Chapter 7: Motivation

Flashcards based on the key concepts from the lecture on motivation in organizational behavior.

Motivation

Processes that account for an individual’s intensity, direction, and persistence of effort toward attaining an organizational goal.

Maslow’s Hierarchy of Needs

A theory of human motivation comprising five levels: physiological, safety, social, esteem, and self-actualization.

Theory X

The assumption that employees inherently dislike work and must be coerced or controlled.

Theory Y

The assumption that work is as natural as play and that employees can exercise self-direction and self-control if committed to objectives.

Two-Factor Theory

Proposed by Herzberg, this theory distinguishes between hygiene factors that can cause dissatisfaction and motivators that drive satisfaction.

Need for Achievement (nAch)

The drive to excel or succeed.

Cognitive Evaluation Theory

A component of Self-Determination Theory that suggests introducing extrinsic rewards for intrinsically rewarding tasks may decrease overall motivation.

SMART Goals

Specific, Measurable, Achievable, Relevant, and Time-bound objectives used in the Management by Objectives (MBO) framework.

Self-Efficacy Theory

An individual's belief in their capability to perform a task, influencing their motivation.

Equity Theory

A theory stating that employees evaluate their outcomes in relation to their inputs and compare them to others.

Expectancy Theory

A motivational theory suggesting that individuals are motivated by the expected outcome of their actions.

Variable-Pay Programs

Compensation plans where a portion of pay is based on performance measures.

Intrinsic Rewards

Motivational benefits that come from within the individual, often linked to personal satisfaction or recognition.

Job Characteristics Model

A model for job design that identifies five core job dimensions: skill variety, task identity, task significance, autonomy, and feedback.