Term
| Maslows Heirarchy of Needs |
|
Definition
| Physiological then Safety then Social then esteem then Self Actualization |
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Term
| Esteem(Maslows Heirarchy of Needs) |
|
Definition
| The need to be recognized. Respect. |
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Term
| Physiological (Maslows Heirarchy of Needs) |
|
Definition
| Sufficient living conditions. Breathing, food, water. |
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Term
| Social(Maslows Heirarchy of Needs) |
|
Definition
| Friendship, intimacy. gangs. |
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Term
| Safety(Maslows Heirarchy of Needs) |
|
Definition
| Health, personal security, financial security. |
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Term
| Self-Actualization(Maslows Heirarchy of Needs) |
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Definition
| the full realization of one's potential |
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Term
|
Definition
A set ofassumptions ofhow to manage
individuals who re motivated y lower order needs |
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Term
|
Definition
A set of assumptions of how to manage
individuals who are motivatedby higher order needs |
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Term
| Motivation Hygeine Theory Job Disastisfaction |
|
Definition
• Company policy and
administration
• Supervision
• Interpersonal relations
• Working conditions
• Salary
• Status
• Security |
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|
Term
| Motivation Hygeine Theory Job Satisfaction |
|
Definition
Achievement
• Achievement recognition
• Work itself
• Responsibility
• Advancement
• Growth
• Salary? |
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Term
|
Definition
Employees weigh what
they put into a job
(input) against what
they get from it
(outcome) and then
compare this ratio with
that of a comparison
other. |
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Term
|
Definition
| my Outcomes/inputs= your outcomes/inputs |
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Term
|
Definition
| my outcomes/inputs < your outcomes/inputs |
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Term
|
Definition
| my outcomes/inputs > your outcomes/inputs |
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Term
| Strategies for Resolution of Inequity |
|
Definition
• Alter the person’s outcomes
• Alter the person’s inputs
• Alter the comparison other’s outputs
• Alter the comparison other’s inputs
• Change who is used as a comparison other
• Rationalize the inequity
• Leave the organizational situation |
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|
Term
|
Definition
I prefer an equity
ratio equal to that of
my comparison other |
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|
Term
|
Definition
I am comfortable
with an equity ratio
less than that of my
comparison other |
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|
Term
|
Definition
I am comfortable
with an equity ratio
greater than that of
my comparison other |
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|
Term
| Expectancy (Expectancy Theory) |
|
Definition
| The higher the effort will lead to higher performance |
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|
Term
| Intrumentality (Expectancy Theory) |
|
Definition
| The higher I perform the greater the reward |
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Term
| Valence (Expectancy Theory) |
|
Definition
| How valuable is the reward to employee |
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Term
| 3 Causes of Motivational Problems |
|
Definition
• Belief that effort will not result in
performance
• Belief that performance will not
result in rewards
• The value a person places on, or
the preference a person has for,
certain rewards |
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Term
|
Definition
If our behavior has positive
consequences we are more
likely to repeat it |
|
|
Term
|
Definition
If our behavior has negative
consequences we are less
likely to repeat it |
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|
Term
|
Definition
–strengthen desirable
behavior by either giving positive
consequences (positive reinf.) or
withholding negative |
|
|
Term
|
Definition
weaken undesirable
behavior by either giving negative
consequences or withholding positive
consequences |
|
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Term
|
Definition
the weakening of a behavior
when there are no consequences to it |
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Term
|
Definition
Self
Evaluation
Customer
Manager
Evaluation
Evaluation
Peer Reports
Evaluation |
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|
Term
| Task-Specific Self-Efficacy |
|
Definition
an individual’s beliefs and
expectancies about his or her
ability to perform a specific
task effectively |
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Term
|
Definition
| Start off with positive, focus on behavior |
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Term
|
Definition
Theoretical, look for meaning in
material, holistic understanding, look
for possibilities and interrelationships(Big picture oriented) |
