Chapter 5: Motivation Flashcards
Drives
Strong desires for something
Maslow’s hierarchy of needs
Low order needs are physiological needs and safety and security needs. High order needs are belonging and social needs, a steam and status needs, and finally self actualization and for fill my needs.
Herzberg’s two factor model
This system theorizes there are two factors of motivation. Maintenance factors are working conditions, pay, job security, relations with supervisors and subordinates
Motivational factors are the work itself achievement or recognition.
Alderfer’s E-R-G model
The three tiers of this model our first existent needs, then relatedness needs, then growth needs
Law of effect
I love the fact states that a person tends to repeat behavior that is accompanied by favorable consequences and avoidance behavior that brings unfavorable consequences
Social learning
Employees do not always have to learn directly from their own experiences instead they may and are even likely to learn by observing the actions of others
Positive reinforcement
Provides a favorable consequences that encourages repetition of a behavior
Shaping
Shipping is a systematic and progressive application of positive reinforcement
Negative reinforcement
This occurs when behavior is accompanied by removal of an unfavorable consequences (this is not punishment which normally add something unfavorable, it is the removal of unfavorable)
Punishment
The administration of it unfavorable consequences that discourages a certain behavior
Extinction
The withholding of significant positive consequences that were previously provided for a desirable behavior
Continuous reinforcement
This occurs when we’re in for some of the companies each and every correct behavior by and employee
Partial reinforcement
This occurs when only some of the correct behaviors are reinforced either at a certain time or a certain number of correct responses
Goals
Those are targets and objectives for future performance.
Goalsetting
Goalsetting works of the motivational process because it creates a discrepancy between current and expected performance
Selfie efficiency
Self efficiency is an internal believe regarding one’s job related capabilities and competencies
Goal acceptance
Effective goals lead to not only be understood but also actively excepted by employees
Specificity
Goals need to be as specific, clear, and miserable as possible so employees will know when the goal is reached.
Challenge
Most employees work harder and achieve more when they have difficult goals to accomplish rather than easy ones.
Performance monitoring and feedback
These two important steps are needed to complete the process of accomplishing goals. Monitoring is observing and inspecting the employees efforts while feedback is providing timely provision of data or judgment to the employees
Expectancy model
Valence X expectancy X instrumentality = motivation
Valence
The strength of the person’s desire to reach a goal. This is unique to each employee
Expectancy
Expectancy is the strength of believe that one is work related effort will result in the completion of the task
Instrumentality
Instrumentality represents the employees believe that a reward will be received once the task is accomplished.
Motivation
Motivation is the product of valence, expectancy, and instrumentality. Is the product expectancy, and instrumentality. It is defined as the strength of the drive towards an action
The equity theory
The equity theory states that employees tend to judge fairness by comparing the outcomes they receive with their relative inputs and also by comparing this ratio with the ratios of other employees
Inputs
Inputs include all the rich and diverse elements that employees believe they bring or contribute to the job
Outcomes
Outcomes are the reward they perceive that you get from the job and employers
Equity sensitivity
Equity sensitivity suggest that individuals have different preferences for equity based on their personal experiences.
