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19 Cards in this Set
- Front
- Back
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3 facets of motivation
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direction: expend effort or not
intensity: how hard to work persistance: how long to work |
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performance=
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(motivation x ability)- situational contraints
if motiv or ability is 0, then performance is 0 ability increases performance |
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big 5 and indicators of motivation
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openness to exper: no clear trend
consceintiousness: positive rel.with all extraversion: no clear trend agreeableness: no clear trend neuroticism: negative rel. with all |
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Maslows need heirarchy
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5 different needs; lower needs to be met before seeking higher needs
research: no support |
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Herzberg's 2 factor theory
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Hygiene Factors- meeting eliminates dissatisfaction; physical, security
Motivator Factor- results in effort and satisfaction; social, esteem, self-actualization research: no support |
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equity theory
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satisfaction: O/I = O/I
over-reward: O/I > O/I; tension, guilt under-reward: O/I < O/I; tension, resentment |
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expectancy theory
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expectancy: effort--> performance; if i try, can i do it?
instrumentality: performance --> outcomes; if i accomplish something, will i be rewarded? Valence: attractiveness of outcome, do i want the reward? |
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Force=
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Expectancy x (Inst x Valence)
research: consistent support, correlation with job performance = .21 |
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exp. theory
within v between |
within-individuals theory: calculate E, I, V and choose behavior
between-individual theory: correlation- trends |
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reinforcement theory
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types: financial, non-financial (feedback), social
research: reinforcement does work, performance is better; more effective in manufacturing |
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manufacturing types of reinforcement effectiveness
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non-financial alone more effective than financial alone
social alone not effective best: all 3, but not much better than non-financial alone advice: use non-financial alone, cheaper and more effective than financial alone |
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service types of reinforcement effectiveness
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financial and social alone are effective
non-financial is effective but less effective than others best: combo of financial and social advice: use social and non-financial, cheaper and almost as effective as financial alone |
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job characteristics model
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5 dimensions:
skill variety task identity task significance autonomy feedback motivation potential scale = (SV + TI + TS)/3 x autonomy x feedback |
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skill variety, task id, task signficance -->
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meaninfulness of work --> high work motivation
high quality work performance |
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autonomy -->
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responsibilities for outcomes --> high satisfaction with work
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feedbackr ->
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knowledge of work results --> low absenteeism and turnover
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correlations
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job charac. & motivation, r =.50
job charac. & job perfor, r =.20 job charact.& abseentism, r=-.30 |
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goal setting
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s=specific
m=measureable a=attainable r=relevant t=time-bound |
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goal commitment
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increase by making goals public, allowing participants
goal setting has impact on all 3, direction, intensity, participation |
