Chapter 6 & 7

Front 1

Motivation

Back 1

Represents those psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal directed

Front 2

Needs

Back 2

Physiological or psychological deficiencies that arouse behavior

Front 3

Maslow's Hierarchy of Needs

Back 3

1. Physiological (Lowest)
2. Safety
3. Love
4. Esteem
5. Self-actualization (Highest)

Front 4

Need for Achievement

Back 4

Desire to accomplish something difficult

Front 5

Need for Affiliation

Back 5

Desire to maintain social relationships, join groups, and be loved

Front 6

Need for Power

Back 6

Desire to influence, coach, teach, or motivate others

Front 7

Herzberg's Motivator-Hygiene Model

Back 7

Motivators:
No Satisfaction.......Satisfaction

Hygiene Factors:
Dissatisfaction.......No Dissatisfaction

Front 8

Job Design

Back 8

Any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job experience

Front 9

Job Enlargement

Back 9

*Putting more variety into a job by combining specialized tasks of comparable difficulty (Horizontal Loading)

Front 10

Job Rotation

Back 10

*Moving employees from one specialized job to another.
*Stimulate interest and motivation while providing employees with a broader perspective of the organization

Front 11

Job Enrichment

Back 11

Modifying a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility, and advancement

Front 12

Organizational Commitment

Back 12

Reflects the extent to which an individual identifies with an organization and is committed to its goals

Front 13

Organizational Citizenship Behavior

Back 13

Employee behaviors that exceed work-role requirements

Front 14

Equity Theory

Back 14

Model of motivations that explains how people strive for fairness and justice in social exchanges or give-and-take relationships

Front 15

Inputs

Back 15

Skills, etc. an

Front 16

Outcomes

Back 16

Employer....

Front 17

Negative Inequity

Back 17

Comparison in which another person receives greater outcomes for similar inputs

Front 18

Positive Inequity

Back 18

Comparison in which another person receives lesser outcomes for similar inputs

Front 19

Equity Sensitivity

Back 19

Reflects an individual's "different preferences for tolerant....****

Front 20

Benevolents

Back 20

People who have a higher tolerance for negative inequity pre

Front 21

Sensitives

Back 21

Enjoy a balance of income/outputs

Front 22

Entitleds

Back 22

Have no tolerance for inequity

Front 23

Distributive Justice

Back 23

The perceived fairness of how resources and rewards are distributed

Front 24

Procedural Justice

Back 24

The perceived fairness....***

Front 25

Expectancy Theory

Back 25

Holds that people are motivated to behave in ways that produce valued outcomes

Front 26

Vroom's Expectancy Theory

Back 26

Expectancy - A effort --> Performance Perception

Instrumentality - A performance --> Outcome Perception

Valence - The positive or negative value people place on outcomes

Front 27

Goal

Back 27

What an individual is trying to accomplish

Front 28

SMART Goals

Back 28

Specific
Measurable
Attainable
Results Oriented
Time Bound