Alderfer's ERG
McClelland's Need
Herzberg's Motivator-Hygiene
|
|
|
Term
| process theories - examples |
|
Definition
Adam's equity
Vroom's expectancy
Goal setting theory |
|
|
Term
| Maslow's Need Hierarchy Theory |
|
Definition
| Physiological needs --> safety needs --> social needs --> esteem needs --> self-actualization |
|
|
Term
|
Definition
existence - desire for physiological and materialistic well-being
relatedness - desire to have meaningful relationships with significant others
growth - desire to grow and use one's abilities to their fullest potential |
|
|
Term
|
Definition
Need for achievement - desire to accomplish something difficult
Need for affiliation - desire to spend time in social relationships and activities
Need for power - deire to influence, coach, teach, or encourage others to achieve |
|
|
Term
| Herzberg's Motivator-Hygiene Model |
|
Definition
| managers must first focus on the hygiene factors in order to achieve “no dissatisfaction” before they can move employees toward satisfaction on the second continuum |
|
|
Term
|
Definition
| people strive for fairness and justice in social exchanges |
|
|
Term
|
Definition
| an individual's tolerance for negative and positive equity |
|
|
Term
|
Definition
| have a higher tolerance for negative inequity |
|
|
Term
|
Definition
| adhere to strict norm of reciprocity |
|
|
Term
|
Definition
| have no tolerance for negative inequity |
|
|
Term
|
Definition
| the perceived fairness of how resources and rewards are distributed |
|
|
Term
|
Definition
| the perceived fairness of the process and procedure used to make allocation decisions |
|
|
Term
|
Definition
| extent to which people feel fairly treated when procedures are implemented |
|
|
Term
| Vroom's expectancy theory of motivation |
|
Definition
Expectancy
Instrumentality
Valence
Other Determinants |
|
|
Term
|
Definition
|
|
Term
|
Definition
| the belief that one's efforts will positively influence one's performance |
|
|
Term
|
Definition
| an individual's beliefs regarding the likelihood of being rewarded in accord with his or her own level of performance |
|
|
Term
|
Definition
| the value a person places on the rewards he or she expects to receive from an organization |
|
|
Term
|
Definition
| the skills and abilities, role perceptions, and opportunities to perform |
|
|
Term
|
Definition
| what an individual is trying to accomplish |
|
|
Term
| Locke's model of goal setting |
|
Definition
directing attention
regulating effort
increasing persistence
fostering strategies and plans
PERSISTENCE IS KEY |
|
|
Term
|
Definition
| represents the effort expended on a tasks over an extended period of time |
|
|
Term
|
Definition
Specific
Measurable
Attainable
Results oriented
Time bound |
|
|
Term
|
Definition
| changing the content or process of a specific job to increase job satisfaction and performance |
|
|
Term
|
Definition
job rotation
job enlargement
job enrichment |
|
|
Term
|
Definition
| moving employees from one specialized job to another |
|
|
Term
|
Definition
| putting more variety into a job |
|
|
Term
|
Definition
| building achievement, recognition, responsibility, and advancement into the work |
|
|
Term
| Job Characteristics Model |
|
Definition
| enriching the core job characteristics of jobs will alter people's psychological states in a manner that enhance their job performance, or outcomes |
|
|
Term
| five critical job dimensions of job characteristics model |
|
Definition
skill variety
task identity
task significance
autonomy
feedback |
|
|
Term
|
Definition
| the extent to which a job requires a number of different activities using several of the employee's skills and talents |
|
|
Term
|
Definition
| the extent to which a job requires completing an entire piece of work from beginning to end |
|
|
Term
|
Definition
| the degree of impact the job is believed to have on others |
|
|
Term
|
Definition
| the extent to which employees have the freedom and discretion to plan, schedule, and perform their jobs as desired |
|
|
Term
|
Definition
| the extent to which a job allows people to have information about the effectiveness of their performance |
|
|
