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 person's level of persistence |
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Term
| Intrinsically Motivated Behavior |
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Definition
| behavior that is performed for its own sake |
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Term
| Extrinsically Motivated Behavior |
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Definition
| behaving that is performed to acquire material or social material or social rewards or to avoid punishment |
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Term
| 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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Term
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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 believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcome |
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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 which performance results in the attainment of outcomes |
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Term
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Definition
| in expectancy theory, how desirable each of the outcomes available from a job or organization is to a person |
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Term
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Definition
| a requirement or necessity for survival and well being |
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Term
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Definition
| theories of motivation that focus on what needs people are trying to satisfy at work and what outcome will satisfy those needs |
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Term
| Maslow's Hierarchy Of Needs |
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Definition
| an arrangement of five basic needs that, according to Maslow, motivate behavior. Maslow proposed that the lowest level of unmet needs is the prime motivator and that only one level of needs is motivated at a 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 propose that motivation 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 excellence |
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Term
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Definition
| the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get alone with each other |
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Term
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Definition
| the extent to which an individual desires to control or influence others |
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Term
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Definition
| a theory of motivation that focuses on people's perceptions of the fairness of their work outcomes relative to their work inputs |
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Term
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Definition
| the justice, impartiality, and fairness to which all organizational members are entitled |
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Term
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Definition
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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 less than the ratio of a referent |
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Term
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Definition
| the inequity that exist when a person perceives that his or her own outcome-input ratio is grater than the ratio of a referent |
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Term
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Definition
| a theory that focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and explaining why goals have these effects |
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Term
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Definition
| theories that focus on increasing employee motivation and performance by linking the outcomes that employees receive to the performance of desired behavior and the attainment of goals |
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Term
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Definition
| a relatively permanent change in knowledge or behavior that results from practice or 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 consequences and learn not to perform behaviors that lead to undesired consequences |
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Term
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Definition
| giving people outcomes they desire when they perform organizationally functional behaviors |
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Term
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Definition
| eliminating or removing undesired outcomes when people perform organizationally functional behaviors |
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Term
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Definition
| curtailing the performance of dysfunctional behaviors by eliminating whatever is reinforcing them |
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Term
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Definition
| administering and undesired or negative consequence when dysfunctional behavior occurs |
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Term
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Definition
| a theory that takes into account how learning and motivation are influenced by people's thoughts and beliefs and their observations of other people's behavior |
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Term
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Definition
| Learning that occurs when the learner becomes motivated to perform a behavior by 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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Term
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Definition
| a person's belief about his or her ability to perform a behavior successfully |
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Term
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Definition
| 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 certain price during a certain period of time or under certain conditions |
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Term
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Definition
| the process by which an individual exerts influence over other people and inspires, motivate, and directs their activities to help achieve group or organizational goals |
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Term
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Definition
| an individual who is able to exert influence over other people to help achieve group or organizational goals |
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Term
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Definition
| a leader who has a strong desire to serve and work for the benefit of others |
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Term
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Definition
| the authority that a manager has by virtue of his or her position in an organization's hierarchy |
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Term
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Definition
| the ability of a manager to give or withhold tangible and intangible rewards |
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Term
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Definition
| the ability of a manager to punish others |
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Term
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Definition
| power that is based on the special knowledge, skills, and expertise that a leader possesses |
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Term
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Definition
| power that comes from subordinates' and coworkers' respect, admiration, and loyalty |
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Term
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Definition
| the expansion of employees' knowledge, tasks, and decision-making responsibilities |
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Term
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Definition
| behavior indicating that a manager trusts, respects, and cares about subordinates |
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Term
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Definition
| behavior that managers engage in to ensure that work gets done, subordinates perform their jobs acceptable, and the organization is efficient and effective |
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Term
| Relationship-Oriented Leaders |
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Definition
| leaders whose primary concern is to develop good relationships with their subordinates and to be liked by them |
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Term
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Definition
| leaders whose primary concern is to ensure that subordinates perform at a high level |
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Term
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Definition
| the extent to which followers like, trust, and are loyal to their leader; a determinant of how favorable a situation is for leading |
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Term
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Definition
| the extent to which the work to be performed is clear-cut so that a leader's subordinates know what needs to be accomplished and how to go about doing it; a determinant of how favorable a situation is for leading |
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Term
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Definition
| the amount of legitimate, reward, and coercive power that a leader has by virtue of his or her position in an organization; a determinant of how favorable a situation is for leading |
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Term
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Definition
| a contingency model of leadership proposing that leaders can motivate subordinates by identifying their desired outcomes, rewarding them for high performance and the attainment of work goals with these desired outcomes, and clarifying for them the paths leading to the attainment of work goals |
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Term
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Definition
| a characteristic of a subordinate or of a situation or context that acts in place of the influence of a leader and makes leadership unnecessary |
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Term
| Transformational Leadership |
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Definition
| leadership that makes subordinates aware of the importance of their jobs and performance to the organization and aware of their own needs for personal growth and that motivates subordinates to work for the good of the organization |
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Term
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Definition
| an enthusiastic, self-confident leader who is able to clearly communicate his or her vision of how good things could be |
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Term
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Definition
| behavior a leader engages in to make followers be aware of problems and view these problems in new ways, consistent with the leader's vision |
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Term
| Developmental Consideration |
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Definition
| behavior a leader engages in to support and encourage followers and help them develop and grow on the job |
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Term
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Definition
| leadership that motivates subordinates by rewarding them for high performance and reprimanding them for low performance |
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