Chapter 7 - Motivation Concepts 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
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 workers. When these factors are adequate, 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 (nach)
The need to make others behave in a way in which they would not have behaved otherwise.
Need for Power (nPow)
The desire for friendly and close interpersonal relationships.
Need for Affiliation (naff)
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 that holds that 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 that says 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 (MBO)
An individual’s belief that he or she is capable of performing a task.
Self-Efficacy Theory
A theory that says that behavior is a function of its consequences.
Reinforcement Theory
A theory that argues 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
A theory that says 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
A theory that says 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
The investment of an employee’s physical, cognitive, and emotional energies into job performance.
Job Engagement
