Motivation - Chapter 5 & 6

Question 1

Balanced Score Card

Answer 1

A goal-setting and reward system that translates the orgs vision and mission into specific, measurable goals.

Question 2

Distributive Justice

Answer 2

Perceived fairness in the individual’s ratio of outcomes to contributions compared with other’s ratios.

Question 3

Drives

Answer 3

Hardwired characteristics of the brain that correct deficiencies or maintain an internal equilibrium by producing emotions.

Question 4

Employee Engagement

Answer 4

Individual’s emotional and cognitive motivation, particularly a focused, intense, persistent, and purposive effort toward work-related goals.

Question 5

Expectancy Theory

Answer 5

A motivation theory based on the idea that work effort is directed toward behaviours that ppl believe will lead to desired outcomes.

Question 6

Goal Setting

Answer 6

The process of motivating employees and clarifying their role perception by establishing performance objectives.

Question 7

Needs

Answer 7

Goal-directed forces that ppl experience.

Question 8

OB Modification

Answer 8

A theory that explains employee behaviour in terms of the ABCs.

Question 9

Self-Reinforcement

Answer 9

Reinforcement that occurs when an employee has control over a reinforcer but doesn’t take it until completing a se;f-set goal.

Question 10

Social Cognitive Theory

Answer 10

A theory that explains how learning and motivation occur by observing and modelling others as well as by anticipating the consequences of our behaviour.

Question 11

Job Characteristics Model

Answer 11

A job design model that relates the motivational properties of jobs to specific personal and org consequences of those properties.

Question 12

Motivator Hygiene theory

Answer 12

Herzberg’s theory stating that employees are primarily motivated by growth and esteem needs, not by lower-level needs.

Question 13

Rational Choice Paradigm

Answer 13

The view in decision making that ppl should and typically do use logic and all available info to choose the alternative with the highest value.

Question 14

Scientific Management

Answer 14

The practice of systematically partitioning work into its smallest elements and standardizing tasks to achieve maximum efficiency.

Question 15

Self-Leadership

Answer 15

The process of influencing oneself to establish the self-direction and self-motivation needed to perform a task.

Question 16

Subjective Expected Utility

Answer 16

The probability of satisfaction resulting from choosing specific alternative in a decision.

Question 17

Task Identity

Answer 17

The degree to which a job requires completion of a while or an identifiable piece of work.

Question 18

Task Significance

Answer 18

The degree to which a job has a substantial impact on the org and or larger society.