Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

IO (Chapter 7-12) > Chapter 9 > Flashcards

Chapter 9 Flashcards

1
Q

The force that drives an employee to perform well

A

Motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Behaviors that are not part of the employee’s job but which make the organization a better place to work (e.g. helping others, staying late)

A

Organizational citizenship behaviors (OCBs)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

The extent to which a person views him or herself as a valuable and worthy individual

A

Self-esteem

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Korman’s theory that employees will be motivated to perform at levels consistent with their levels of self-esteem

A

Consistency theory

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

The positive or negative way in which a person views him or herself as a whole

A

Chronic self-esteem

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

The positive or negative way in which a person views him or herself in a particular situation

A

Situational self-esteem

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

The positive and negative way in which a person views him or herself based on the expectation of others

A

Socially influenced self-esteem

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

The idea that people behave in ways consistent with their self-image

A

Self-fulfilling prophecy

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

When high self-expectations result in higher level of performance

A

Galatea effect

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

The idea that if people believe that something is true, they will act in a manner consistent with that belief

A

Pygmalion effect

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

When negative expectations of an individual cause a decrease in that individual’s performance

A

Golem effect

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Work motivation in the absence of such external factors as pay, promotion and co-workers

A

Intrinsic motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Work motivation that arises from such non-personal factors as pay, co-workers and opportunities for adjustment

A

Extrinsic motivation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

A measure of an individual’s orientation towards intrinsic versus extrinsic motivation

A

Work Preference Inventory (WPI)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

According to trait theory, the extent to which a person desires to be successful

A

Need for achievement

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

The extent to which a person desires to be around other people

A

Need for affiliation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

According to trait theory, the extent to which a person desires to be in control of other people

A

Need for power

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

A theory that employees can be motivated by monitoring their own progress toward the goals they set and adjusting their behavior to reach those goals

A

Self-regulation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

A method of recruitment in which Job application are told both the positive and negative aspects of a job

A

Realistic Job Preview (RJP)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

The theory proposed by Hackman and Oldham that suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular
needs of the worker

A

Job characteristics theory

21
Q

A system arrange by rank

A

Hierarchy

22
Q

The first step in Maslow’s need hierarchy, concerning survival needs for food, air, water, and the like

A

Basic biological needs

23
Q

The second step in Maslow’s heirarchy, concerning the need for security, stability and the physical safety

A

Safety needs

24
Q

The third step in Maslow’s heirarchy, concerning the need to interact with other people

A

Social needs

25
Q

The fourth step in Maslow’s heirarchy, concerning the individual’s need for recognition and success

A

Ego needs

26
Q

The fifth step in Maslow’s heirarchy, concerning the need to realize one’s potential

A

Self-actualization needs

27
Q

A theory based on the idea that employees will be satisfied with job that satisfy their needs

A

Needs theory

28
Q

Aldefer’s needs theory, which describes three level of satisfaction; existence, relatedness, and growth

A

ERG theory

29
Q

Herzberg’s needs theory, postulating that there are two factors involved in job-satisfaction;hygiene factors and motivators

A

Two-factor theory

30
Q

Herzberg’s two-factor theory, job-related elements that result from but do not involve the job itself

A

Hygiene factors

31
Q

In Herzberg’s two-factor
theory, elements of a job that concern the actual duties performed by the employee

A

Motivators

32
Q

A method of increasing performance in which employees are given specific performance goals to aim for

A

Goal-setting

33
Q

A type of learning based one the idea that humans learn to behave in ways that will result favorable outcomes and learn not to behave in ways that result in unfavorable outcomes

A

Operant conditioning

34
Q

The idea that reinforcement is relative both within an individual and between individuals

A

Premack Principle

35
Q

A rank-ordered list of reinforces for an individual

A

Reinforcement hierarchy

36
Q

A motivation technique using such methods as personal attention, signs of approval, and the expressions of appreciation

A

Social recognition

37
Q

A system in which employees are paid on the basis of how much they individually produce

A

Pay for performance

38
Q

An incentive plan in which employees received pay bonuses based on performance appraisal scores

A

Merit pay

39
Q

A group incentive system in which employees are paid a bonus based on improvements in group productivity

A

Gain sharing

40
Q

The level of productivity before the implementation of a gain sharing plan

A

Baseline

41
Q

A group incentive method in which employees are given the option of buying stock in the future at the price of the stock when the options were granted

A

Stock options

42
Q

Vrom’s story that motivation is a function of expectancy,instrumentality, and valence

A

Expectancy theory

43
Q

The extent to which people believe that they are responsible for and in control of their success or failure in life

A

Internal locus of control

44
Q

A theory of job satisfaction stating that the employees will be satisfied if their ratio of effort to reward is similar to that of other employees

A

Equity theory

45
Q

In equity theory, the elements that the employees put into their jobs

A

Input

46
Q

In equity theory, what employees get from their jobs

A

Outputs

47
Q

The ration of how much employees believe they put into their jobs to how much they believe they get from their jobs

A

Input/Outpu ratio

48
Q

A theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well

A

Organizational justice

IO (Chapter 7-12) (6 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions