Term
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Definition
| the arousal, direction, and persistence of behavior |
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Term
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Definition
| those that can be given by another person |
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Term
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Definition
| that satisfaction a person receives in the process of performing a particular action (internal reward we give ourselves) |
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Term
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Definition
| person who will work for money |
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Term
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Definition
| payed people for what they did |
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Term
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Definition
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Term
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Definition
| the social aspects of work are as important to motivation as money. the social person |
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Term
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Definition
| combines both the economic person and the social person |
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Term
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Definition
| people have an inherent dislike of work and will avoid it if they can and they must be threatened with punishment to get them to put fort adequate effort |
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Term
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Definition
| people do not have an inherent dislike of work and they will accept responsibility and under proper circumstances, seek it out |
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Term
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Definition
| emphasizes theories that needs motivate people |
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Term
| maslow's hierarchy of needs |
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Definition
| needs are arranged in an order of importance, and once a need is met it no longer exists and the person moves to meet the next higher level need |
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Term
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Definition
| keep the physical body alive |
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Term
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Definition
| people have an inherent need to be safe from fear and harm |
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Term
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Definition
| the need to be nurtured/to nurture |
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Term
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Definition
| to see ourselves as being worthy and capable |
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Term
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Definition
| needs that we have to reach our fullest potential and to be satisfied with life |
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Term
|
Definition
| Clayton Alderfer, Existence, Relatedness, Growth |
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Term
| Frustration Regression Principle |
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Definition
| developed a mechanism that allows people to move up and down the "needs" categories |
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Term
|
Definition
| focus on the extrinsic portions of work and in themselves do not motivate, they only make a worker be not dissatisfied |
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Term
|
Definition
| focus on the intrinsic portions of work and they do motivate by appealing to the higher level needs of achievement, responsibility, growth, and recognition |
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Term
|
Definition
| David McLelland - there are certain types of needs that people acquire during their lifetime, they are not born with them |
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Term
|
Definition
| intrinsically motivated and have the desire to accomplish something difficult and to surpass other people - acquired needs theory |
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Term
|
Definition
| need to have close personal relationships with other people - acquired needs theory |
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Term
|
Definition
| the desire to influence control over other people and to have authority over people - acquired needs theory |
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Term
|
Definition
| attempt to explain how people select behaviors to meet their needs |
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Term
|
Definition
| J. Stacy Adams. workers and teams consciously compare their output/input ratio to that of a referent and the perception is either equity or non equity |
|
|
Term
|
Definition
| the arousal, direction, and persistence of behavior |
|
|
Term
|
Definition
| those that can be given by another person |
|
|
Term
|
Definition
| that satisfaction a person receives in the process of performing a particular action (internal reward we give ourselves) |
|
|
Term
|
Definition
| person who will work for money |
|
|
Term
|
Definition
| payed people for what they did |
|
|
Term
|
Definition
|
|
Term
|
Definition
| the social aspects of work are as important to motivation as money. the social person |
|
|
Term
|
Definition
| combines both the economic person and the social person |
|
|
Term
|
Definition
| people have an inherent dislike of work and will avoid it if they can and they must be threatened with punishment to get them to put fort adequate effort |
|
|
Term
|
Definition
| people do not have an inherent dislike of work and they will accept responsibility and under proper circumstances, seek it out |
|
|
Term
|
Definition
| emphasizes theories that needs motivate people |
|
|
Term
| maslow's hierarchy of needs |
|
Definition
| needs are arranged in an order of importance, and once a need is met it no longer exists and the person moves to meet the next higher level need |
|
|
Term
|
Definition
| keep the physical body alive |
|
|
Term
|
Definition
| people have an inherent need to be safe from fear and harm |
|
|
Term
|
Definition
| the need to be nurtured/to nurture |
|
|
Term
|
Definition
| to see ourselves as being worthy and capable |
|
|
Term
|
Definition
| needs that we have to reach our fullest potential and to be satisfied with life |
|
|
Term
|
Definition
| Clayton Alderfer, Existence, Relatedness, Growth |
|
|
Term
| Frustration Regression Principle |
|
Definition
| developed a mechanism that allows people to move up and down the "needs" categories |
|
|
Term
|
Definition
| focus on the extrinsic portions of work and in themselves do not motivate, they only make a worker be not dissatisfied |
|
|
Term
|
Definition
| focus on the intrinsic portions of work and they do motivate by appealing to the higher level needs of achievement, responsibility, growth, and recognition |
|
|
Term
|
Definition
| David McLelland - there are certain types of needs that people acquire during their lifetime, they are not born with them |
|
|
Term
|
Definition
| intrinsically motivated and have the desire to accomplish something difficult and to surpass other people - acquired needs theory |
|
|
Term
|
Definition
| need to have close personal relationships with other people - acquired needs theory |
|
|
Term
|
Definition
| the desire to influence control over other people and to have authority over people - acquired needs theory |
|
|
Term
|
Definition
| attempt to explain how people select behaviors to meet their needs |
|
|
Term
|
Definition
| J. Stacy Adams. workers and teams consciously compare their output/input ratio to that of a referent and the perception is either equity or non equity |
|
|
Term
|
Definition
| fairness, when the output/input ratio is perceived to be relatively equal |
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Term
|
Definition
| anything the employee brings to an organization |
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Term
|
Definition
| anything the organization provides the employee |
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Term
|
Definition
| the relationship between what worker gets and contributes |
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Term
|
Definition
| another person or team that the individual or team compares their output/input ratio to |
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Term
|
Definition
| the probability that effort will result in the desired performance |
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Term
|
Definition
| the probability that performance will lead to the attainment of the desired outcome |
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Term
|
Definition
| the desirability of the outcome |
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Term
| procedural justice theory |
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Definition
| it proposes that workers are motivated when they perceive the procedures used to make decisions about outcomes are fair |
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Term
|
Definition
| anything that causes a given behavior to be repeated or inhibited |
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Term
|
Definition
| the administration of a pleasant consequence following a desired behavior (pay check) |
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Term
| avoidance learning (negative reinforcement) |
|
Definition
| the removal of an unpleasant consequence following a desired behavior |
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Term
|
Definition
| the withdrawal of the source of reinforcement meaning the behavior is no longer reinforced, thus less likely to reoccur |
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Term
|
Definition
| the imposition of unpleasant consequences used when the behavior should be stopped immediately |
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