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31 Cards in this Set
- Front
- Back
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Motivation |
Intensity Persistance Direction |
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Employee Engagement |
is a emotional motivation makes focused, intense, persistent HIgh self-efficacy |
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Drives |
Primary Needs - Essential mover of behaivour |
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Needs? |
Goal Orientated Force |
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Maslow's Needs Hierarchy? |
Self-Actualization Self-Esteem Belongingness Safety Physiological |
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Maslow's Contribution? |
Hollistic perspective - take into account of multiple needs Humanistic Perspective - influences social dynamic Positive Perspective - self actualization and foundation of positive OB |
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Learned Needs |
Needs are amplified or suppressed by self-concept, social norm and past experience. Needs can be learned |
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Three Learned Needs? |
Need for Achivement Need for Affiliation Need for Power |
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Four Drive Theory? |
Drive to acquire Drive to bond Drive to comprehend Drive to defend |
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How does four drive motivate? |
determine which emotion will work Mental Skill Set transform drive into goals Emotions become conscious when conflicts take place |
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Implication of Four Drive? |
Keep Employee in strive for any of four |
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Expectancy Theory |
Effort to Performance Performance to Outcome How satisfied with outcome |
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Increase Effort to Performance? |
Hire, train and match people with job clear job role and resources coaching |
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Increase Performance to Outcome? |
Measure performance accurately Explain performance to reward Show past performance to reward |
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Increasing Outcome Valences? |
Individualize rewards show rewards are valued |
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A B C of Behaviour Modification? |
Antecedents Behaviour Consequences |
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Four OB Mod Consequences? |
Positive reinforcement Punishment Negative reinforcement Extinction |
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Positive reinforcement? |
showing consequnce increase behaviour |
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Negative Reinforcement |
Removing Consequence increase behaviour |
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Punishment |
Adding Consequence decrease behaviour |
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Extinction |
Removing Consequence decrease behaviour |
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Social Cognitive Theory |
Learn Behaviour Outcome Behaviour modeling Self-Regulation |
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SMARTER? |
Specific Measurable Attainable Relevant Time framed Exciting Reviewed |
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Balanced Scorecard |
Organiztional goal-setting /Feedback |
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Characteristics of Effective Feedback |
Specific Relevant Timely Credible Frequent |
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Strengths-Based Coaching |
Builds on Strengths Motivational because inherently seek feedback on strengths |
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Sources of Feedback? |
Social Sources for positive feed back Non Social Sources for goal progress |
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Distributive Justice? |
perceived fairness in outcome where its relative to others |
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Procedural Justice |
Perceived fairness in procedures used to distribute |
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Equity Theory |
my outcome/input other outcome/input compare and see inequality |
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How to correct inequity tension? |
Change ratio change perception change comparison leave |
