everything Flashcards
Achievement
a person’s interests in excelling at what he or she does and in accomplishing desired objectives (the higher the better)
Anxiety
a person’s tendency to be excessively apprehensive or nervous about things in every day life ( the lower the better)
Emotion control
a person’s capacity to control his or her own emotions and to stay focused on the task at hand without allowing emotions to interfere (the higher the better)
Motivation control
a person’s capacity to push himself or herself by directing attention to the job and to continue exerting effort even when his or her interest begins to wane (the higher the better)
Goal Setting
• a process of determining specific levels of performance for workers to attain and then striving to attain them
Self Efficacy
One’s belief about having the capacity to perform a task
Goal commitment
The degree to witch people strive to attain goals
Stretch goals
Goals that are so difficult that they challenge people to rethink how they work
Vertical stretch goals
Stretch goals that challenge people to achieve higher levels of success in their current activities
Horizontal stretch goals
Stretch goals that challeneg people the achieve higher levels of success in tasks they have never done before
Motivational fit approach
The framework stipulating that motivation is enhanced by a good fit between the traits and skills of individuals and the requirements of the jobs they perform in their organization
Equity Theory
the theory stating that people strive to maintain ratios of their own outcomes (rewards) to their own inputs (contributions) that are equal to the outcome/input ratio of others with whom they compare themselves
Outcomes
the rewards employees receive from their job such as salary and recognition
Inputs
· people contributions to their jobs, such as their experience, qualifications, or the amount of time worked
Overpayment inequity
The condition, resulting in feelings of guilt, in which the ratio of one’s outcomes to inputs is more than the corresponding ratio of another person with whom that person compares himself or herself
Underpayment inequity
The condition, resulting in feelings of anger, in which the ratio of one’s outcomes to inputs is less than the corresponding ratio of another person with whom one compares himself or herself
equitable payment
The state in which one person’s outcome to input ratios is equivalent to that of another person with whom this individual compares himself or herself
expectancy theory
The theory that asserts that motivation is based on people’s beliefs about the probability that effort will lead to performance(expectancy), multiplied by the probability that performance will lead to reward (instrumentality),multiplied by the perceived value of the reward (valence).
Expectancy
The belief that one’s efforts will positively influence one’s performance
Instrumentality
An individual’s beliefs regarding the likelihood of being rewarded in accord with his or her own level of performance.
Valence
The value a person places on the rewards he or she expects to receive from an organization.
needs
Forces that motivate people to satisfy states that they inherently require for biological and/or social reasons.
Cafeteria style benefit plans
Incentive systems in which employees have an opportunity to select the fringe benefits they want from a menu of available alternatives.
pay-for-performance
A payment system in which employees are paid differentially, based on the quantity and quality of their performance. Pay-for-performance plans strengthen instrumentality beliefs.
incentive stock option(ISO) plans
Corporate programs in which a company grants an employee the opportunity to purchase its stock at some future time at a specified price.
job design
An approach to motivation suggesting that jobs can be created so as to enhance people’s interest in doing them.
job enlargement
The practice of expanding the content of a job to include more variety and a greater number of tasks at the same level.
job enrichment
The practice of giving employees a high degree of control over their work, from planning and organization, through implementing the jobs and evaluating the results.
The Job Characteristic Mode
An approach to job enrichment specifying that five core job dimensions (skill variety, task identity, task significance, autonomy, and job feedback) produce critical psychological states that lead to beneficial outcomes for individuals (e.g., high job satisfaction) and the organization (e.g., reduced turnover).
Skill variety
refers to the extent to which a job requires doing different activities using several of the employee’s skills and talents.
Task identity
refers to the extent to which a job requires completing a whole piece of work from beginning to end.
Task significance
refers to the degree of impact the job is believed to have on others.
Autonomy
refers to the extent to which employees have the freedom and discretion to plan, schedule, and carry out their jobs as desired.
Feedback
refers to the extent to which the job allows people to have information about the effectiveness of their performance.
motivating potential score (MPS)
A mathematical index describing the degree to which a job is designed so as to motivate people, as suggested by the job characteristics model. It is computed on the basis of a questionnaire known as the Job Diagnostic Survey (JDS). The lower the MPS, the more the job may stand to benefit from redesign.
Load jobs vertically
Taking responsibility and control over performance away from managers and giving it to their subordinates increases the level of autonomy the jobs offer these lower-level employees.
scientific method
The systematic process of gathering and assessing information that identifies and helps explain the relationships between variables.
Theory
A set of statements about the interrelation ships between concepts that allows us to predict and explain various processes and events.
Hypotheses
Logically derived, testable statements about the relationships between variables that follow from a theory.
Surveys
Questionnaires in which people are asked to report how they feel about various aspects of themselves, their jobs, and organizations.
Correlation
The extent to which two variables are related to each other.
positive correlation
A relationship between two variables such that more of one variable is associated with more of the other.
negative correlation
A relationship between two variables such that more of one variable is associated with less of the other.
correlation coefficient
A statistical index indicating the nature and extent to which two variables are related to each other.
multiple regression
A statistical technique through which it is possible to determine the extent to which each of several different variables contributes to predicting another variable (typically, where the variable being predicted is the behavior in question).
experimental method
A research technique through which it is possible to determine cause–effect relationships between the variables of interest—that is, the extent to which one variable causes another.
independent variable
A variable that is systematically manipulated by the experimenter so as to determine its effects on the behavior of interest(i.e., the dependent variable).
dependent variable
A variable that is measured by the researcher, the one influenced by the independent variable.
Qualitative research methods
A non empirical type of research that relies on preserving the natural qualities of the situation being studied.
Naturalistic observation
A research technique in which people are systematically observed in situations of interest to the researcher.
Participant observation
A qualitative research technique in which people systematically make observations of what goes on in a setting by becoming an insider, part of that setting itself.
case method
A research technique in which a particular organization is thoroughly described and analyzed for purposes of understanding what went on in that setting.
