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IO Psychology > employee motivation > Flashcards

employee motivation Flashcards

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1
Q

internal driving force that drives an action

A

motivation

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2
Q

discusses two types of motivation: extrinsic and intrinsic

A

self-determination theory

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3
Q

measures individual’s orientation for intrinsic or extrinsic motivation

A

work preference inventory

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4
Q

physiological needs

A

basic pay and food

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5
Q

safety needs

A

insurance, healthcare, safety

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6
Q

love and belonging

A

harmonious relationships

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7
Q

esteem

A

rewards

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8
Q

self-actualization

A

job rotation, job enlargement, job crafting

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9
Q

an individual will behave in a manner consistent with what his/her social circle believes him/her to be

A

korman’s consistency theory

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10
Q

how a person perceive one’s own worth and value

A

self-esteem

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11
Q

three kinds of self-esteem

A

chronic, situational, socially-influenced

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12
Q

overall self-esteem

A

chronic self-esteem

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13
Q

self-esteem based on a particular circumstance

A

situational self-esteem

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14
Q

pygmalion effect, golem effect, galatea effect

A

socially-influenced self-esteem

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15
Q

in which high expectations lead to improved performance in a given area and low expectations lead to worse

A

pygmalion effect

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16
Q

in which lower expectations placed upon individuals either by supervisors or the individual themselves lead to poorer performance by the individual.

A

golem effect

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17
Q

the belief and trust in oneself and one’s abilities and potential to succeed.

A

galatea effect

18
Q

need for achievement, affiliation, and power

A

david mclelland’s learned needs theory

19
Q

employees desire jobs that are meaningful, allow autonomy, provide them with feedback

A

job characteristics theory

20
Q

jobs will have motivating potential if they have

A

skill variety, task identity, task significance

21
Q

existence, relatedness, and growth

A

clayton alderfer’s ERG theory

22
Q

physio and safety

A

existence needs

23
Q

self-esteem and self-actualization

A

growth

23
Q

love and belongingness

A

relatedness

24
Q

Frederick Herzberg believed that
job-related factors could be divided into
two categories—hygiene factors and
motivators.

A

two-factor theory/dual structure theory

24
Q

are those job-related elements that result from but do not involve the job itself. lower level needs

A

hygiene factors

25
Q

are job elements that do concern actual tasks and duties. higher level needs

A

motivator factors

26
Q

input (effort, work, education, experience)
output (good coworkers, learnings, pay and benefits)

A

equity theory

27
Q

directs our attention, efforts, and focus on a particular direction.
maintain task persistence
facilitate development of task strategies

A

goal-setting theory

28
Q

attributes of a goal

A

goal difficulty, goal acceptance, goal specificity, feedback

29
Q

three components of expectancy theory

A

expectancy, instrumentality, valence

30
Q

the belief that more effort expended on the task, the greater our performance

A

expectancy

31
Q

the belief that if we perform well, we will receive a greater reward

A

instrumentality

32
Q

what value we place on the expected outcome of our efforts

A

valence

33
Q

reinforcement is relative and that a supervisor can reinforce an employee with something that on the surface does not appear to be a reinforcer

A

premack principle

34
Q

base their incentives on performance appraisal scores rather than on such objective performance measures
as sales and productivity.

A

merit pay

35
Q

pay employees according to how much they individually
produce.

A

pay for performance

36
Q

types of individual incentives

A

merit pay
pay for performance

37
Q

types of group incentive plans

A

profit-sharing
gainsharing
stock options

38
Q

if employees exceed the base/expected profit, they can get a percentage of it as a reward

A

profit-sharing

39
Q

with bonus based on improvements / baselines and improvements

A

gainsharing

40
Q

employees can buy stocks

A

stocks

IO Psychology (10 decks)

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