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39 Cards in this Set
- Front
- Back
motivation
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forces within a person that decide the level, direction, and persistence of effort at work
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content theories
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focuses on individual needs that motivate behavior
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process theories
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focus on the thought or cognitive processes that take place within the minds of people
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reinforcement theories
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focus on the means by which the process of controlling an individuals behavior by manipulating its consesequences takes place
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maslows hierarchy of needs
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physiological-safety-social-esteem-self actualization
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higher order needs
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esteem and self actualization
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lower order needs
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physiological safety and social
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ERG theory
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focuses needs into 3 categories. existence, relatedness and growth
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existence needs
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desires for physiological and material well being
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relatedness needs
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desires for satisfying interpersonal relationships
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growth needs
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desires for continued personal growht and development
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need for achievement
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the desire to do better, to achieve
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need for affiliation
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the desire to have warm and friendly relations with other people
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need for power
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the desire to control others and influence their behavior
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Herzbergs 2 factor theory
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identifies job context as the source of job dissatisfaction and job content as the source of job satisfaction
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hygiene factors
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job context, sources of job dissatisfaction
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motivator factors
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job content, the taks that people actually do. sources of job satisfaction
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Adams equity theory
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when people gauge the fairness of their work based on other people, any percieved inequity is a motivating state of mind.
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Vrooms expectancy theory
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argues that work motivation is determined by individual beliefs regarding effort/performance relationships and work outcomes
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expectancy
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the probability that work effort will be followed by performance accomplishment
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instrumentality
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the probability that performance will lead to various work outcomes
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valence
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the value to the individual of various work outcomes
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extrinsic rewards
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given to the person by another person
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intrinsic rewards
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personal satisfaction from accomplishing something
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reinforcement
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consequences as a result of behavior
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classical conditioning
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pavlovs dog. learning through association that involves manipulation of stimuli to influence behavior
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stimulus
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somehing that incites action
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operant conditioning
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the process of controlling behavior by manipulating its consequences
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law of effect
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behavior that has a good outcome will be repeated and a bad outcome will not
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organizational behavior modification
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the systematic reinforcement of a desired behavior and nonreinforcement of unwanted behavior
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positive reinforcement
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positive consequences to continue the good
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law of contingent reinforcement
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for a reward to have a maximum reinforcing value it has to be given only if the action is exhibited
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law of immediate reinforcement
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the faster the reward is given after the action the better it is
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shaping
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the creation of a new behavior by the positive reinforcement of successive approximations to the desired behavior
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continuous reinforcement
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rewards behavior everytime it occurs
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intermittent reinforcement
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rewards behavior only sometimes
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negative reinforcement
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taking away negative consequences when something good happens
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punishment
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negative consequences for bad actions
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extinction
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taking away the reinforcing consequences
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