Chapter 9: Employee Motivation Flashcards
individual differences that are most related to work motivation
Personality
Self-esteem
Intrinsic motivation tendency and
need for achievement
behaviors that are not part of an employee’s job but which make an organization a better place to work
Organizational Citizenship Behavior
According to Korman’s Consistency Theory:
there is a positive correlation between self esteem and motivation, and performance
According to this theory, employees who feel good about themselves are motivated to perform better at work
Korman’s Consistency Theory
According to this theory, employees try to perform at levels consistent with their self esteem level
Korman’s Consistency Theory
According to Korman’s Consistency Theory, there are three types of self esteem, namely:
Chronic self esteem
Situational self esteem (self-efficacy)
socially influenced self esteem
a type of self esteem that refers to the positive or negative way in which a person views herself, as a whole
Chronic self esteem
a type of self esteem that refers to the person’s feeling about himself in a particular situation
Situational self esteem (self-efficacy)
a type of self esteem that refers to the positive or negative way in which a person based their view on the expectations of other people
socially influenced self esteem
the idea that people behave in ways consistent with their self-image
Self-fulfilling prophecy
a phenomenon that occurs when performance is affected by the self-expectations
Galatea effect
a phenomenon that occurs when performance is affected by the expectation of other people
Pygmalion effect
refers to the phenomenon in which the higher the expectations placed on people the better is their execution of work
Pygmalion effect
a phenomenon that occurs when negative or lower expectations is placed upon an individual by other people or themselves
Golem Effect
A measure of an individual orientation and level of intrinsic versus extrinsic motivation
Work Preference Inventory
A theory that employees can be motivated by monitoring their own progress towards goals they set and adjusting their behavior to reach those goals
Self-regulation Theory
a theory that suggests that certain job characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker
Job Characteristics Theory
according to this theory, employees desire jobs that are meaningful, provide them autonomy, and feedback
Job Characteristics Theory
According to job characteristics theory, the motivational potential of the job are:
meaningfulness autonomy feedback skill variety task identity task significance
the number of different activities, skills, and talents the job requires
skill variety
the degree to which a job requires completion as a whole, identifiable piece of work
task identity
the job’s impact on the lives or work of other people, within or outside the organization
task significance
the degree of freedom, independence and discretion in scheduling work and determining procedures that the job provides
autonomy
the degree to which carrying out the activities required results in direct and clear information about the effectiveness of the performance
feedback
