Chapter 6

Question 0

Motivation

Answer 0

A set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence

Question 1

Engagement

Answer 1

High levels of intensity and persistence in work effort

Question 2

Expectancy theory

Answer 2

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

Question 3

Expectancy

Answer 3

The belief that exerting a high level of effort will result in the successful performance of some task

Question 4

Self – efficacy (def)

4 things employees consider when determining efficacy levels for a given task:

Answer 4

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

Question 5

Instrumentality

Answer 5

The belief that successful performance will result in some outcomes

Question 7

Intrinsic motivation

Answer 7

motivation that is felt when task performance serves as its own reward

Question 8

Valence

Answer 8

the anticipated value of the outcomes associated with performance

Question 9

needs

Answer 9

cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequesnces

Question 10

extrinsic motivation

Answer 10

motivation that is controlled by some contingency that depends on task performance

Question 11

meaning of money

Answer 11

the degree to which people view money as having symbolic, not just economic, value

Question 12

Goal Setting Theory

Answer 12

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

Question 13

specific and difficult goals

Answer 13

will result in higher levels of performance than assigning no goals, easy goals, or “do-your-best” goals.

Question 14

Task Strategies

Answer 14

learning plans and problem solving approaches used to achieve successful performance

Question 15

Emotional cues

Answer 15

dictate efficacy in feelings of fear or anxiety that create doubts about task accomplishment. Pride & enthusiasm bolster confidence levels.

Question 16

Feedback

Answer 16

Updates on employee progress toward goal attainment

Question 17

Task Complexity

Answer 17

Reflects how complicated the information and actions involved in a task are as well as how much the task changes

Question 18

Goal commitment

Answer 18

The degree to which a person accepts a goal and is determined to try to reach it.

Question 19

S.M.A.R.T. goals

Answer 19

Specific, Measurable, Achievable, Results-based & Time sensitive. Acronym omits the all-important “Difficult” characteristic.

Question 20

Equity Theory

Answer 20

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.

Question 21

Comparative other

Answer 21

Some person who seem to provide an intuitive frame of reference for judging equity.

Question 22

Equity Distress

Answer 22

An internal tension that can only be alleviated by restoring balance to the ratios.

Question 23

Cognitive Distortion

Answer 23

Allows you to restore balance mentally, without altering your behavior in any way.

Question 24

Psychological Empowerment

Answer 24

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

Question 25

Meaningfulness

Answer 25

Captures the value of a work goal or purpose, relative to a person’s own ideals and passions.

Question 26

Self-determination

Answer 26

Reflect a sense of choice in the initiation and continuation of work tasks. A strong driver of intrinsic motivation.

Question 27

Competence

Answer 27

Captures a person’s belief in their capability to perform work tasks successfully. Identical to the self-efficacy concept.

Question 28

Impact

Answer 28

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