Class 4 - Well-being, Stress, & Motivation P1_Posting Flashcards
Stress
state of mental tension resulting from adverse circumstances
Stressors
Things that cause stress: high workload, exams
Stress
Reactions to stressor
Strains
Strains: negative outcomes, the result of unresolved stress. 3 types: physiological – tired, psychological – negative patterns: anxiety, behavioural - gambling
Is Stress Always Bad?
No. SOME level of stress does HELP KEEP US ALERT, MOTIVATED, ACTIVATED TOWARDS OUR GOAL
Demands Resources Model
Demand for a job - increases stress
Resources - aspects of work under employee control to resolve demands - resolve stress
Work Stressors
Role ambiguity – lack of directions of what to do
Role overload – too many expectations for performance exceed what the individual can accomplish
Role conflict – fulfilling requirement of one role disable one from fulfilling requirement of another
Burnout
Physical or mental collapse due to overwork/stress
Low feeling of effectiveness in work accomplished
Feeling emotionally drained
How to deal with stress
- remove stressor
- withdraw from stressor
- change stress perceptions
- control stress consequences
- social support
Performance is:
Motivation AND Ability
Motivation: desire and commitment
Ability: aptitude, training, resources
Theory: boundary conditions
Conditions where theory does not hold
Prosocial Motivation and the 3 levels
Desire to have positive impact on other people/social collectives
Global level: helping people in general
Context level: doctors helping patient. done through a job context
Situational level: most specific, one person
McCelland’s Theory
NAch: drive to achieve difficult but not impossible goals, wants feedback and recognition
NPow: making others behave in a different way. personalized vs social power
NAff: desire for friends and close interpersonal relationships. wants approval and validation from others
Motivators
Extrinsic - Motivation that comes from outside the person
Intrinsic - Motivation that comes from a person’s internal desire to do something
can coexist but extrinsic could be judged unfavorably
Contemporary Theories
Self-Determination Theory: specific, difficult goals with feedback -> increases performance
Goal-Setting Theory
Self-Efficacy Theory: greater self-efficacy, greater persistence. increase by more experience, verbal persuasion (praise), arousal
Equity Theory:
Expectancy Theory
Self Determination Theory
Cognitive evaluation theory – intro of extrinsic awards that were previously intrinsic rewarding will lessen overall motivators
Self-concordance – People’s reasons for pursuing goals are consistent with their interests and core values. Can then become more intrinsically motivated,
Self-Efficacy Theory (and is enhanced by)
Enactive mastery, Vicarious modeling (watching other do it), verbal persuasion, arousal
Expectancy Theory
motivational force = expectancy (can I do it) + instrumentality (if i do it, will i be rewarded) + valence (will reward be something i value)
Equity Theory
weigh what they put into a job situation (input) against what they get from it (outcome)
through mental math
How it works together
Difficult task set -> has confidence that given level of performance can be attained -> higher personal goals -> higher task performance
Organizational Justice
overall perception of what is fair in the workplace
Distributive, procedural, informational, interpersonal
Habits
Small decisions, actions performed every day
Good habits make things automatic, reduce the need for motivation
Assess good or bad based on the type of person you WANT to be
Identity based through repetition
