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31 Cards in this Set
- Front
- Back
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accounts for the level, direction, and persistence of effort expended at work
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motivation
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an unfulfilled physiological, or psychological desire
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need
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are physiological, safety, and social needs in Maslow's heirarchy
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lower-order needs
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are esteem and self-actualization needs in Maslow's heirarchy
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higher-order needs
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is found in job content, such as a sense of achievment, recognition, responsibility, advancement, or personal growth
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satisfier factor
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is found in the job context, such as working conditions, interpersonal relations, organizational policies and salary
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hygiene factor
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the desire to do something better, to solve problems, or to master complex tasks
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need for achievement
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is the desire to control, influence, or be responsible for other people
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need for power
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is the desire to establish and maintain good relations with people
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need for affiliation
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a person's belief that working hard will result in high task performance
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expectancy
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a person's belief that various outcomes will occur as a result of task performance
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instrumentality
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the value a person assigns to work-related outcomes
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valence
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states that behavior followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not
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law of effect
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the control of behavior by manipulating its consequences
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operant conditioning
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strengthens a behavior by making the avoidance of an undesirable consequence contingent on its occurrence
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positive reinforcement
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strengthens a behavior by making the avoidance of an undesirable consequence contingent on its occurrence
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negative reinforcement
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discourages a behavior by making an unpleasant consequence contingent on its occurrence
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punishment
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discourages a behavior by making the removal of a desirable consquence contingent on its occurence
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extinction
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positive reinforcement of successive approximations to the desired behavior
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shaping
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arranging work tasks for individuals and groups
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job design
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employs people in clearly defined and very specialized tasks
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job simplification
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the total mechanization of a job
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automation
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increases task variety by periodically shifting workers between jobs
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job rotation
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increases task variety by combining into one job two or more tasks previously assigned to seperate workers
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job enlargement
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increases job depth by adding work planning and evaluating duties normally performed by the supervisor
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job enrichment
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allows a full time job to be completed in less than five days
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compressed work week
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give employees some choice in daily work hours
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flexible working hours
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splits one job between two people
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job sharing
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involves using IT to work at home or outside the office
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telecommuting
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is temporary employment for less than the standard 40 hour work week
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part time work
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are employed on a part time and temporary basis to supplement a permanent workforce
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contingency workers
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