Chapter 5- Foundations Of Employee Flashcards
Individual’s emotion and cognitive motivation, particularly a focused, intense, persistent, and purposive effort towards work related goals.
-described as an emotional involvement in, commitment to, and satisfaction within the work.
Employee engagement
A motivation theory of needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one becomes gratified.
Maslow’s needs hierarchy theory
MASLOW’s NEED HIERARCHY THEORY diagram
Physiological Safety Belongingness/love Esteem Self-actualization
- food, water, sleep, shelter
- stability and security
- need for interaction and affection from others
- need for self-esteem/status
= need for self-fulfilment, realization of one’s potential.
A theory that explains employee behaviour in terms of the antecedent condition and consequences of that behaviour.
Organizational behaviour modification
A theory that explains how learning and motivation occur by observing and modelling others as well as by anticipating the consequences of our behaviour.
Social cognitive theory
Reinforcement that occur when an employee has control over a reinforcer but doesn’t ‘take’ it until completing a self-set goal.
Self-reinforcement
The process of motivating employees and clarifying their roles perception by establishing performance objectives.
Goal setting
A goal-setting and reward system that translate the organization’s vision and mission into specific, measurable performance goals related to financial, costumer, internal, and learning/growth process.
Balance scorecard
A positive organizational behaviour approach to coaching and feedback that focuses on building and leveraging the employee’s strengths rather than trying to correct his or her weaknesses.
Strengths-based coaching
Information about an employee’s performance collected from full circle of people, including subordinates, peers, supervision, and costumers.
Multi source feedback
Forces within a person that affect the direction, intensity and persistent of their voluntary behaviour. It is exerted effort for a certain amount of time towards a particular goal. It is simply the desire to do something. It involves the biological, emotional, social and cognitive forces that activate behaviour.
Motivation
Motivation that arises from the outside of the individual and often involve rewards such as trophies, money, and social recognition or praise.
-motivator in which help students feel more competent in the classroom.
Extrinsic motivation
Motivation that arises from within the individuals. Students who are motivated learners tackle assigned task willingly and are eager to learn classroom materials, more likely to process information in effective ways, and more likely to achieve at high level.
Intrinsic motivation
What drives employee engagement?
- Goal setting
- Employee involvement
- Organizational justice
- communication
- Employee development opportunities
- Sufficient resources
Behavioural modification
- Antecedents
- Behaviour
- Consequences
- what happens before the behaviour
- what the person says or does
- what happens after the behaviour
Theory that needs are shape, amplified, or suppress through self-concept, social norms, and past experience. Person’s need can also be strengthened or weakened through reinforcement, learning and social conditions.
McClelland’s Learned needs theory
McClelland examined three “learned” needs: achievement，power, and affiliation.
People who want to accomplish challenging goals through their own effort. Prefer working alone, choose task with a moderate of risk. They also want feedback and recognition for their success. Money is a poor motivator for them unless it provides feedback and recognition.
Need for achievement
Goal- directed forces that people experience. It is the emotion that we become aware of.
Needs
