Chapter 9 Flashcards
Motivation
And inner drive that direct a persons behavior towards a goal
Human relations
The study of the behavior of individuals and groups in organizational settings
Morale
An employees attitude towards his or her job, employer, and colleagues
Intrinsic rewards
The personal satisfaction and enjoyment felt after attaining a goal
Extrinsic rewards
Benefits, and or recognition received from someone else
Classical theory of motivation
Theory, suggesting that money is the sole motivator for workers
Maslow’s hierarchy
A theory that arranges the five basic needs of people, physiological, security, social, esteem, and self actualization into the order in which people strive to satisfy them
Physiological needs
The most basic human needs to be satisfied, water, food, shelter, and clothing
Security needs
The need to protect oneself from physical and economic harm
Social needs
The need for love, companionship, and friendship, the desire for acceptance by others
Esteem needs
The need for respect, both self-respect, and respect from others
Self actualization needs
The need to be the best one can be at the top of Maslow’s hierarchy
Hygiene factors
Aspects of Herzbergs theory of motivation that focus on the work setting and not the content of the work these aspects include adequate wages, comfortable and safe, working conditions, fair company, policies, and job security
Motivational factors
Aspects of Herzberg’s theory of motivation that focus on the content of the work itself these aspects include achievement, recognition involvement, responsibility, and advancement
Theory X
McGregor’s traditional view of management whereby it is assumed that workers generally dislike work and must be forced to to do their jobs
Theory Y
McGregor‘s humanistic view of management whereby it is assumed that workers like to work and that under proper conditions employees will seek out responsibility in an attempt to satisfy their social, esteem, and self actualization needs
Theory Z
A management philosophy, that stresses employee participation in all aspects of company decision-making
Equity theory
And assumption that how much people are willing to contribute to an organization, depends on their assessment of the fairness or equity of the rewards, they will receive an exchange
Expectancy theory
The assumption that motivation depends not only on how much a person wants some thing, but also how likely he or she is to get it
Goalsetting theory
Refers to the impact that setting goals has on performance
Behavior modification
Changing behavior and encouraging, appropriate actions by relating the consequences of behavior to the behavior itself
Reinforcement theory
The theory that behavior can be strengthened or weekend through the use of rewards and punishments
Job rotation
Movement of employees from one job to another, in an effort to relieve the boredom, often associated with job specialization
Job enlargement
The addition of more tasks to a job instead of treating each task as separate
Job enrichment
The incorporation of motivational factors, such as opportunity for achievement, recognition, responsibility, and advancement into a job
Flex time
A program that allows employees to choose their starting, and ending times provided they’re at work during a specified core period
Compressed work week
A four day or shorter period during which an employee works 40 hours
Job sharing
Performance of one full-time job by two people on part-time hours
