Chapter 6 Key Terms

Question 1

Motivation

Answer 1

A set of energetic forces that determine the direction, intensity, and persistence of an employee’s work effort

Question 2

Engagement

Answer 2

A term commonly used in the contemporary workplace to summarize motivation levels

Question 3

Expectancy theory

Answer 3

A theory that describes the cognitive process employees go through to make choices among different voluntary responses

Question 4

Expectancy

Answer 4

A belief that exerting a high level of effort will result in successful performance on some task

Question 5

Self-efficacy

Answer 5

The belief that a person has the capabilities needed to perform the behaviors required on some task

Question 6

Past accomplishments

Answer 6

The level of success or failure with similar job tasks in the past

Question 7

Vicarious experiences

Answer 7

Observations of and discussions with others who have performed some work task

Question 8

Verbal persuasion

Answer 8

Pep talks that lead employees to believe that they can “get the job done.”

Question 9

Emotional Cues

Answer 9

Positive or negative feelings that can help or hinder task accomplishment

Question 10

Instrumentality

Answer 10

The belief that successful performance will result in the attainment of some outcomes

Question 11

Valence

Answer 11

The anticipated value of the outcomes associated with successful performance.

Question 12

Needs

Answer 12

Groupings or clusters of outcomes viewed as having critical psychological or physiological consequences

Question 13

Extrinsic motivation

Answer 13

Desire to put forth work effort due to some contingency that depends on task performance

Question 14

Intrinsic motivation

Answer 14

Desire to put forth work effort due to the sense that task performance serves as its own reward

Question 15

Meaning of money

Answer 15

The idea that money can have symbolic value (e.g. achievement, respect, freedom) in addition to economic value

Question 16

Goal setting theory

Answer 16

A theory that views goals as the primary drivers of the intensity and persistence of effort

Question 17

Specific and difficult goals

Answer 17

Goals that stretch employees to perform at their maximum level while still staying within the boundaries

Question 18

Specific and difficult goals

Answer 18

Goals that stretch employees to perform at their maximum level while still staying within the boundaries of their ability

Question 19

Self-set goals

Answer 19

The internalized goals that people use to monitor their own progress

Question 20

Task strategies

Answer 20

Learning plans and problem-solving approaches used to achieve successful performance

Question 21

Feedback

Answer 21

In job characteristics theory, it refers to the degree to which the job itself provides information about how well the job holder is doing. In goal setting theory, it refers to progress updates on work goals.

Question 22

Task complexity

Answer 22

The degree to which the information and actions needed to complete a task are complicated

Question 23

Goal commitment

Answer 23

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

Question 24

S.M.A.R.T. goals

Answer 24

Acronym that stands for Specific, Measurable, Achievable, Results-Based, Time-Sensitive goals

Question 25

Equity theory

Answer 25

A theory that suggests that employees create a mental ledge of the outcomes they receive for their job inputs, relative to some comparison other

Question 26

Comparison other

Answer 26

Another person who provides a frame of reference for judging equity

Question 27

Equity distress

Answer 27

An internal tension that results from being over-rewarded or under-rewarded relative to some comparison other.

Question 28

Cognitive distortion

Answer 28

A reevaluation of the inputs an employee brings to a job, often occurring in response to equity distress

Question 29

Internal comparison

Answer 29

Comparing oneself to someone in the same company

Question 30

External comparison

Answer 30

Comparing oneself to someone in a different company

Question 31

Psychological empowerment

Answer 31

An energy rooted in the belief that tasks are contributing to some larger purpose

Question 32

Meaningfulness

Answer 32

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

Question 33

Self-detremination

Answer 33

A sense of choice in the initiation and continuation of work tasks

Question 34

Competence

Answer 34

The capability to perform work tasks successfully

Question 35

Impact

Answer 35

The sense that a person’s actions “make a difference” – that progress is being made toward fulfilling some important purpose