|
|
Term
|
Definition
Prefer specific, empirical data,
practical applications, master details,
look for the realistic and doable(detail oriented) |
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|
Term
|
Definition
Prefer data and information analysis,
fair minded, evenhanded, seek logical
and just conclusions, objective |
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|
Term
|
Definition
Prefer interpersonal involvement,
tenderhearted, harmonious, seek
subjective, merciful results |
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|
Term
|
Definition
Increase work motivation and
task performance
Reduce role stress associated
with conflicting or confusing situations
Improve accuracy and validity
of performance evaluation |
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Term
| Management by Objectives (MBO) |
|
Definition
a
goal-setting program based on
interaction and negotiation between
employees and managers
– Articulates what to do
– Determines how to do it |
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Term
|
Definition
| the extent to which peers in the same situation behave the save way (are there complaints from about other employees) |
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Term
|
Definition
| the degree to which the person behaves the same way in other situations (is it only on this task or has it occured on past jobs) |
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Term
|
Definition
| to frequency of a particular behavior over time (have complains been coming in steadily) |
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Term
|
Definition
Windows through which we interact with others that
influence message quality, accuracy, clarity
Include age, gender, values, beliefs, culture,
experiences, needs |
|
|
Term
|
Definition
Listening carefully to the speaker and
repeating back the message to correct
misunderstandings |
|
|
Term
|
Definition
Communicator sends a
message to someone &
no questions or feedback |
|
|
Term
|
Definition
Communicator & receiver
interact |
|
|
Term
Five Keys to Effective
Supervisory Communication |
|
Definition
• Expressive speaking
• Empathetic listening
• Persuasive leadership
• Sensitivity to feelings
• Informative management |
|
|
Term
| Barriers to Communication |
|
Definition
•Physical separation
• Status differences
•Gender differences
• Cultural diversity
• Language |
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|
Term
| Subordinate Defensiveness |
|
Definition
–passive, submissive,
withdrawing behavior |
|
|
Term
|
Definition
active, aggressive, attacking
behavior |
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|
Term
|
Definition
an individual’s use
of space |
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|
Term
|
Definition
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|
Term
| Facial and Eye Behavior – |
|
Definition
movements add cues for the
receiver |
|
|
Term
|
Definition
variations in
speech, such as pitch, loudness,
tempo, tone, duration |
|
|
Term
|
Definition
– bands of space
extending outward from the body; territorial
space differs from culture to culture |
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|
Term
|
Definition
two or more people with common
interests, objectives, & continuing interaction |
|
|
Term
|
Definition
a group of people with
complementary skills who are committed to
a common mission, performance goals, and
approach for which they hold themselves
mutually accountable |
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Term
|
Definition
standards that a group uses to evaluate
the behavior of its members |
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Term
|
Definition
: rank within a group. Can be hierarchical,
egalitarian, or shared team leadership. |
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Term
|
Definition
how strongly members identify with a
group. Cohesive groups have…
– Lower tension and anxiety
– Less variation in productivity
– Higher satisfaction, commitment, and communication |
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|
Term
|
Definition
The greater the number of people
working on a group task, the
smaller the contribution of
each member |
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Term
|
Definition
official or assigned
groups gathered to
perform various tasks |
|
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Term
|
Definition
groups that evolve in
the work setting to
satisfy needs not met
by formal groups |
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|
Term
Tuckman’s Five-Stage Model
of Group Development |
|
Definition
| Forming Storming Norming Performing Adjourning |
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|
Term
|
Definition
little agreement
Unclear
purpose
Guidance
and
direction |
|
|
Term
|
Definition
conflict increased
clarity of
purpose
Power
struggles
Coaching |
|
|
Term
|
Definition
agreement and
consensus
Clear roles
and
responsibilities
Facilitation |
|
|
Term
|
Definition
Clear vision and purpose
Focus on
goal
achievement
Delegation |
|
|
Term
|
Definition
Task completion
Good
feeling about
achievements
Recognition |
|
|
Term
|
Definition
make decisions that
were once reserved for managers |
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