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41 Cards in this Set

  • Front
  • Back
Work Motivation
A set of energetic forces that originate both within and beyond an individual’s being, to initiate work-related behavior, & to determine its form, direction, intensity, & duration

(1) Direction
(2) Intensity
(3) Persistence
Five (5) Critical Concepts in Motivation
(1) Behavior
(2) Performance
(3) Ability
(4) Situational constraints
(5) Motivation
Metaphors that Guide Theories of Motivation
(1) person as machine
(2) person as godlike
(3) person as scientist
(4) person as judge
Maslow's Need Theory
Basic Needs
(1) Physiological
(2) Secure
(3) Love/Social
(4) Esteem
(5) Self-Actualization
Herzberg’s 2 Factor Theory
(1) Hygiene
(2) Motivator
Skinner’s Reinforcement Theory
(1) Stimulus (external)
(2) Response (behavior)
(3) Reward (reinforcement)
Reinforcement Schedules
(1) Continuous rewards
(2) Intermittent rewards
Intrinsic Motivation
Satisfaction associated with a behavior itself

> verbal rewards increase
> tangible rewards decrease intrinsic motivation when expected
> no effect of tangible rewards when unexpected
Extrinsic Motivation
Satisfaction associated with stimuli (rewards) paired with behavior
Lewin’s Field Theory
When deciding how to behave, they take into account different forces that interact with one another

> also known as Group Dynamics
Valences
attraction to a particular force
Expectancy Theory
> VIE Theory

a theory of motivation based on the perceived degree of relationship between how much effort a person expends and the performance resulting from that effort

(1) Job outcomes
(2) Valence
(3) Instrumentality
(4) Expectancy
(5) Force
Job outcomes
things an organization can provide for its employees, such as pay, promotions, and vacation time
Valence
the employee's feelings about the outcomes and are usually defined in terms of attractiveness or anticipated satisfaction

(-10, +10)
Instrumentality
the perceived degree of relationship between performance and outcome attainment

(0, 1)
Expectancy
the perceived relationship between effort and performance

(0, 1)
Force
the amount of effort or pressure within the person to be motivated
Research Designs for Expectancy Theory
(1) Between-subjects
(2) Within-subjects

** stronger validity coefficients for within-subject designs
Based upon Expectancy Theory, employers should...
> provide rewards (positive valence)
> clearly define rules for obtaining rewards (instrumentalities)
> encourage employees to see behavior as under their control (increase expectancy)
Strengths and Weaknesses of Expectancy Theory
STRENGTHS
> broad prediction
> highly predictive in some cases

WEAKNESSES
> assumption of rationality
Goal-Setting Theory
based on assumption that people behave rationally; theory of motivation based on directing one's effort toward the attainment of specific goals that have been set or established
Attributes of Goal-Directed Action
(1) Self-generation: the source of energy is integral to the
organism
(2) Value-significance: the actions not only make possible but
are necessary for an organism’s survival
(3) Goal-causation: the
resulting action is caused by a goal
Goal Commitment
one’s determination to reach a goal
Two (2) Major Functions of Goal
(1) produce motivation
(2) direct behavior
Two (2) Conditions that must be met to establish a goal
(1) Awareness
(2) Acceptance
Two (2) Dimensions of Goal-seeking Behavior
(1) Content
(2) Intensity
Three (3) Factors that Influence Goal Achievement
(1) Specificity
(2) Difficulty
(3) Feedback

** all positively related to performance
> assigned goals are better than self-set (but voice increases goal commitment)
According to GST, goals can be revised...
MORE likely when perceived lack of ability

LESS likely when lack of success attributed to external problems
Strengths and Weaknesses of GST
STRENGTHS
> research supports effect

WEAKNESSES
> most tests involve simple tasks
> difference in perspective on ease of goal
> negative effects of goal setting?
Self-Regulation Theory
also known as Control Theory

(1) Self-monitoring/evaluation in pursuit of goals
(2) Receive feedback (large discrepancies reduce self-efficacy)
(3) Respond to feedback
(4) Evaluating success of behavior

> Related to error management training and emotional labor
Strengths and Weaknesses of Self-Regulation Theory
STRENGTHS
> comprehensive in nature

WEAKNESSES
> highly dependent upon individual differences
Work Design Theory
Work environment is the facilitator of effort
Job Enrichment
process of designing work that enhances individual motivation
Job Characteristics (Work Design Theory)
(1) Skill Variety
(2) Task Identity
(3) Task Significance
(4) Autonomy
(5) Task Feedback
Effect of Job Characteristics on Individual (Work Design Theory)
Positive effects:
> Job performance
> Job satisfaction
>Organizational commitment
> Customer service

Negative effects:
> Higher training costs
> Higher basic skills
> Higher compensable factors
Strengths and Weaknesses of Work Design Theory
STRENGTHS
> prescriptive in nature

WEAKNESSES
> not applicable to all jobs
> subjective nature of job characteristics
Equity Theory
Inputs, Outcomes, & Ratio Comparisons
States of equity & inequity
Goal Orientation Theory
Learning Orientation: striving for mastery [internal]

Performance Orientation: demonstrating adequacy to others [external]
Need for Achievement Theory
Individuals differ in level of this need

Important in goal-directed behavior
Tangible Rewards
Merit-pay, incentive pay, bonuses
Employee stock ownership plans (ESOPs)
Profit-sharing
Fringe benefits
Perquisites
Intangible Rewards
Recognition, awards, & praise
Status symbols
Increased autonomy & freedom