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20 Cards in this Set
- Front
- Back
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MOTIVATION
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A set of energetic forces that originate both within and outside an employee, initi-ate work- related effort, and determine its direction, intensity, and persistence.
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EXPECTANCY THEORY .
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A theory that 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.
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SELF- EFFICACY
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The belief that a person has the capabilities needed to exe-cute the behaviors required for task success.
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INSTRUMENTALITY
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The belief that successful performance will result in some outcome( s).
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VALENCE
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The antici-pated value of the out-comes associated with performance.
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NEEDS
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Cognitive group-ings 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 contin-gency 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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MEANING OF MONEY
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The degree to which people view money as having symbolic, not just economic, value.
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GOAL- SETTING THEORY
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A theory that views specific and difficult goals as the primary drivers of the intensity and persistence of effort.
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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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A theory that suggests that motivation and performance depend on how one’s own ratio of outcomes to inputs compares to the ratio of a comparison other.
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EQUITY DISTRESS
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An internal tension that can only be alleviated by restor-ing balance to the outcome/ input ratio.
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PSYCHOLOGICAL EMPOWERMENT
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An energy rooted in the belief that work tasks contribute to some larger purpose.
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MEANINGFULNESS
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The value of a work goal or pur-pose relative to a person’s own ideals and passions.
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Models of psychological empowerment argue that a similar set of concepts can make work tasks intrinsically motivating. Four concepts are particul-arly important:
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meaningfulness, self-determination, competence, and impact.
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SELF- DETERMINATION .
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A sense of choice in the initiation and continuation of work tasks
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COMPETENCE
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A person’s belief in his or her capability to perform work tasks successfully.
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IMPACT
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The sense that a person’s actions “ make a difference.”
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