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IBM > CH 16 : Motivation Theory and Practice > Flashcards

CH 16 : Motivation Theory and Practice Flashcards

1
Q

lower order needs

A

physiological, safety, social concern, fokus ke keinginan utk physical dan social well being

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2
Q

higher order needs

A

esteem dan self-actualization concern, fokus ke psychological development and growth

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3
Q

deficit principle

A

keburuhan yang terpuaskan tidak lagi memotivasi perilaku

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4
Q

progression principle

A

kebutuhan dlm satu level tidak mjd aktif hingga next lower level need dlm hierari sdh terpuaskan (step by step)

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5
Q

existence needs

A

keinginan utk psychological dan material well being

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6
Q

relatedness needs

A

keinginan memuaskan interpersonal relationship

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7
Q

growth needs

A

keinginan utk terusan psychological growth dan development

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8
Q

frustration-regression principle

A

kebutuhan yg sdh terpuaskan dpt kembali diaktifkan dan memengaruhi perilaku ketika higher level need tdk dpt dipuaskan

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9
Q

satisfier factor

A

dlm konten pekerjaan spt tgg jawab, peluang kemajuam, personal growth

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10
Q

hygiene factor

A

dalam konteks pekerjaan spt working condition , interpersonal relation, organizational policies

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11
Q

need for achievement

A

keinginan melakukan sst dgn lbh baik/efisien, menyelesaikan masalah atau menguasai pekerjaan kompleks

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12
Q

need for power

A

keinginan mengontrol seseorang, memengaruhi sikap, menjadi bertgg jawab utk mereka

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13
Q

need for personal power

A

ecploitative dan melibatkan manipulation demi personal gratification

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14
Q

need for social power

A

menggunakan power dlm tgg jwb sosial yg mengarah ke tujuan grup

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15
Q

need for affiliation

A

keinginan mendirikan dan menetapkan relasi yg dekat dgn org lain

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16
Q

equity dan social comparison

A

org membandingkan outcome to inputs ratio merka ke outcomes to input ratio org lain

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17
Q

equity dinamics

A

individu melihat bhw dia diperlakukan tdk adil dan termotivasi utk bertindak dlm cara yg mengurangi perceived inequity

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18
Q

over reward inequity

A

individu melihat bhw yg mereka terima lebih dari ap yg adil

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19
Q

under reward inequity

A

reward mereka terima kurang dari yg lain

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20
Q

equity sensitivity

A

org pny preferensi berbeda dlm equity shg pny pandangan beda

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21
Q

benevolent

A

tdk peduli bila under reward, justru tdk nyaman bila di over reward

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22
Q

sensitives

A

pny preference kuat ttg pembagian reward yg adil

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23
Q

entitleds

A

keinginan utk di over reward

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24
Q

expectancy

A

kepercayaan bhw kerja keras akan menghasilkan tingkat kinerja yg diinginkan

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25
Q

instrumentality

A

org percaya bhw successful performance diikuti reward dan work-related outcomes

26
Q

valence

A

nilai yg diberikan ssorg utk penghargaan dan other work related outcomes

27
Q

motivation=

A

expectancy X instrumentality X valence

28
Q

high expectancies

A

memilih capable workers, dilatih dan support dgn baik

29
Q

high instrumentalities

A

menjelaskan bhw reward diterima dr performance, memberi reward dlm performance contingent basis

30
Q

positive valence

A

identifikasi kebutuhan individu, menawarkan reward yg memuaskan kebutuhan

31
Q

goal setting essential

A

task goal dpt memotivasi dgn tinggi jika dibuat dgn benar dan well managed

32
Q

goal setting downside

A

goal yg ditetapkan scr buruk bisa pny downside, mengubah motivasi menjadi performace negatives

33
Q

self efficiacy

A

org percaya kalau dia bisa melakukan pekerjaan

34
Q

enactive mastery

A

ketika ssorg menambah kepercayaan diri melalui pengalaman positf

35
Q

vicarious modeling

A

belajar dgn memerhatikan yg lain

36
Q

verbal persuasion

A

ssorg memberi tau bhw kita bisa atau mendukung

37
Q

emotional arousal

A

diberi energi utk melakukan dgn baik dlm suatu situasi

38
Q

reinforcement theory

A

melihat ke impact dr lingkungan luar

39
Q

the law of effect

A

perilaku diikuti dengan konsekuensi yg menyenangkan yg kemungkinan akan diulang, sedangkan bila konsekuensi tdk maka tdk diulang

40
Q

operant conditioning

A

kontrol perilaku dgn memanipulasi konsekuensi

41
Q

positive reinforcement

A

menguatkan/menambah frekuensi dr desirable behavior

42
Q

negative reinforcement

A

menguatkan/menambah frekuensi dr desirable behavior tapi melalui penghindaran dr konsekuensi yg tdk menyenangkan

43
Q

extinction

A

mengurangi/menghilangkan undesirable behavior tp melalui penghapusan kontigen dari konsekuensi yg menyenangkan

44
Q

shaping

A

positive reinforcement dr successive apporoximation to the desired behavior

45
Q

continuous reinforcement

A

memberi reward setiap desired behavior terjadi

46
Q

intermittent reinforcement

A

member reward perilaku secara periodik

47
Q

law of contingent reinforcement

A

menyatakan bhw reward hny hrs diberikan ketike desired behavior tjd

48
Q

law of immediate reinforcement

A

reward hrs diberikan segera setelah desired behavior tjd

49
Q

job design

A

mengatur work tsks utk individual dan grup

50
Q

job simplification

A

mempekerjakan org dlm tugas yg ditentukan dgn jelas dan terspesialisasi

51
Q

job rotation

A

meningkatkan variasi tugas dgn berpindah scr berkala

52
Q

job enlargement

A

menggabungkan2 tugas atau lebih menjadi satu, bentuk dr horizontal loading

53
Q

job enrichment

A

menambah perencanaan kerja dan mengevaluasi tugas yg biasa dilakukan supervisor bentuk dari vertical loading

54
Q

skill variety

A

pekerjaan butuh variasi dari aktivitas berbeda utk menjalankan tugas

55
Q

task identity

A

pekerjaan butuh penyelesaian scr keseluruhan

56
Q

task significance

A

pekerjaan pny impact dalam kehidupan/pekerjaan org lain di luar organisasi

57
Q

autonomy

A

pekerjaan memberikan individual freedom, independence, kebijaksanaan dlm mengatur jadwal kerja

58
Q

feedback from the job itself

A

pekerjaan dibutuhkan job result dan memperoleh info jelas ttg job performance mereka

59
Q

compressed workweek

A

jadwal kerja yg memungkinkan full time job diselesaikan krg dr wkt 5 hari

60
Q

job sharing

A

memecah 1 pekerjaan mjd 2 org

61
Q

contingency and part-time work

A

dipekerjakan scr paruh wkt dan sementara utk menambah tenaga kerja tetap

IBM (5 decks)

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