MGT 3200 CH 13

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motivation

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49 Terms

1

motivation

set forces that initiates, directs, and makes people persist in their efforts to accomplish a goal

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2

job performance

motivation x ability x situational constraints

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3

heart of motivation

initiation of effort, direction of effort, persistance of effort

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4

initiation of effort

concerned w the choices that ppl make about how much effort they put forth in jobs

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5

direction of effort

concerned w the choices that ppl make in deciding where to put forth effort in their jobs

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6

persistance of effort

concerned w the choices that ppl make about how long they will put forth effort in their jobs before reducing or eliminating those efforts

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7

ability

the degree to which workers possess the knowledge, skills and talent needed to do a job well

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8

situational constraints

factors beyond control of the individual employees, such as tools, policies, and resources that have effect on job performance

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9

needs

physical or psychological requirements that must be met to ensure survival and well being

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10

Maslow's hierarchy of needs

suggests people are motivated by physiological (food/water), safety (Physical/economic), belongingness (friendship, love, social interaction), esteem (achievement/recognition), self actualization (realizing full potential needs)

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11

Alderfer's ERG Theory

suggests people are motivated by need existence (safety + physiological), relatedness (belongingness), and growth (esteem + self actualization)

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12

McClelland's learned needs theory

ppl are motivated by the need for affiliation (to be liked/accepted), the need for achievement (accomplish challenging goals), or the need for power (influencing others)

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13

lower ordered needs

concerned w safety & physiological & existence requirements

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14

higher ordered needs

concerned w relationships, challenges & accomplishments, and influence

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15

extrinsic rewards

tangible, visible to others, given based on performance of specific tasks/behaviors

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16

intrinsic rewards

natural reward for performing task/activity for its own sake

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17

equity theory

states that ppl will be motivated when they perceive that they are being treated fairly

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18

inputs

contributions employees make to the org

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19

outcomes

rewards employees receive for their contributions

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20

referents

others w whom ppl compare themselves to determine if they have been treated fairly

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21

outcome/input (O/I) ratio

an employees perception of how the rewards received from an org compare w the employee's contributions to that org

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22

underreward

form of inequity in which you are getting FEWER outcomes relative to inputs than your referent is getting

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23

overreward

form of inequity in which you are getting more outcomes relative to inputs than your referent

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24

distributive justice

perceived degree to which outcomes and rewards are fairly distributed or allocated

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25

procedural justice

perceived fairness of the process used to make reward allocation decisions

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26

expectancy theory

theory that ppl will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and they they will be offered attractive rewards

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27

valence

attractiveness/desirability of a reward/outcome

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28

expectancy

perceived relationship btw effort and performance

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29

instrumentality

perceived relationship btw performance and rewards

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30

motivation equation

valence x expectancy x instrumentality

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31

empowerment

feeling of intrinsic motivation in which employees perceive their work to have meaning and perceive themselves to be competent, to have an impact, and to be capable of self

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32

reinforcement theory

theory that behavior is a function of its consequences =, that behaviors followed by positive consequences will occur more frequently, and that behavior followed by negative consequences, or not followed by positive consequences will occur less frequent

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33

reinforcement

process of changing behavior by changing the consequences that follow behavior

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34

reinforcement contingencies

cause & effect relationships btw performance of specific behaviors/consequences

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35

schedules of contingencies

rules that specify which behavior will be reinforced, which consequences will follow those behaviors, and the schedule by which those consequences will be delivered

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36

punishment

reinforcement that weakens behavior by following behaviors w undesirable consequences

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37

extinction

reinforcement in which a positive consequence is no longer allowed to follow a previously reinforced behavior, thus weakening the behavior

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38

continuous reinforcement schedule

schedule that requires a consequence to be administered following every instance of a behavior

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39

intermittent reinforcement schedule

schedule which consequences are delivered after a specified or average time has elapsed or after a specified/average number of behaviors has occurred

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40

fixed interval reinforcement schedule

intermittent schedule in which consequences follow a behavior only after a fixed time has elapsed (time)

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41

variable interval reinforcement schedule

intermittent schedule in which the time between a behavior and the following consequences varies around a specified average (time)

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42

fixed ratio reinforcement schedule

intermittent schedule in which consequences are delivered following a specific number of behaviors (behavior)

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43

variable ratio reinforcement schedule

intermittent schedule in which consequences are delivered following a different number of behaviors, sometimes more and sometimes less, that vary around a specified avg # of behaviors

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44

goal

a target objective, or result that someone tries to accomplish

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45

goal setting theory

theory that ppl will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress towards goal achievement

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46

goal specifity

extent to which goals are detailed, exact, and unambiguous

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47

goal difficulty

extent to which goal is hard or challenging to accomplish

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48

goal acceptance

extent to which ppl consciously understand and agree to goals

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49

performance feedback

info abt the quality/quantity of past performance that indicates whether progress is being made toward goal

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