Motivation

Question 1

Under Job Performance, this is the degree to which the employee POSSESES skills, abilities, knowledge and experiences relevant to his job.

Answer 1

Capacity to Perform

Question 2

Under Job Performance, this is the CIRCUMSTANCES in which an employee can work

Answer 2

Opportunity to Perform

Question 3

Under Job Performance, this is the degree in which an employee desires and is WILLING to exert effort to achieve the goals assigned to him

Answer 3

Willingness to Perform

Question 4

Process of ACTIVATING behavior, sustaining it, and directing it toward a particular goal

Answer 4

Motivation

Question 5

Theory of Motivation developed by Abraham Maslow

Answer 5

Maslow’s Hierarchy of Needs

Question 6

Theory of motivation that was developed by Clayton Alderfer

Answer 6

ERG THEORY

Existence, Relatedness, Growth

Question 7

Theory developed by Frederick Herzberg that identifies 1, JOB CONTEXT as a source of job dissatisfaction and 2, JOB CONTENT as the source of job satisfaction

Answer 7

Two Factor Theory

Question 8

Theory developed by David C. McClelland that says that people ACQUIRE or learn certain needs from their culture.

Answer 8

Acquired Needs Theory (Power, Affiliation, Achievement)

Question 9

Theory developed by Edwin A. Locke that says specific and difficult GOALS with feedback lead to higher performance.

Answer 9

Goal Setting Theory

Question 10

Theory that says the CONTENTION of behavior is determined by its CONSEQUENCES

Answer 10

Reinforcement Theory by BF Skinner

Question 11

First proposed by Vroom, this theory says motivation results from deliberate choices to ENGAGE in activities in order to achieve worthwhile OUTCOMES

Answer 11

Expectancy Theory of Motivation

Question 12

How well the person believes he or she can PERFORM the task

Answer 12

Expectancy

Question 13

How well the person believes that performance will LEAD to certain outcomes

Answer 13

Instrumentality

Question 14

The VALUE that the person attaches to the outcomes

Answer 14

Valence

Question 15

Theory that individuals compare job inputs and outcomes with those of others and then respond to eliminate INEQUITIES

Answer 15

Equity Theory

Question 16

Three important concepts in designing jobs

Answer 16

1. Job Enrichment
2. Job Characteristics Model
3. Job Crafting

Question 17

Refers to the practice of BUILDING MOTIVATING FACTORS like responsibility, achievement and recognition into job content.

Answer 17

Job Enrichment

Question 18

Employees receive IMMEDIATE evaluation for their work

Answer 18

Direct Feedback

Question 19

Means an employee is given a chance to serve an internal and external CLIENT

Answer 19

Client Relationship

Question 20

Employee acquires NEW KNOWLEDGE while doing his work

Answer 20

New Learning

Question 21

Employees has some CONTROL over which method to choose to accomplish a task

Answer 21

Control Over Method

Question 22

The job has UNIQUE qualities and features

Answer 22

Unique Experience

Question 23

Provides the employee the opportunity to COMMUNICATE DIRECTLY with people who use their output

Answer 23

Direct Communication Authority

Question 24

Employee has CONTROL OVER RESOURCES such as money, material or people

Answer 24

Control Over Resources

Question 25

Employee is responsible for his or her result

Answer 25

Personal Accountability

Question 26

The method of a job design that focuses on the TASKS and the interpersonal DEMANDS of the job

Answer 26

Job Characteristics Model

Question 27

The degree to which there are MANY SKILLS to perform

Answer 27

Skill Variety

Question 28

The degree to which ONE WORKER is able to do a complete job, from beginning to end.

Answer 28

Task Identity

Question 29

The degree to which the job has a SUBSTANTIAL IMPACT on the lives or work of other people

Answer 29

Task Significance

Question 30

The degree which the job gives the employee substantial FREEDOM, INDEPENDENCE and DISCRETION in scheduling the work and determining the procedures used in carrying it out

Answer 30

Autonomy

Question 31

The degree to which a job provides DIRECT information about performance

Answer 31

Feedback

Question 32

Refers to the physical and mental CHANGES workers make in the task or relationship aspects of their job

Answer 32

Job Crafting

Question 33

The APPLICATION of reinforcement theory for motivating people in work settings

Answer 33

Organizational Behavior Modification ( OB MOD)

Question 34

A type of monetary reward that use the NUMBER OF HOURS WORKED as a means of determining rewards

Answer 34

Time Rates

Question 35

This scheme links pay to the QUANTITY of the individual OUTPUT

Answer 35

Payment by Results

Question 36

This scheme consider results or OUTPUTS plus ACTUAL BEHAVIOR in the job

Answer 36

Performance Related Pay

Question 37

A scheme where pay is linked to company PROFITS

Answer 37

Profit Related Pay

Question 38

Also known as COMPETENCY BASED or KNOWLEDGE BASED pay. This sets pay levels on the basis of how many skills employees have or how many jobs they can do

Answer 38

Skill Based Pay

Question 39

This is a benefit plan that allows each employee to put together a BENEFIT PACKAGE individually tailored to his or her own needs and situation

Answer 39

Cafeteria or Flexible Benefit System