CHAPTER 9: EMPLOYEE MOTIVATION Flashcards
The force that drives an employee to perform well.
the internal force that drives a worker to action as well as the external factors that encourage that action
Motivation
Researchers have found four individual differences that are most related to work motivation, Namely….
personality,
self-esteem,
an intrinsic motivation tendency, and
need for achievement.
best personality predictor of work performance, organizational citizenship behavior (OCB), and academic performance
Conscientiousness
most associated with salary and setting high goals
stability
most highly correlated with the number of promotions received.
extraversion
Behaviors that are not part of an employee’s job but which make the organization a better place to work (e.g., helping others, staying late).
Organizational citizenship behaviors (OCBs
The extent to which a person views him or herself as a valuable and worthy individual.
Self-esteem
Korman’s theory that employees will be motivated to perform at levels consistent with their levels of self-esteem.
Consistency theory
3 types of self-esteem according to korman’s consistency theory
Chronic self-esteem
Situational self-esteem
Socially influenced self-esteem
The positive or negative way in which a person views himself or herself as a whole.
Chronic self-esteem
The positive or negative way in which a person views him or herself in a particular situation.
Situational self-esteem
The positive or negative way in which a person views him or herself based on the expectations of others.
Socially influenced selfesteem
The idea that people behave in ways consistent with their selfimage.
Self-fulfilling prophecy
When high self-expectations result in higher levels of performance.
Galatea effect
The idea that if people believe that something is true, they will act in a manner consistent with that belief.
Pygmalion effect
When negative expectations of an individual cause a decrease in that individual’s performance.
Golem effect
what do we call when people seek to perform well because they either enjoy performing the actual tasks or enjoy the challenge of successfully completing the task?
intrinsically motivated
Work motivation in the absence of such external factors as pay, promotion, and coworkers.
Intrinsic motivation
what do we call when people may not necessarily enjoy the tasks but are motivated to perform well to receive some type of reward or to avoid negative consequences
extrinsically motivated
Work motivation that arises from such nonpersonal factors as pay, coworkers, and opportunities for advancement.
Extrinsic motivation
measure of an individual’s orientation toward intrinsic versus extrinsic motivation.
Work Preference Inventory (WPI)
According to trait theory, the extent to which a person desires to be successful.
Need for achievement
Employees who have this need are motivated by jobs that are challenging and over which they have some control
need for achievement
The extent to which a person desires to be around other people.
people who have this need are motivated by jobs in which they can work with and help other people.
motivated by jobs in which they can work with and help other people.
people who have this need are motivated by a desire to influence others rather than simply to be successful.
According to trait theory, the extent to which a person desires to be in control of other people.
Need for power
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 person’s ability to select, set, and modify goals to adapt to changing conditions.
Self-regulation