Employee Motivation Flashcards
The force that drives an employee to perform well
Motivation
Behaviors that are not part of an employee’s job but which make the organization a better place to work (e.g., helping others, staying late)
Organizational
citizenship behaviors
(OCBs)
The extent to which a person views him or herself as a valuable and worthy individual
Self-esteem
Korman’s theory that employees will be motivated to perform at levels consistent with their levels of self-esteem
Consistency theory
The positive or negative way in which a person views himself or herself as a whole
Chronic self-esteem
The positive or negative way in which a person views him or herself in a particular situation
Situational self-esteem
The positive or negative way in which a person views him or herself based on the expectations of others
Socially influenced selfesteem
The idea that people behave in ways consistent with their self-image
Self-fulfilling prophecy
When high self-expectations result in higher levels of performance
Galatea effect
The idea that if people believe that something is true, they will act in a manner consistent with that belief
Pygmalion effect
When negative expectations of an individual cause a decrease in that individual’s performance
Golem effect
Work motivation in the absence of such external factors as pay, promotion, and coworkers
Intrinsic motivation
Work motivation that arises from such nonpersonal factors as pay, coworkers, and opportunities for advancement
Extrinsic motivation
A measure of an individual’s orientation toward intrinsic versus extrinsic motivation
Work Preference
Inventory (WPI)
According to trait theory, the extent to which a person desires to be successful
Need for achievement
The extent to which a person desires to be around other people
Need for affiliation
According to trait theory, the extent to which a person desires to be in control of other people
Need for power
A theory that employees can be motivated 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 negative aspects of a job
Realistic job preview
RJP
The theory proposed by Hackman and Oldham that suggests that certain characteristics 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 recognition and success
Ego needs
The fifth step in Maslow’s hierarchy, 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 satisfaction: 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, 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
