Chapter 12 Key Terms (EXAM 3)
The key terms highlighted in yellow from the book.
36 Cards in this Set
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motivation
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may be defined as the psychological processes that arouse and direct goal-directed behavior
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extrinsic reward
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is the payoff, such as money, that a person receives from others for performing a particular task.
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intrinsic reward
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is the satisfaction, such as a feeling of accomplishment, that a person receives from performing the particular task itself
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content perspectives
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also known as need-based perspectives, are theories that emphasize the needs that motivate people.
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needs
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are defined as physiological or psychological deficiencies that arouse behavior
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hierarchy of needs theory
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which proposed that people are motivated by five levels of needs
1 physiological
2 safety
3 love
4 esteem
and
5 self actualization
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ERG theory
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assumes that three basic needs influence behavior - existence, relatedness, and growth
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acquired needs theory
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which states that three needs - achievement, affiliation, and power - are major motives determining people's behavior in the workplace
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two-factor theory
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which proposed that work satisfaction and dissatisfaction arise form two different factors - work satisfaction from motivating factors and work dissatisfaction from hygiene factors.
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hygiene factors
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are factors associated with job dissatisfaction - such as salary, working conditions, interpersonal relationships, and company policy
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motivating factors (aka motivators)
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or simply motivators, are factors associated with job satisfaction - such as achievement, recognition, responsibility, and advancement - all of which affect the job content or the rewards of work performance.
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process perspectives
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are concerned with the thought processes by which people decide how to act
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equity theory
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focuses on employee perceptions as to how fairly they think they are being related compared with others
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expectancy theory
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suggests that people are motivated by two things
1 how much they want something
2 how likely they think they are to get it
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expectancy
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is the belief that a particular level of effort will leas to a particular level of performance
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instrumentaility
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is the expectation that successful performance of the task will lead to the outcome desired
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valence
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is value, the importance a worker assigns to the possible outcome or reward
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goal setting theory
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suggests that employees can be motivated by goals that are specific and challenging but achievable.
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job design is
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1 the division of an organization's work among its employees and
2 the application of motivational theories to jobs to increase satisfaction and performance
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job simplification
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the process of reducing the number of tasks a worker performs
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job enlargement
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consists of increasing the number of tasks in a job to increase variety and motivation
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job enrichment
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consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement.
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job characteristics model
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consists of
a) five core job characteristics that affect
b) three critical psychological states of an employee that in turn affect
c)work outcomes - the employee's motivation, performance, and satisfaction
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reinforcement
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is anything that causes a given behavior to be repeated or inhibited
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positive reinforcement
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is the use of positive consequences to strengthen a particular behavior
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negative reinforcement
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is the process of strengthening a behavior by withdrawing something negative
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extinction
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is the weakening of behavior by ignoring it or making sure it is not reinforced
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punishment
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is the process of weakening behavior by presenting something negative or withdrawing something positive
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pay for performance
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bases pay on one's results
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piece rate
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in which employees are paid according to how much output they produce
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sales commission
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in which sales representatives are paid a percentage of the earnings the company made form their sales
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bonuses
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are cash rewards given to employees who achieve specific performance objectives
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profit sharing
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is the distribution to employees of a percentage of the company's profits
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gainsharing
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is the distriubution of savings or gains to groups of employees who reduced costs and increased measurable productivity
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stock options
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certain employees are given the right to buy stock at a future date at a discounted price
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pay for knowledge
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ties employee pay to the number of job-relevant skills or academic degrees they earn.
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MGT 300: EXAM 1