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32 Cards in this Set
- Front
- Back
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the arousal, direction, and persistence of behavior
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motivation
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the satisfaction received in the proces of performing an action
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intrinsic reward
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a reward given by another person
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extrinsic reward
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a group of theories that emphasize the needs that motivate people
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content theories
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a content theory that proposes that people are motivated by five categories of needs -- physiological, safety, belongingness, esteem and self-actualization -- that exist in a hierarchical order
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hierarchy of needs theory
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a modification of the needs hierarchy theory that proposes three categories of needs: existence, relatedness, and growth
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ERG theory
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the idea that failure to meet a high-order need may cuase a regression to an already satisfied lower-order need
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frustration-regression principle
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factors that involve the presence or absence of job dissatisfiers including working conditions, pay, ocmpany polivies, and interpersonal relationships.
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hygiene factors
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factors that influence job satisfaction based on fulfillment of highevel needs such as achievement, recognition, responsibilty, and opportunity for growth.
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motivators
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a group of theories that explain how employees select behaviors with which to meet their needs and determine whether their choices were successful
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process theories
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a process theory that focuses on individuals' perceptions of how fairly they are treated relative to others
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equity theory
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a situation that exists when the ratio of one person's outcomes to inputs equals that of another's
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equity
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a process theory that proposes that motivation depends on individuals' expectations about their ability to perform tasks and reveive desired rewards
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expectancy theory
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expectancy that putting effort into a given task will lead to high performance
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E -> P expectancy
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expectancy that successful performance of a task will lead to the desired outcome
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P -> O expectancy
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the value or attraction an individual has for an outcome
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valence
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a motivation theory in which specific, challenging goals increase motivation and performance when the goals are accepted by subordinates and these subordinates receive feedback to indicate their progess toward goal achievement
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goal-setting theory
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a motivation theory based on the relationship between a given behavior and its consequences
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reinforcement theory
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the set of techniques by which reinforvement theory is used to modify human behavior
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behavior modification
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the assumption that positively reinforced behavior tends to be repeated, and unreinforced or negatively reinforced behavior tends to be inhibited
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law of effect
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anything that causes a given behavior to be repeated or inhibited
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reinforcement
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the frequency with which and intervals over which reinforcement occurs
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schedule of reinforcement
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a schedule in whcih every occurrence of the desired behavior is reinforced
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continuous reinforcement schedule
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a schedule in which only some occurrenes of the desired behavior are reinforced
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partial reinforcement schedule
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the application of motivational theories to the structure of work for mproving productivity and satisfaction
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job design
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a job design whose purpose is to improve task efficiency by reducing the number of tasks a single person must do
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job simplification
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a job design that systematically moves employees from one job to another to provide them with variety and stimulation
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job rotation
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a job design that combines a series of tasks into one new, broader job to give employees variety and challenge
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job enlargement
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a job design that incorporates achievement, recognition, and other high-level motivators into the work
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job enrichment
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the altering of jobs to increase both the quality of employees' work experience and their productivity
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work redesign
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a model of job design that comprises core job dimensions, critical psychological states, and employee growth-need strength
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job characteristics model
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the delegation of power and authority to subordinates
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empowerment
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