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39 Cards in this Set

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