Motivation, Group Dynamics, and Discrimination in the Workplace

These flashcards cover key terms and concepts related to motivation, group dynamics, and discrimination in the workplace, helping students prepare for their exam.

Motivation

The combined effects on behavior involving direction, intensity, and persistence.

Direction

The choice to expend effort in a specific task or goal.

Intensity

The choice of the level of effort to expend in a task.

Persistence

The choice to continue exerting effort at a given level.

Performance management

The process of ensuring that employees meet organizational goals and standards.

Job characteristics theory

Theory positing that intrinsic enjoyment in work arises from challenging and fulfilling tasks.

Core job characteristics

Five characteristics (variety, identity, significance, autonomy, feedback) that affect job satisfaction.

Variety

The extent to which a job requires different activities and skills.

Identity

The extent to which a job results in a whole identifiable piece of work.

Significance

The perceived meaningful impact of work on others.

Autonomy

The freedom workers have to make decisions in their roles.

Feedback

The extent to which a job provides information on performance.

Job rotation

Providing employees with different tasks or jobs to increase motivation.

Job enrichment

Empowering employees to make decisions about their work.

Reinforcement theory

The idea that behavior is shaped by its consequences.

Positive reinforcement

Increases behavior by presenting a desirable stimulus after the behavior.

Negative reinforcement

Increases behavior by removing an undesirable stimulus following the behavior.

Punishment

Decreases behavior by presenting an undesirable stimulus or removing a desirable one.

Expectancy theory

Motivation is influenced by expectations of effort leading to performance and valued outcomes.

Instrumentality

The belief that performance will lead to specific outcomes.

Valence

The anticipated value of the outcomes received from performance.

Group

Two or more individuals interacting and dependent on each other to achieve a common objective.

Team

A highly defined group with specific roles and tasks, demonstrating high commitment.

Social loafing

The tendency of individuals to exert less effort when working in a group compared to working alone.

Disparate Treatment

Intended differential treatment based on group membership.

Disparate Impact

Facially neutral employment practices adversely affecting different groups.

Sexual harassment

Unwelcome behavior of a sexual nature that affects an individual's work environment.

Equity theory

Motivation is affected by an individual's perception of fairness in their input-to-outcome ratio compared to others.

Goal-setting theory

Specific and challenging goals, along with feedback, lead to higher performance.

Group cohesion

The degree to which group members are attracted to each other and are motivated to stay in the group.

Forming (Group Development)

The initial stage where members become acquainted and set ground rules.

Storming (Group Development)

The stage characterized by conflict and debate over roles and leadership.

Norming (Group Development)

The stage where group roles and norms are established, leading to greater cohesion.

Performing (Group Development)

The stage where the group functions effectively towards achieving its goals.

Adjourning (Group Development)

The final stage for temporary groups, involving task completion and dissolution.

What is a problem-solving team?

A team formed to address specific issues or challenges within an organization.

What is a self-managed work team?

A team that operates without a manager and is responsible for its own planning, scheduling, and execution of tasks.

What does the acronym SMART stand for in goal-setting?

Specific, Measurable, Achievable, Relevant, and Time-bound goals.

What is Self-Efficacy?

An individual's belief in their capacity to execute behaviors necessary to produce specific performance attainments.

What is the highest level in Maslow's Hierarchy of Needs?

Self-actualization, representing the desire for self-fulfillment and personal growth.

What is Intrinsic Motivation?

Motivation that comes from within an individual, driven by interest or enjoyment in the task itself.

What is Extrinsic Motivation?

Motivation driven by external rewards or consequences, such as pay, benefits, or promotions.

What are Hygiene Factors (Herzberg's Two-Factor Theory)?

Factors that, when absent or inadequate, can cause job dissatisfaction but do not necessarily motivate when present (e.g., salary, working conditions, company policies).

What are Motivators (Herzberg's Two-Factor Theory)?

Factors that lead to job satisfaction and high motivation when present (e.g., achievement, recognition, responsibility, growth).

What is Groupthink?

A psychological phenomenon that occurs within a group of people in which the desire for harmony or conformity in the group results in an irrational or dysfunctional decision-making outcome.

What is Team Synergy?

The concept that the combined efforts of a team produce a greater outcome than the sum of the individual efforts.

What is a Virtual Team?

A team whose members collaborate across geographical, organizational, and/or time boundaries, primarily using digital communication technologies.

What are Physiological Needs (Maslow's Hierarchy)?

Basic human needs like food, water, shelter, and sleep, essential for survival.

What are Safety Needs (Maslow's Hierarchy)?

The need for personal and financial security, health, and well-being.

What are Belongingness and Love Needs (Maslow's Hierarchy)?

The need for social connection, friendship, intimacy, and a sense of belonging.

What are Esteem Needs (Maslow's Hierarchy)?

The need for self-respect, confidence, achievement, and recognition from others.