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33 Cards in this Set

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the psychological processes that arouse and direct goal-directed behavior

extrinsic rewards

payoff a person receives from others for performing a particular task

intrinsic rewards

satisfaction a person receives from performing the particular task itself

you want to motivate people to:

join the organization, stay with the organization, show up for work, be engaged

content perspectives

theories that emphasize the needs that motivate people


physiological or psychological deficiencies that arouse behavior

hierarchy of needs triangle

physiological, safety, love, esteem, self-actualization

ERG theory

assumes that three basic needs influence behavior-existence, relatedness, and growth

existence needs

desire for physiological and material well-being

relatedness needs

desire to have meaningful relationships with people who are significant to us

growth needs

desire to grow as human beings and to use our abilities to their fullest potential

acquired needs theory

states that three needs- achievement, affiliation, and power- are major motives determine peoples behavior in workplace

need for achievement

desire to achieve excellence in challenging tasks

needs for affiliation

desire for friendly and warm relations with other people

need for power

desire to be responsible for or control other people

Two-Factor Theory

proposed that work satisfaction and dissatisfaction arise from two different factors- work satisfaction from so-called motivating factors and work dissatisfaction from so-called hygiene factors.

hygiene factors

factors associated with job dissatisfaction which affect the job context in which people work

motivating factors

factors associated with job satisfaction which affect the job content or the rewards of work performance

equity theory

focuses on employee perceptions as to how fairly they think they are being treated compared to others. Inputs, outputs, comparison.

expectancy theory

suggests that people are motivated by two things: how much they want something and how likely they think they are to get it


belief that a particular level of effort will lead to a particular level of performance


expectation that successful performance of the task will lead to the desired outcome


the value a worker assigns to an outcome

goal-setting theory

goals should be specific, challenging, linked to action plans, be effective, enhances goal attainment

job design

division of an organizations work among its employees and the application of motivational theories to jobs to increase satisfaction and performance.

reinforcement theory

attempts to explain behavior change by suffusing that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated.

positive reinforcement

use of positive consequences to encourage disable behavior

negative reinforcement

process of strengthening a behavior by withdrawing something negative

types of reinforcement

extinction, punishment, positive and negative reinforcement.


weakening of behavior by ignoring it or making sure it is not reinforced.


process of weakening behavior by presenting something negative or withdrawing something positive

popular incentive compensation plans

piece rate, sales commission, bonuses, gainsharing, stock options.

non monetary ways of motivating

flexible workplace, thoughtfulness, work-life benefits, surroundings