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46 Cards in this Set

  • Front
  • Back
SAS Company Story, Point?
Motivation of employees
psychological foced that deterine the direction of a person's behavior in an aorganization, a person's level of effort and a person's level of persistence.
direction of a person's behavior
the many possible bbehaviors that a person could engage in
how hard people work
whether when faced with roadblocks and obstacles, people keep trying or give up.
intrinsically motivated behavior
behavior that is performed for its own sake, motivation that comes from doing the job
extrinsically motivated behavior
behavior that is performed to acquire material or social rewards or to avoid punishment, motivated by the consequence
Factors affecting intrinsic and extrinsic motivation
1)personal characteristics
2) nature of the job
3)nature of the org.
anything a person gets from a job or an org.
anything a person contributes to his or her job or org. Outcomes motivate input
expectancy theory
the theory that motivation will be high when workers believe that high levels of effort lead to high performance and that high performance leads to the attainment of desired outcomes
in expectancy theory, a perception about the extent to which effort results in a certain level of performance
a perception about the extent to which performance results in the attainment of outcomes
how desirable each of the outcomes available from a job or organization is to a person
a requirement or necessity for survival and well being
need theories
theories of motivation that focus on what needs people aretringto satisfy at work and what outcomes satisfy those needs
Maslow's hierarchy of needs
an arrangement of five basic needs that, according to Maslow, motivate behavior. Maslow propose dtha t the lowest level of unmet neds is the prime motivator and that only onelevel of needs is motivational at a time.
self actualization needs
the needs to realizes ones full potential as a human being
esteem needs
the needs to feel good about oneself and one's capabilities, to be respected by others, an d to recieve recognition and appreciation
belongingness needs
needs for social interaction, friendship, affection and love
safety needs
needs for security, stability, and a safe environment
physiological needs
basic needs for things such as food, water, and shelter that must be met in order for a person to survive.
Herzberg's motivator-hygiene theory
a need theory that distinguishes between motivator needs and hygiene needs, related to the physical and psychological context in which the work is performed) a nd proposes tha tmotivator needs must be met for motivation and job satisfaction to be high
need for achievement
the extent to which an individual has a strong desire to perform challenging tasks well andto meet personal standards for excellence
need for affiliation
the extenttowhich an individual is concerned about establishing and maining good interpersonal relations, being liked and having other people around them get along with each other
need for power
the extent to which an individual desire to control or influence others
equity theory
a theory of motivation that focuses on people's perceptions of the fairness of their work outcomes relative to their work inputs
the justice, impartiality, and fairness to which all organizational members are entitled.
lack of fairness, outcome/input ratio not equal to a referents
underpayment inequity
the inequity that exists whena person perceives that his or her own outcome/input ratio is less than the ratio of a referent
overpayment inequity
the inequity that exists when a personperceives that his or her ownoutcome/input ratio is greater than the ratio of a referent
goal setting theory
a theory that focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and explainingwhy goals have these effects
learning theories
theories that focus on increasing employee motivation and performance by linking the outcomes that employees recieve to the performance of desired behaviors and the attainment of goals
a relatively permanent change in knowledge or behavior that results from practice or experience
operant conditioning theory
the theory that people learn to perform behaviors that lead to desired consequences andlearnnot to perform behaviors that lead to undesired consequences
positive reinforcement
giving people outcomes they desire when they perform organizationally functional behaviors
negative reinforcement
eliminating or removing undesired outcomes when people perform organizationally functional behaviors
curtailing the performance of dysfunctional behaviors by eliminating whatever is reinforcing them
administering an undesired or negative consequence when dysfunctional behavior occurs
J Crew Example to show what?
Punishment and Positive reinforcement etc
social learning theory
a theory that takes into account how learning and motivation are influenced by people's thoughts and beliefs and their observations of other peoples behaviors
vicarious learning
learning that occurs when the learner becomes motivated to performa behavior by watching another person perform it
self reinforcer
any desired or attractive outcomes or reward that a person gives to himself or herself for good performance
self efficacy
a person's belief about his or her ability to perform a behavior successfully
merit pay plan
a compensationplan that bases pay on performance
employee stock option
a financial instrument that entitles the bearer to buy shares of an org's stock at a certain price during a certain period of time or under certain conditions