Motivation and Job Design Flashcards

A complete set of vocabulary flashcards covering psychological motivation theories, organizational justice, job design strategies, and well-being concepts based on the lecture transcript.

Motivation

Psychological processes that arouse and direct goal-oriented behavior.

Content Theories

Motivation theories focused on employee needs.

Process Theories

Motivation theories focused on how people decide to behave.

Equity Theory

Motivation based on perceived fairness between one's inputs/outcomes and others'.

Justice Theory

Expansion of equity theory focusing on distributive, procedural, and interactional fairness.

Distributive Justice

Fairness of outcomes.

Procedural Justice

Fairness of the process.

Interactional Justice

Fairness in interpersonal treatment.

Justice Climate

Shared perception of fairness within a workgroup.

Expectancy Theory

Motivation depends on $\text{Expectancy} \times \text{Instrumentality} \times \text{Valence}$.

Expectancy

Belief that effort leads to performance.

Instrumentality

Belief that performance leads to rewards.

Valence

Value placed on a reward.

Acquired Needs Theory

Needs for achievement, affiliation, and power are learned.

Self-Determination Theory

Motivation comes from competence, autonomy, and relatedness.

Herzberg's Two-Factor Theory

Satisfaction comes from motivators; dissatisfaction comes from hygiene factors.

Hygiene Factors

Prevent dissatisfaction but don't create satisfaction.

Motivators

Create satisfaction and motivation.

Inputs (Equity Theory)

Employee contributions (effort, experience, education, etc.).

Outcomes (Equity Theory)

Rewards received (pay, recognition, promotions, etc.).

Stretch Goals

Goals intentionally set beyond expected performance.

Traditional Job Design

Fits people to jobs.

Modern Job Design

Fits jobs to people.

Scientific Management

Simplifies jobs for efficiency through specialization.

Job Enlargement

Adds more tasks to increase variety.

Job Enrichment

Adds responsibility and meaningful work to increase motivation.

Job Characteristics Model

Five job characteristics that improve motivation and performance.

Relational Job Design

Designs work to increase employees' desire to help others.

Operant Conditioning

Behavior is controlled by its consequences.

Law of Effect

Behaviors with positive consequences are more likely to be repeated.

Extinction

Weakens behavior by removing reinforcement.

Pay-for-Performance

Compensation based on performance rather than time worked.

Gainsharing

Rewards employees for improving productivity or reducing costs.

Pay-for-Knowledge

Compensation based on job-related skills or education.

PERMA

Positive Emotion, Engagement, Relationships, Meaning, Achievement.

Flourishing

Living a life characterized by PERMA.

Meaningfulness

Feeling part of something larger than yourself.

Self-Management Process

Setting goals, prioritizing tasks, scheduling work, and adjusting as needed.