Chapter 7 Flashcards
Cognitive Distortion
A re-evaluation of the inputs an employee brings to a job, often occurring in response to equity distress
Comparison Other
Another person who provides a frame of reference for judging equity
Competence
The capability to perform work tasks successfully
Engagement
A widely used term in contemporary workplaces that has different meanings depending on the context; most often refers to motivation, but can refer to affective commitment
Equity Distress
An internal tension that results from being over rewarded or under rewarded relative to some comparison other
Equity Theory
A theory that suggest that employees create a mental ledger of the outcomes they receive for their job inputs, relative to some comparison other
Expectancy
The belief that exerting a high level of effort will result in successful performance on some task
Expectancy Theory
A theory that describes the cognitive process employees go through to make choices among different voluntary responses
External Comparisons
Comparing oneself to someone in a different company
Extrinsic Motivation
Desire to put forth work effort due to some contingency that depends on task performance
Feedback
In job characteristics theory, the degree to which the job itself provides information about how well the job holder is doing
Goal commitment
The degree to which a person is determined to reach the goal
Goal setting theory
A theory that views goals as the primary drivers of the intensity and persistence of effort
Impact
The sense that person’s actions “make a difference” - that progress is being made toward fulfilling some important purpose
Instrumentality
The belied that successful performance will result in some outcome or outcomes
Internal Comparisons
Comparing oneself to someone in your same company
Intrinsic Motivation
Desire to put forth work effort due to the sense that task performance serves as its own reward
Meaningfulness
A psychological state reflecting one’s feelings about work tasks, goals, and purposes, and the degree to which they contribute to society and fulfil one’s ideals and passions
Meaning of money
The idea that money can have symbolic value (ie achievement, respect, freedom) in addition to economic value
Motivation
A set of energetic forces that determine the direction, intensity, and persistence of an employee’s work effort
Needs
Groupings or clusters of outcomes viewed as having psychological or physiological consequences
Psychological Empowerment
An entry rooted in the belief that tasks are contributing to some larger purpose
S.M.A.R.T.
Specific Measurable Achievable Results-based Time-sensitive
S.M.A.R.T. goals
Specific, measurable, achievable, results-based and time sensitive goals, which Microsoft managers are trained to encourage in employees
Self-determination
A sense of choice in the initiation and continuation of work tasks
Self-efficacy
The belief that a person has the capabilities needed to perform the behaviours required on some task
Self-set goals
The internalized goals that people use to monitor their own progress
Specific and difficult goals
Goals that stretch an employee to perform at his or her maximum level while still staying within the boundaries of his or her ability
Task complexity
The degree to which the information and actions needed to complete a task are complicated
Valence
The anticipated value of the outcomes associated with successful performance
4 Motivation Theories
1) Expectancy Theory
2) Goal-setting Theory
3) Equity Theory
4) Psychological Empowerment
