Chapter 7 Flashcards
the processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal
motivation
abraham maslow’s hierarchy of five needs - physiological , safety, social, esteem, and self-actualization - in which, as each need is substantially satisfied, the next need becomes dominant
hierarchy of needs
includes hunger, thirst, shelter, sex, and other bodily needs
physiological
security and protection from physical and emotional harm
safety-security
affection, belongingness, acceptance, and friendship
social-belongingness
internal factors such as self-respect, autonomy and achievement, and external factors such as status, recognition, and attention
esteem
drive to become what we are capable of becoming includes growth, achieving our potential, and self-fulfillment
self-actualization
a theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. Also called motivation-hygiene theory
two-factor theory
factors - such as company policy and administration, supervision, and salary - that, when adequate in a job, placate, people will not be dissatisfied
hygiene factors
a theory that states achievement, power, and affiliation are three important needs that help explain motivation
mcClelland’s theory of needs
the drive to excel, to achieve in relationship to a set of standards, and to strive to succeed
need for achievement
the need to make others behave in a way in which they would not have behaved otherwise
need for power
the desire for friendly and close interpersonal relationships
need for affiliation
a theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation
self-determination theory
a version of self-determination theory in which allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling
cognitive evaluation theory
the degree to which people’s reasons for pursuing goals are consistent with their interests and core values
self-concordance
a theory stating that specific and difficult goals, with feedback, lead to higher performance
goal-setting theory
a self-regulation strategy that involves striving for goals through advancement and accomplishment
promotion focus
a self-regulation strategy that involves striving for goals by fulfilling duties and obligations
prevention focus
a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress
management by objectives
an individual’s belief that he or she is capable of performing a task
self-efficacy theory
gaining relevant experience with the task or job
enactive mastery
becoming more confident because you see someone else doing the task
vicarious modeling
we become more confident when someone convinces us we have the skills necessary to be successful
verbal persuasion
a theory suggesting that behavior is a function of its consequences
reinforcement theory
a theory stating that behavior follows stimuli in a relatively unthinking manner
behaviorism
the view that we can learn through both observation and direct experience
social-learning theory
theory stating that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual
expectancy theory
a theory stating that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities
equity theory
an overall perception of what is fair in the workplace, composed of distributive, procedural, informational, and interpersonal justice
organizational justice
perceived fairness of the amount and allocation of rewards among individuals
distributive justice
the perceived fairness of the process used to determine the distribution of rewards
procedural justice
the degree to which employees are provided truthful explanations for decisions
informational justice
the degree to which employees are treated with dignity and respect
interpersonal justice
the investment of an employee’s physical, cognitive, and emotional energies into job performance
job engagement
