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34 Cards in this Set
- Front
- Back
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Ability x motivation x role clarity
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Performance formula
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Prediction of job performance
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What is the ultimate workplace criterion?
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It results from a felt need.
It is goal directed. It sustains behavior in progress. |
Three distinguishing characteristics of motivation
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It triggers behavior compelling a person to action.
It is a driving state that channels behavior into a specific source. It persists until satisfaction or need reduction occurs. |
The nature of motivation is defined by its characteristics
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Environmental stimuli <br>
Internal factors <br> Cognitive factors <br> |
Needs that give rise to drives can be aroused by
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A psychological feature that arouses an individual to action towards a desired goal; that which gives purpose and direction to behavior.
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Need
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A psychological feature that corresponds to a need; a tension that arises from a state of deprivation.
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Drive
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A reason for initiating and performing behavior
Serve as inferences explanations and predictions |
Motive
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The feeling that accompanies being thwarted in attaining ones goals.
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Frustration
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Psychological process that people use to protect against loss of self esteem and other unacceptable thoughts or feelings
May be adaptive depending on: Severity inflexibility Context |
Defense mechanisms
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Recognizing defense mechanisms
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Exercise
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Need
Drive Search to satisfy need Perception of potential ways to satisfy need Goal-directed behavior Satisfaction |
Basic motivation model
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Physiological needs
Safety needs Social needs Esteem needs Self-actualization needs |
Maslow's hierarchy of needs
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Food and water
Shelter Air Sex Clothing |
Physiological needs
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Security
Stability Freedom from fear or threat Avoidance of pain Peace |
Safety needs
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Friendship
Affection Interaction with others Acceptance Group membership |
Social needs
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Self-esteem
Recognition Respect Responsibility Sense of accomplishment |
Esteem needs
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Realization of ones potential
Creativity Independence Self-expression Intellectual curiosity |
Self-actualization needs
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Adequate salary
Comfortable working conditions Free meals Clothing allowance Company housing |
Physiological mtm
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Medical insurance
Guaranteed compensation Retirement plan Safe working conditions Job security |
Safety mtm
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Sponsor athletic teams
Permit informal.group activities Encourage employee interaction Develop professional friendships Hold office parties |
Social mtm
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Promotions
Praise Name in company newspaper Private office Job title |
Esteem mtm
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Opportunities for achievement
Encourage creativity Chance for advancement Autonomy Challenging job |
Self actualization mtm
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Reflects the need for personal fulfillment.
What gives people satisfaction is what they do or how they are utilized. |
Job content
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Related to work or environment setting.
What makes people dissatisfied is the way they are treated. |
Job context
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Achievement
Recognition Work itself Responsibility Advancement and personal growth |
Herzberg's motivators
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Policies and administration
Supervision Relations with supervisor Relations with peers Working conditions Pay |
Herzberg's hygienes
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Motivators and hygienes can overlap.
Poor subject pool. Does not consider individual differences. People naturally blame dissatisfaction on others. |
Issues with Herzberg
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A procedure for collecting incidents having special significance and meeting certain defined criteria.
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Critical Incident Technique
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The belief that effort will lead to a specific outcome.
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Expectancy
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The value or desirability attached to a specific outcome.
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Valence
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The belief that effort will lead to performance.
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Expectancy 1
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(Instrumentality) The belief that performance will lead to a specific outcome.
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Expectancy 2
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M = [(E -> P) x (P -> O)] x V
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Motivation formula
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