Ch 7

Question 1

motivation

Answer 1

The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

Question 2

hierarchy of needs

Answer 2

Abraham Maslow’s hierarchy of five needs-physiological, safety, social, esteem, and self-actualization-in which, as each need is substantially satisfied, the next need becomes dominant.

Question 3

two-factor theory

Answer 3

A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. Also called motivation-hygiene theory.

Question 4

hygiene factors

Answer 4

Factors-such as company policy and administration, supervision, and salary-that, when adequate in a job, placate workers. when these factors are adequate, poeple will not be dissatisfied.

Question 5

Hierarchy of needs are:

Answer 5

Physiological, safety-security, social-belongingness, esteem, and self actualization.

Question 6

Mcclelland’s theory of needs

Answer 6

A theory that states achievement, power, and affiliation are three important needs that help explain motivation.

Question 7

need for achievement

Answer 7

The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed.

Question 8

need for power

Answer 8

The need to make others behave in a way in which they would not have behaved otherwise.

Question 9

need for affiliation

Answer 9

The desire for friendly and close interpersonal relationships.

Question 10

self-determination theory

Answer 10

A theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation.

Question 11

cognitive evaluation theory

Answer 11

A version of self-determination theory that holds that allocating extrinsic rewards for behavior that tends to decrease the overall level of motivation if the rewards are seen as controlling .

Question 12

self-concordance

Answer 12

The degree to which people’s reasons for pursuing goals are consistent with their interests and core values.

Question 13

goal-setting theory

Answer 13

A theory that says that specific and difficult goals, with feedback, lead to higher performance.

Question 14

promotion focus

Answer 14

A self-regulation strategy that involves striving for goals through advancement and accomplishment.

Question 15

prevention focus

Answer 15

A self-regulation strategy that involves striving for goals by fulfilling duties and obligations.

Question 16

Management by objectives

Answer 16

A program that encompasses specific goals, participatively set, for and explicit time period, with feedback on goal progress.

Question 17

self-efficacy theory

Answer 17

An individual’s belief that he or she is capable of performing a task.

Question 18

reinforcement theory

Answer 18

A theory that says that behavior is a function of its consequences.

Question 19

behaviorism

Answer 19

A theory that argues that behavior follows stimuli in a relatively unthinking manner.

Question 20

social-learning theory

Answer 20

The view that we can learn through both observation and direct experience.

Question 21

equity theory

Answer 21

A theory that says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.

Question 22

organizational justice

Answer 22

An overall perception of what is fair in the workplace, composed of distributive, procedural, informational, and interpersonal justice.

Question 23

distributive justice

Answer 23

Perceived fairness of the amount and allocation of rewards among individuals.

Question 24

procedural justice

Answer 24

The perceived fairness of the process used to determine the distribution of rewards.

Question 25

informational justice

Answer 25

The degree to which employees are provided thruthful explanations for decisions

Question 26

interpersonal justice

Answer 26

The degree to which employees are treated with dignity and respect.

Question 27

expectancy theory

Answer 27

A theory that says that the strength of a tendency to act in a certain way depends on the strength of and expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.

Question 28

job engagement

Answer 28

The investment of an employee’s physical, cognitive, and emotional energies into job performance.