CHAPTER 9 - POSTTEST Flashcards
A theory that employees can be moti- vated by monitoring their own progress toward the goals they set and adjusting their behavior to reach those goals.
Self-regulation
A method of recruitment in which job applicants are told both the positive and the neg- ative aspects of a job.
Realistic job preview (RJP)
The theory proposed by Hackman and Oldham that suggests that certain character- istics of a job will make the job more or less satisfying, depending on the particular needs of the worker.
Job characteristics theory
A system arranged by rank.
Hierarchy
The first step in Maslow’s needs hierarchy, concerning survival needs for food, air, water, and the like.
Basic biological needs
The second step in Maslow’s hierarchy, concerning the need for security, stability, and physical safety.
Safety needs
The third step in Maslow’s hierarchy, concerning the need to interact with other people.
Social needs
The fourth step in Maslow’s hierarchy, concerning the individual’s need for recog- nition and success.
Ego needs
The fifth step in Maslow’s hi- erarchy, concerning the need to realize one’s potential.
Self-actualization needs
A theory based on the idea that employees will be satisfied with jobs that satisfy their needs.
Needs theory
Aldefer’s needs theory, which describes three levels of satisfaction: existence, relatedness, and growth.
ERG theory
Herzberg’s needs theory, postulating that there are two factors involved in job satisfac- tion: hygiene factors and motivators.
Two-factor theory
In Herzberg’s two-factor theory, job-related elements that result from but do not involve the job itself.
Hygiene factors
In Herzberg’s two-factor theory, elements of a job that concern the actual duties performed by the employee.
Motivators
A method of increasing performance in which employees are given specific performance goals to aim for.
Goal setting
A type of learning based on the idea that humans learn to behave in ways that will result in favorable outcomes and learn not to behave in ways that result in unfavorable outcomes.
Operant conditioning
The idea that reinforcement is relative both within an individual and between individuals
Premack Principle
A rank-ordered list of reinforcers for an individual.
Reinforcement hierarchy
A motivation technique using such methods as personal attention, signs of approval, and expressions of appreciation.
Social recognition
A system in which employees are paid on the basis of how much they individually produce.
Pay for performance
An incentive plan in which employees receive pay bonuses based on performance appraisal scores.
Merit pay
A group incentive system in which employees are paid a bonus based on improvements in group productivity.
Gainsharing
The level of productivity before the implementation of a gainsharing plan.
Baseline
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.
Stock options
Vroom’s theory that motivation is a function of expectancy, instrumentality, and valence.
Expectancy theory
The extent to which people believe that they are responsible for and in control of their success or failure in life.
Internal locus of control
A theory of job satisfaction stating that employees will be satisfied if their ratio of effort to reward is similar to that of other employees.
Equity theory
In equity theory, the elements that employees put into their jobs.
Inputs
In equity theory, what employees get from their jobs.
Outputs
The ratio of how much employees believe they put into their jobs to how much they believe they get from their jobs.
Input/output ratio
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.
Organizational justice
