I/o Psychology 9 " Employee Motivation"

Front 1

Motivation

Back 1

The force that drives an employee to do well

Front 2

Organizational Citizenship Behaviors (OCBs)

Back 2

Behaviors that are not part of an employees job but which make an organization a better workplace

Front 3

Self-esteem

Back 3

The extent to which a person views him or herself as a valuable and worthy individual

Front 4

Consistency theory

Back 4

Korman's theory that employees will be motivated to perform levels consistent with their levels of self esteem

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Chronic self-esteem

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The positive or negative way in which a person views himself as a whole

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Situational self-esteem

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The positive or negative way in which a person views him or herself in a particular situation

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Socially Influenced self-esteem

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The positive or negative way in which a person views him or herself based on the expectations of others

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Self fulfilling prophecy

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The idea that people behave in way consistent with their self image

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Galatea Effect

Back 9

When high expectations results in high level of performance

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Pygmalion Effect

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The idea that people believed that something is true, they will act in a manner consistent with that belief

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Golem Effect

Back 11

When negative expectations of an individual cause a decrease in that individuals performance

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Intrinsic Motivation

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Work motivation in the absence of such external factors such as pay, promotions and co-workers

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Extrinsic Motivation

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Work motivation that arises from such non personal factors such as pay, promotions and co-workers

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Work Preference Inventory (WPI)

Back 14

A measure of an individual's orientation towards intrinsic versus extrinsic motivation

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Need for achievement

Back 15

Person desires to be successful

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Need for affiliation

Back 16

Person's desires to be around with other people

Front 17

Need for Power

Back 17

Person's desires to be in control with other people

Front 18

Self Regulation

Back 18

A theory that employees can be motivated by monitoring their own progress towards the goals they set and adjusting their Behaviors to reach those goals

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Job characteristics Theory

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The theory proposed by Hackman and Oldham that suggests that certain characteristics of a job will make the job more or less satisfying depending on the particular needs of a worker

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Hierarchy

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A system arranged by ranks

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Basic biological needs

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Concerning survival needs for foods, air, water and the like

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Safety Needs

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Concerning need for security, stability and physical safety

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Social needs

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Concerning the need to interact with other people

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Ego Needs

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Concerning the individual's need for recognition and success

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Self Actualization Needs

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Concerning the need to realize one's potential

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Needs theory

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Employees will be satisfied with jobs that satisfies their needs

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ERG Theory

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The three level of satisfaction: existence, relatedness and growth

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Two factor theory

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There are two factors involved in job satisfaction hygiene factors and motivators

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Hygiene Factors

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Job related elements that result from but do not involved the job itself

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Motivators

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Elements of a job that concern the actual duties performed by the employee

Front 31

Goal Setting

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A method of setting performance in which employees are given specific performance goal to aim for

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Operant Conditioning

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A type of learning based on the idea that humans learn to behave in ways that will result in favorable outcomes and learn not to behave in ways that results in unfavorable outcomes

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Premack Principle

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The idea that reinforcement is relative both within an individual and between individuals

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Reinforcement hierarchy

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A rank ordered list of reinforcers for an individual

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Social Recognition

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A motivation technique using such methods as personal attention, signs of approval and expressions of appreciation

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Pay for performance

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A system in which employees are paid on the basis of how much they individually produce

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Merit Pay

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An incentive plan in which employees receive pay bonuses based on performance appraisal scores

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Gainsharing

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A group incentive system in which employees are paid a bonus based on improvements in group productivity

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Baseline

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The level of productivity before the implementation of a gainsharing plan

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Stock options

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A group incentive method in which employees are given the option of buying stock in the future at the price of stock when the options were granted

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Expectancy Theory

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Vroom's theory that motivation is a function of expectancy, instrumentality and valence

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Internal Locus of Control

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The extent to which people believed that they are responsible for and in control of their success or failure in life

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Equity Theory

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Employees will be satisfied if their ratio of effort to reward is similar to that of other employees

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Inputs

Back 44

The elements that employees put into their jobs

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Outputs

Back 45

What employee gets from their jobs

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Input or Output Ratio

Back 46

The ratio of how much employees believe they put into their jobs to how much they believe they get from their jobs

Front 47

Organizational Justice

Back 47

A theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well