CH 7 Motivation Concepts

These flashcards cover key terms and concepts related to motivation theories and organizational behavior, focusing on definitions and their implications.

Motivation

The processes that account for an individual’s intensity, direction, and persistence of effort toward attaining a goal.

Hierarchy of Needs Theory

Maslow's theory that there are five levels of needs in a hierarchy: physiological, safety-security, social-belongingness, esteem, and self-actualization.

Self-Determination Theory

Theory suggesting people are motivated by intrinsic needs for autonomy, competence, and relatedness.

Goal-setting theory

The theory that specific and challenging goals, when accepted, lead to higher performance.

Self-Efficacy Theory

The belief in one's ability to succeed in specific situations, which influences motivation and performance.

Equity Theory

The theory that employees assess fairness by comparing their input/output ratio to that of others.

Distributive Justice

Perceived fairness of outcome distributions, such as pay or rewards.

Procedural Justice

Perceived fairness in the processes that lead to outcomes.

Informational Justice

The extent to which employees receive adequate explanations about decisions that affect them.

Interactional Justice

The degree of respect and dignity that employees feel they are treated with during interpersonal interactions.

Two-Factor Theory

Herzberg's theory that identifies motivators and hygiene factors that impact job satisfaction.

Reinforcement Theory

The theory that behavior is a function of its consequences, and behaviors followed by positive outcomes are likely to be repeated.

Expectancy Theory

Vroom's theory that motivation is influenced by the expected outcome of effort related to performance and rewards.

Job Engagement

The investment of an employee’s physical, cognitive, and emotional energies into job performance.

Goal Commitment

The determination to achieve a goal, influenced by belief in its attainability and its desirability.

Feedback

Information regarding performance that can guide future behavior and effort towards achieving goals.

Self-Concordance

The degree to which a person's goals align with their intrinsic interests and values.

Counterproductive Work Behaviors (CWB)

Actions by employees that defy organizational goals and can harm the organization.

Organizational Justice

A broader concept encompassing distributive, procedural, informational, and interactional justice.

Management by Objectives (MBO)

A management practice where specific measurable goals are jointly set by managers and employees.