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23 Cards in this Set
- Front
- Back
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Motivation
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The processes that account for an individual's"
Direction Intensity Persistence toward attaining a goal. |
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Hierarchy of Needs
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By Abraham Maslow
Physiological - hunger, thirst, shelter, sex Safety - sexurity and protection from physical and emotional harm Social - Affection, belongingness, acceptance, and friendship Esteem - internal factors such as self respect, autonomy, and achievement, and external factors such as status, recognition, and attention. Self-Actualization - drive to become what we are capable of becoming; includes growth, achieving our potential, and self-fulfillment |
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Theory X
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The assumption that employees dislike work. are lazy, dislike responsibility, and ,ust be coerced to perform.
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Theory Y
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The assumption that employees like to work, are creative, seek responsibility, and can exercise self-direction.
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Two-factor Theory
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a theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. Also called Motivation-hygiene theory.
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hygiene factors
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factors--such as company policy and administration, supervision, and salary--that, when adequate in a job, placate workers. when these factors are adequate, people will not be dissatisfied.
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McClelland's theory of needs
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A theory that states achievement, power, and affiliation are three important needs that help explain motivation
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McClelland's
need for achievement (nAch) |
The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed.
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McClelland'sNeed for power (nPow)
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The need to make others behave in a way in which they would not have behaved otherwise
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McClelland's
need for affiliation (nAff) |
The desire for friendly and close interpersonal relationships
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self-determination theory
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s theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation
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cognitive-evaluation theory
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a version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding leads to decrease in overall level of motivation if the rewards are seen as controlling.
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self-concordance
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the degree to which peoples' reasons for pursuing goals are consistent with their interests are core values.
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goal-setting theory
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a theory that says that specific and difficult goals, with feedback, lead to higher performance.
works internally within an individual. VS REINFORCEMENT THEORY |
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Management by objectives (MBO)
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a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress
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self-efficacy theory
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self-efficacy: an individual's belief that he or she is capable of performing a task.
Theory: the higher an individual's self-efficacy, the more confidence he has in his ability to succeed |
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to increase self-efficacy:
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1. enactive mastery - gaining relevant experience with the task or job
2. vicarious modeling - becoming more confident because you've seen someone else perform the task 3. verbal persuasion - becoming more confident because someone convinces you that you have the skills necessary to be successful. 4. Arousal - leads to an energized state, which drives a person to complete a task. |
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behaviorism
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a theory that argues that behavior follows stimuli in a relatively unthinking manner.
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social-learning theory
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the view that we can learn through both observation and direct experience
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ERG Theory (Clayton Alderfer)
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Three groups of core needs:
1. Existence - Provision of basic material requirements 2. Relatedness - desire for relationships 3. Growth - Desire for personal development more than 1 can be operative. if higher-level need cannot be fulfilled, lower-level need increases |
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reinforcement theory
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A theory that says behavior is a function of its consequences.
reinforcement conditions behavior. controlled by external influences (reinforcers with consequences that increase the probability of repeated behavior) CONVERSE WITH GOAL-SETTING THEORY |
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equity theory
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a theory that says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.
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expectancy theory
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theory that says that the strength of a tendency to act in a certain way depends on that strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to that individual.
employees will be motivated to exert a high level of effort when they believe it will lead to a good performance appraisal; that a good appraisal will lead to organizational rewards such as bonuses, salary increases, or promotions; and that the rewards will satisfy the employees personal goals |
