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29 Cards in this Set
- Front
- Back
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motivation
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a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity and persistence.
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expectancy theory
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describes the cognitive process that employees go through to make choices among different voluntary responses.
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expectancy
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the belief that exerting a high level of effort will result in the successful performance of some task. its a subjective probability ranging from 0 to 1
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self-efficacy
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one of the most critical factors that shape our expectancy.
its defined as the belief that a person has the capabilities needed to execute the behaviors required for task success. |
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past accomplishments
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the degree to which they have succeeded or failed in similar sorts of task in the past
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vicarious experiences
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their observations and discussions with others who have performed such tasks
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verbal persuasion
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friends, coworkers or leaders can persuade employees that they can "get the job done"
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emotional cues
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feelings of fears or anxiety can create doubts about task accomplishment, whereas pride and enthusiasm can bolster confidence levels.
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instrumentality
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represents the belief that successful performance will result in some outcomes. its a set of subjective probabilities ranging from 0-1
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valence
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reflects the anticipated value of the outcomes associated with performance. it can be positive or negative
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needs
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defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences
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extrinsic motivation
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motivation that is controlled by some contingency that depends on task performance
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intrinsic motivation
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motivation that is felt when task performance serves as its own reward
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goal setting theory
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views goals as the primary drivers of the intensity and persistence of effort
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goals
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are defined as the objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specified time limit
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self-set goals
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the internalized goals that people use to monitor their own task progress
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task strategies
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learning plans and problem-solving approaches used to achieve successful performance
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feedback
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which consists of updates on employee progress toward goal attainment
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task complexity
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reflects how complicated the information and actions involved in a task are, as well as how much the task changes
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goal commitment
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the degree to which a person accepts a goal and is determined to try to reach it
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equity theory
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acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people
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comparison other
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some person who seems to provide an intuitive frame of reference for judging equity
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equity distress
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an internal tension that can only be alleviated by restoring balance to the ratios. it is triggered by any imbalance in ratios
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cognitive distortion
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allows you to restore balance mentally, without altering your behavior in any way
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psychological empowerment
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reflects an energy rooted in the belief that work tasks contribute to some larger purpose. it represents a form of intrinsic motivation
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meaningfulness
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captures the value of a work goal or purpose, relative to a person;s own ideals and passions
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self-determination
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reflects a sense of choice in the initiation and continuation of work tasks.
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competence
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captures a person's belief in his or her capability to perform work tasks successfully
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impact
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reflects the sense that a person's actions "makes a difference" -- that progress is being made toward fulfilling some important purpose
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