Ch 9 Motivation Flashcards
Motivation
Force that drives an employee to do well
Organizational citizenship behaviors (OCBs)
Behaviors that are not part of an employee’s job but which make the organization a better place to work (e.g. Helping others, staying late).
Self-esteem
Extent to which person views him or herself as a valuable and worthy individual.
Consistency Theory
Korman’s theory that employees will be motivated to perform at levels consistent with their levels is self-esteem
Chronic self-esteem
The positive or negative way in which a person views himself or herself as a whole.
socially influenced self-esteem
The positive or negative way in which a person views him or herself based on expectations of others.
Self-fulfilling prophecy
Idea that people behave in ways consistent with their self image
Galatea effect
When high self expectations result in higher levels of performance
Pygmalion effect
The idea that if people believe something is true, they will act in a manner consistent with that belief.
Golem effect
When negative expectations of an individual cause a decrease in that individuals performance
Intrinsically motivated
Seek to perform well because they either enjoy performing actually task or enjoy challenge of successfully completing task.
Extrinsic motivation
Motivated to perform well to receive some type of reward or avoid negative consequences.
Work Preference Inventory (WPI)
Measure of individuals orientation toward intrinsic versus extrinsic motivation. 2 dimensions of intrinsic (enjoyment, challenges) and 2 measures of extrinsic (compensation, outward orientation)
Need for achievement
Motivated by jobs that are challenging and over which they have some control, whereas employees who have minimal achievement needs are more satisfied when jobs involve little challenge and have high probability of success.
Need for affiliation
Motivated by jobs in which they can work with and help other people
Need for power
Motivated by a desire to influence others rather than simply to be successful.
Self regulation
A persons ability to select, set, and modify goals to adapt to changing conditions. 4 step process
1- choose goals and set levels for each goal
2- plan how accomplish each goal
3- take action toward accomplishing goals
4- evaluate progress toward attainment and either maintain, revise, or abandon goal
Job characteristics Theory
Employees desire jobs that are meaningful, provide them with opportunity to be personally responsible for outcome of their work (autonomy), and provide them with feedback.
Jobs will have motivation potential if there is skill variety, task identification, and task significance.
Maslows Needs Hierarchy
Basic Biological needs Safety needs Social needs Ego needs Self Actualization needs
Needs Theory
A Theory based in idea that employees will be satisfied with jobs that satisfy their needs.
ERG Theory
Aldefer’s needs Theory, which describes three levels of satisfaction: existence, relatedness, and growth.
Two Factor Theory
Herzberg’s needs Theory, postulating that there are two factors involved in job satisfaction: hygiene factors and motivators.
Hygiene Factors
Job-related elements that result from but do not involve job itself.
Motivators
In Herzberg’s two-factor Theory, elements of a job that concern the actual duties performed by employee.
