Chapter 5

Question 1

Motivation

Answer 1

The extent to which persistent effort is directed toward a goal

Question 2

Effort (in motivation)

Answer 2

The strength of a person’s work-related behaviours

Question 3

Persistence (in motivation)

Answer 3

Consistent application of effort over time

Question 4

Direction (in motivation)

Answer 4

The application of effort towards an end that matches the organization’s goals

Question 5

Intrinsic Motivation

Answer 5

Motivation that stems from the direct relationship between the worker and the task; it is usually self-applied

Question 6

Extrinsic Motivation

Answer 6

Motivation that stems from the work environment external to the task; it is usually applied by others

Question 7

Performance

Answer 7

The extent to which an organizational member contributes to achieving the objectives of the organization

Question 8

General Cognitive Ability

Answer 8

A person’s basic information-processing capacities and cognitive resources

Question 9

Emotional Intelligence (EI)

Answer 9

The ability to understand and manage one’s own and other’s feelings and emotions

Question 10

The four branch model of Emotional Intelligence (EI)

Answer 10

1. Perceiving emotions accurately in oneself and others
2. Using emotions to facilitate thinking
3. Understanding emotions, emotional language, and the signals conveyed by emotions
4. Managing emotions so as to attain specific goals

Question 11

Need theories

Answer 11

Motivation theories that specify the kinds of needs people have and the conditions under which they will be motivated to satisfy the needs in a way that contributes to performance

Question 12

Maslow’s hierarchy of needs

Answer 12

A five-level hierarchical need theory of motivation that specifies that the lowest-level unsatisfied need has the greatest motivating potential.

1. Physiological needs (food, water, shelter, oxygen, etc.)
2. Safety needs (security, stability, freedom from anxiety, etc.)
3. Belongingness needs (social interaction, friendship, love, affection, company of other humans, etc.)
4. Esteem needs (feelings of adaquacy, competence, independence…)
5. Self-actualization needs (developing one’s potential to the fullest extent, being the best person that they can be)

Question 13

Alderfer’s ERG theory

Answer 13

A three level hierarchical need theory of motivation (existence, relatedness, growth) that allows for movement up and down the hierarchy

1. Existence needs (food, water, pay, safe working conditions)
2. Relatedness needs (open communication, exchange of thoughts and feelings)
3. Growth needs (strong personal achievement in the work setting)

Major premises:

1. The more lower-level needs are satisfied, the more higher-level need satisfaction is desired
2. The less higher-level needs are gratified, the more lower-level need satisfaction is desired

Question 14

McClelland’s theory of needs

Answer 14

A non-hierarchical need theory of motivation that outlines the conditions under which certain needs result in particular patterns of motivation

Need for achievement, affiliation and power

Question 15

Need for achievement (n Ach)

[bless you]

Answer 15

A strong desire to perform challenging tasks well

Those high in n Ach prefer:

• Situations where personal responsibility can be responsible for outcomes
• Tendency to set moderately difficult goals that provide for calculated risks
• Desire for performance feedback

Question 16

Need for affiliation (n Aff)

[half of what?]

Answer 16

A strong desire to establish and maintain friendly, compatible interpersonal relationships

Question 17

Need for power (n Pow)

[comic book much?]

Answer 17

A strong desire to influence others, making a significant impact or impression

Question 18

Self-determination theory (SDT)

Answer 18

A theory of motivation that considers whether people’s motivation is autonomous or controlled.

Basic premise: competency, autonomy, and relatedness influence motivation

Question 19

Autonomous motivation (SDT)

Answer 19

Self-motivation or intrinsic motivation that occurs when people feel they are in control of their motivation

Question 20

Controlled motivation (SDT)

Answer 20

Motivation that is externally controlled, such as when one is motivated to obtain a desired consequence or external reward

Question 21

Autonomy support

Answer 21

Providing employees with choice and encouragement for personal initiative

Question 22

Process theories

Answer 22

Motivation theories that specify the details of how motivation occurs

Question 23

Expectancy theory

Answer 23

A process theory that states that motivation is determined by the outcomes that people expect to occur as a result of their actions on the job

Question 24

Outcomes

Answer 24

Consequences that follow work behaviour

Question 25

Instrumentality

Answer 25

The probability that a first-level outcome will be followed by a particular second-level outcome

Question 26

Valence

Answer 26

The expected value of work outcomes; the extent to which they are attractive or unattractive

Question 27

Expectancy

Answer 27

The probability that a particular first-level outcome can be achieved

Question 28

Force

Answer 28

The effort directed toward a first-level outcome

Question 29

Equity theory

Answer 29

A process theory which states that motivation stems from a comparison of the inputs one invests in a job and the outcomes one receives in comparison with the inputs and outcomes of another person or group

Question 30

Goal

Answer 30

The object or aim of an action

Question 31

Goal setting theory

Answer 31

A process theory that states that goals are motivational when they are specific and challenging, when organizational members are committed to them, and when feedback about progress toward goal achievement is provided

Question 32

Goal orientation

Answer 32

An individual’s goal preferences in achievement situations

Question 33

Learning goal orientation

Answer 33

A preference to learn new things and develop competence in an activity by acquiring new skills and mastering new situations

Question 34

Performance-prove goal orientation

Answer 34

A preference to obtain favourable judgments about the outcome of one’s performance

Question 35

Performance-avoid goal orientation

Answer 35

A preference to avoid negative judgments about the outcome of one’s performance

Question 36

Distant goal

Answer 36

Long-term or end goal

Question 37

Proximal goal

Answer 37

Short term goal or sub-goal