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19 Cards in this Set
- Front
- Back
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motivation
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-willingness to do something
-conditioned by this action's ability to satisfy some need for individual |
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need
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physiological or psychological deficiency that makes certain outcomes attractive
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Maslow's Hierarchy of Needs Theory
there are five |
1)Physiological Needs- hunger, thirst, shelter, sex
2)safety needs 3)social needs- sense of belonging, acceptance, friendship 4)esteem needs- internal factors (self-respect) and external factors( status, recognition, attention 5)self-actualization need- achieving one's potential |
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Douglas McGregor
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proposed two distinct views of humans
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theory x
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Negative View
- dislike work - feel threatened -avoid responsibility -seek direction when possible - job security more important -low order of needs |
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Theory Y
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- Positive view
-see work as natural - exercise self-direction/control - average person can learn to accept and seek responsibility - ability is not sole province of management -high order of needs |
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Herzberg's two factor theory
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motivation-hygiene
-job satisfaction separate and distinct from job dissatisfaction |
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hygiene factors affect
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quality of supervision
pay company policies physical working positions job security Job Dissatisfaction |
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motivational factors affect
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promotional opportunities
opportunities for personal growth recognition responsibility Job Satisfaction achievement |
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McClelland's Theory of Needs
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1)need for achievement
2)need for power- make others behave 3)need for affiliation-desire for close interpersonal relationship |
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Goal Setting Theory
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intentions, expressed as goals, major source of work motivation
- work harder when they think goal is desirable |
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Reinforcement Theory
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- behavioristic approach, argues that reinforcement conditions behavior
-link consequences to desired behavior |
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job design theory
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way the elements of a job are organized can act to increase or decrease effort
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Job characteristics model (JCM)
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1) skill variety
2) task identity-completion of work 3) task significance-impact on lives 4) autonomy- provides freedom and independence 5) feedback- one receives info about performance |
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Motivational Potential score (MPS)
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(Skill Variety+Task Identity+Task Significance)/3*Autonomy* Feedback
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Social Information Processing Model
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fact that people respond to their jobs ad they perceive them rather than to the objective jobs themselves
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Equity Theory
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employees compare what they put into work against what they receive
-compare input-output ratio with others -others vs. system vs self |
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Expectancy Theory
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most comprehensive explanation of employee motivation
-way ppl act contingent upon expected results of action -attractiveness, performance-reward, effort-performance |
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inequity from ratios
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1) distort either their own or others
2) behave in a way to induce others to change 3) Behave in a way to change their own inputs 4) choose a different comparison 5) quit job |
