Chapter 6 Flashcards
Motivation
A set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence
Engagement
High levels of intensity and persistence in work effort
Expectancy theory
The cognitive process that employees go through to make choices among different voluntary responses
- argues that employee behavior is directed toward certain outcomes and away from others. Our choices depend on three specific beliefs that are based on our past learning and experience:
1) expectancy
2) instrumentality
3) valance
Expectancy
The belief that exerting a high level of effort will result in the successful performance of some task
Self – efficacy (def)
4 things employees consider when determining efficacy levels for a given task:
The belief that a person has the capabilities needed to execute the behaviors required for task success
When considering efficacy levels for a given task, employees consider 4 things:
1) past accomplishments
2) Vicarious experiences
3) verbal persuasion
4) emotional cues
Instrumentality
The belief that successful performance will result in some outcomes
Intrinsic motivation
motivation that is felt when task performance serves as its own reward
Valence
the anticipated value of the outcomes associated with performance
needs
cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequesnces
extrinsic motivation
motivation that is controlled by some contingency that depends on task performance
meaning of money
the degree to which people view money as having symbolic, not just economic, value
Goal Setting Theory
views goals as the primary drivers of the intensity and persistence of effort
3 variables (or moderators) - affect the strength of relationships between variables
Feedback
Task complexity
Goal commitment
specific and difficult goals
will result in higher levels of performance than assigning no goals, easy goals, or “do-your-best” goals.
Task Strategies
learning plans and problem solving approaches used to achieve successful performance
Emotional cues
dictate efficacy in feelings of fear or anxiety that create doubts about task accomplishment. Pride & enthusiasm bolster confidence levels.
Feedback
Updates on employee progress toward goal attainment
Task Complexity
Reflects how complicated the information and actions involved in a task are as well as how much the task changes
Goal commitment
The degree to which a person accepts a goal and is determined to try to reach it.
S.M.A.R.T. goals
Specific, Measurable, Achievable, Results-based & Time sensitive. Acronym omits the all-important “Difficult” characteristic.
Equity Theory
Acknowledges that motivation doesn’t just depend on your own beliefs and circumstances, but also on what happens to other people.
Employees create a “mental ledger” of the outcomes they get from their job duties.
Comparative other
Some person who seem to provide an intuitive frame of reference for judging equity.
Equity Distress
An internal tension that can only be alleviated by restoring balance to the ratios.
Cognitive Distortion
Allows you to restore balance mentally, without altering your behavior in any way.
Psychological Empowerment
An energy rooted in the belief that work tasks contribute to some larger purpose. Represents a form of intrinsic motivation.
Includes 4 concepts: Meaningfulness Self-determination Competence Impact
Meaningfulness
Captures the value of a work goal or purpose, relative to a person’s own ideals and passions.
Self-determination
Reflect a sense of choice in the initiation and continuation of work tasks. A strong driver of intrinsic motivation.
Competence
Captures a person’s belief in their capability to perform work tasks successfully. Identical to the self-efficacy concept.
Impact
Reflects the sense that a person’s actions “make the difference”, that progress is being made toward fulfilling some important purpose.
Phrases like “moving forward”, “being on track” & “getting there”, convey a sense of impact
