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Application Based Theories
Theories that draw on needs and process-based theories with a focus on real-world applications.
Goal Setting Theory
A well-supported theory by Locke and Latham (1990) that emphasizes the importance of setting specific and challenging goals.
SMART Goals
An acronym for Specific, Measurable, Achievable, Relevant, and Time-bound goals that enhance goal-setting effectiveness.
Goal Commitment
The determination of an individual to achieve their goals, which influences motivation.
Self-Concordance
The alignment of personal reasons for pursuing goals with individual interests and values, leading to greater happiness and success.
Self-Regulation
The ability to control one’s impulses and behaviors in pursuit of goals.
Goal Orientation
The motivation to learn and develop rather than merely to perform well.
Self-Efficacy
An individual’s belief in their capability to perform a task, influencing confidence and persistence.
Self-Efficacy Theory
A theory by Bandura that highlights the importance of self-belief in task performance.
Enactive Mastery
The most significant source of self-efficacy, gained through relevant experience and practice.
Vicarious Modeling
Increasing self-efficacy by observing others perform tasks, especially if the observer identifies with the model.
Verbal Persuasion
Motivation derived from verbal encouragement, influenced by the Pygmalion and Galatea effects.
Arousal
The emotional state that can enhance or hinder task performance depending on its relevance to the task.
Job Characteristics Theory
A framework by Hackman and Oldham (1980) that identifies core job characteristics that influence motivation.
Skill Variety
The range of different skills and abilities required in a job.
Task Identity
The connection between a task and the overall outcome of the job.
Task Significance
The perceived impact of a job on the lives of others.
Autonomy
The degree of freedom an individual has in controlling their job.
Feedback
The information received regarding the effectiveness of one’s job performance.
Motivating Job Design
Strategies like job rotation, enlargement, and enrichment to enhance job satisfaction and interest.
Reinforcement Theory
A theory by Luthans and Kreitner (1985) based on operant conditioning, emphasizing the role of reinforcement in behavior.
Positive Reinforcement
Rewarding positive behavior to encourage its repetition.
Negative Reinforcement
Removing a negative condition to reinforce positive behavior.
Punishment
Applying a negative consequence to reduce undesirable behavior.
Extinction
Withdrawing a positive consequence to diminish negative behavior.
Cognitive Evaluation Theory
Deci and Ryan, the idea that extrinsic rewards can undermine intrinsic motivation for previously rewarding behaviors.
Creating a Motivating Environment
Strategies to enhance motivation through autonomy, meaningfulness, competence, and recognition.
Continuous Reinforcement
reinforecement follows every instance of behavior
Fixed Ratio
reinforcement follows after a set number of behaviors are observed
Fixed Interval
reinforcement follows after a set period of time
Variable Ratio
reinforcement follows a random pattern unknown to the person
Variable Interval
reinforcement provided after a random time has passed
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