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23 Cards in this Set
- Front
- Back
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motivation
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conditions responsible for variations in intensity, persistence, quality, and direction of ongoing behavior
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motivation and predicting performance
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basic model for considering role of motivation in performance:
performance = motivation * ability - situational constraints |
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work motivation
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set of psych. processes that govern direction, intensity, and persistence of actions that are not due solely to environmental demands that coerce or force action
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person as a machine
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suggests that people's behaviors and actions are reflexive and involuntary and are performed without conscious awareness
automatic response by person, who responds to needs and drives, and ext. stimuli by reinforcement 1930 - 1960s |
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person as godlike
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people are perfectly rational and intentional rather than automatic or reflexive
1950s and 1960s |
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person as scientist
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people are active information gatherers and analysts who seek knowledge and understanding to master their environment
1960-1990 |
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person as judge
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person seeks info. about extent to which person and others are received to be responsible for negative events; looks for evidence of intention in the actions of others and considers those intentions in choosing a course of action
1990 - now |
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why motivation is difficult to study
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guesses:
intrinsic, no measurable, no generic way to motivate a person, differs among people |
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need heirarchy theory
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created by Abraham Maslow
proposed that all people have a basic set of needs and that they express themselves over the life of the person as pushes or drives; 5 basic needs: 1.physiological: basic needs of the body (ex: water and sleep) 2. security: need which an person has to produce a secure environment free of threats 3. love/social: interpersonal; fill desire to be accepted by others 4. esteem: being respected for various reasons 5. self-actualization: desire on the individual to develop capabilities to the fullest research so far is not supportive; the more a need was met, the more important it becam |
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equity theory
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created by Adams (1965)
suggests that people look at the world is terms of comparisons; less tension between equals how to restore equity: change the other person, change your ratio thought to be a part of justice and fairness perceptions |
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VIE/expectancy theory
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mainly assosciated with Vroom (1964)
assumes that people rationally estimate the attractiveness and unattractiveness of different outcomes (valence),prob. that performance will lead to certain outcome or rewards (instrumentality), prob. that effort will lead to performance (expectancy) choice = function (valence, instrumentality, expectancy) ignores noncognitive items; more research has been done on b/t individuals theory than w/in individuals theory - which is what Vroom proposed orinnally |
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valence
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to what extent do i value other outcomes and will that combine to form a result that i can characterize as good or bad?
strength of a person's preference |
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instrumentality
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is the outcome likely to yield other outcomes?
relationship b/t performance and attainment of an outcome |
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expectancy
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is the action likely to lead to the desired outcome?
belief that certain behavior will lead to a certain outcome |
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behavioal learning theories
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B.F. Skinner
behavior is defined as a function of a stimulus, response , and reward (no cognition) |
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contingent rewards
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system in which rewards depend on a certain response
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schedule of enforcement
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frequency and timing of a reward depend on a certain response
intermittent schedule is most effective |
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goal setting theories
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proposed by Locke and Latham
goal = motivational force; people who set specific goals perform better than those who do or just try to do their best; goals direct attention and action (direction), mobilize energy or effort (effort/intensity); prolong effort (persistence); motivate the person to develop strategies for attainment (strategy) |
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4 mechanisms by which goals are proposed to influence performance
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direction
effort/intensity persistence strategy |
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situational conditions surrounding goal setting
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should goals be related to quality or quantity?
related to process or outcomes? how should goals be set? how difficult is a certain goal? should rewards be contingent on accomplishment? personal or group goals? |
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action/rubicon theory
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proposed by german psychologists gollwitzer, frese, and sabini
broad consideration of role of intention in motivated behavior as well as the connection between intention and action |
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goal intention
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"I intend to achieve X"
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implementation intention
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"I intend to initiate goal-directed behavior X when i encounter situation Y"
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