Motivation and Performance Lecture Flashcards

This set of vocabulary flashcards covers key motivation theories, formulas, and concepts from Chapters 6 and 7, including Expectancy Theory, Needs Theories, Goal Setting, and Equity Theory.

Motivation

Psychological processes that cause the arousal, direction, and persistence of voluntary actions that are goal-directed.

Intensity

A component of motivation describing how hard a person will try.

Persistence

A component of motivation describing how long a person will continue trying.

Direction

A component of motivation describing where a person directs their effort.

Performance Formula

$$Performance = Motivation \times Ability \times Opportunity$$

Ability

The talents and capabilities needed to perform a job.

Opportunity

Resources, support, and environment that allow performance.

Engagement

High levels of intensity and persistence in work effort.

Extrinsic Motivation

Motivation controlled by external rewards or consequences provided by someone else, such as pay, bonuses, or promotions.

Intrinsic Motivation

Motivation that comes from the enjoyment or satisfaction of performing the task itself, such as personal satisfaction or interest.

Expectancy Theory

A theory by Victor Vroom explaining how people decide how much effort to put into different tasks based on expectancy, instrumentality, and valence.

Expectancy

The belief that effort will lead to successful performance.

Instrumentality

The belief that good performance will lead to desired outcomes.

Valence

The value or importance a person places on an outcome; it can be positive, negative, or zero.

Expectancy Theory Formula

$$Motivation = Expectancy \times Instrumentality \times Valence$$

Self-Efficacy

The belief that you have the ability to successfully perform a task, influenced by factors like past accomplishments and vicarious experiences.

Maslow's Hierarchy of Needs

A theory stating five levels of needs must be satisfied in order: physiological, safety, belongingness, esteem, and self-actualization.

Prepotency

The concept in Maslow's theory that lower-level needs must be satisfied before higher-level needs become motivating.

Alderfer's ERG Theory

A theory combining Maslow's needs into three categories: existence, relatedness, and growth.

Frustration-Regression Hypothesis

An idea in ERG theory that if a higher-level need cannot be satisfied, people regress to lower-level needs.

McClelland's Acquired Needs Theory

A theory stating that needs for achievement, power, and affiliation are learned through life experiences.

SMART Goals

Characteristics of effective goals: Specific, Measurable, Achievable, Results-based, and Time-sensitive.

Equity Theory

Adams' theory stating motivation depends on perceptions of fairness by comparing one's own input/output ratio to a comparison other.

Equity Sensitivity Types

The three categories of reactions to fairness: Sensitives (prefer equal ratios), Benevolents (comfortable giving more), and Entitleds (believe they deserve more).

Psychological Empowerment

Feeling energized because work contributes to a meaningful purpose, comprised of meaningfulness, self-determination, competence, and impact.

Piece-Rate Pay

A compensation system where an individual is paid for each unit produced or sold.

Gainsharing

Team rewards based on outcomes that employees control.

Profit Sharing

Bonuses based on organizational performance.