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OB chp 5-6 > chp 5 > Flashcards

chp 5 Flashcards

1
Q

Motivation

A

refers to forces within an individual that account for the level, direction, and persistence of effort expended at work

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2
Q

direction

A

refers to an individual’s choice among alternative ends or goals

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3
Q

level

A

refers to the amount of effort put forth

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4
Q

persistence

A

refers to the length of time a person sticks with a path of action, even in face of difficulty

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5
Q

content or needs theories

A

identify different needs that may motivate individual behavior - physiological or psychological deficiencies that we feel a compulsion to reduce or eliminate

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6
Q

process theories

A

examine the thought processes that motivate individual behavior - cognitive processes - individual thoughts and decision tendencies

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7
Q

Maslow’s Hierarchy of needs theory

A

offers a pyramid of physiological, safety, social, esteem, and self-actualization needs. The first 3 are lower-order needs, and the other 2 higher-order needs.

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8
Q

Alderfer’s ERG theory

A

identifies existence, relatedness, and growth needs

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9
Q

Existence needs

A

desires for physiological and material well-being

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10
Q

Relatedness needs

A

desires for satisfying interpersonal relationships

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11
Q

Growth needs

A

desires for continued personal growth and development

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12
Q

Acquired needs theory (McClelland)

A

need for achievement, need for affiliation, need for power

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13
Q

Need for achievement

A

desire to do better, to solve problems, or master complex tasks

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14
Q

Need for affiliation

A

desire for friendly and warm relations with others

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15
Q

Need for power

A

desire to control others and influence their behavior

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16
Q

Herzberg’s two-factor theory

A

identifies job context as the source of job dissatisfaction and job content as the source of job satisfaction

17
Q

Hygiene factors

A

in the job context are sources of job dissatisfaction

18
Q

Motivator factors

A

in the job content are sources of job satisfaction

19
Q

Job enrichment

A

tries to build more motivator factors into job content

20
Q

emotional drives or needs model

A

Satisfy need to acquire, satisfy need to bond, satisfy need to comprehend, satisfy need to defend

21
Q

Adam’s equity theory

A

posits that people will act to eliminate any felt inequity in the rewards received for their work in comparison with others

22
Q

Perceived inequity

A

feeling under-rewarded or over-rewarded in comparison with others

23
Q

Felt negative inequity

A

occurs when an individual believes he or she has received relatively less than others in proportion to efforts

24
Q

Felt positive inequity

A

occurs when an individual believes he or she has received relatively more than other in proportion to efforts

25
Q

Ways to reduce perceived negative inequity

A
  • reduce work inputs
  • change the outcomes received
  • leave the situation
  • change the comparison points
  • psychologically distort things
  • try to change the efforts of the comparison person
26
Q

organizational justice

A

concerns how fair and equitable people view workplace practices and outcomes

27
Q

procedural justice

A

is the degree to which rules are always properly followed to implement policies

28
Q

interactional justice

A

is the degree to which all people are treated with dignity and respect in decisions affecting them

29
Q

commutative justice

A

is the degree to which exchanges and transactions are considered fair

30
Q

Vroom’s expectancy theory

A

argues that work motivation is determined by individual beliefs regarding effort-performance relationships and work outcomes

31
Q

Expectancy

A

probability that work effort will be followed by performance accomplishment

32
Q

Instrumentality

A

probability that performance will lead to various work outcomes

33
Q

Valence

A

value to the individual of various work outcomes

34
Q

Formula of motivation

A

motivation = expectancy x instrumentality x valence

35
Q

Goal setting

A

process of setting performance targets

36
Q

Management by objectives

A

process of joint goal setting between a manager or team leader and those who report to them

37
Q

distributive justice

A

degree to which all people are treated the same under a policy

OB chp 5-6 (2 decks)

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