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Vocabulary flashcards covering key terms and concepts from the lecture notes on work motivation.
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Work motivation
A set of energetic forces that originate inside and beyond an individual to initiate work-related behavior and to determine its form, direction, intensity, and duration (Pinder, 2008).
Intensity
How hard someone works on a task.
Direction
The orientation of effort; where the effort is focused toward goals.
Persistence
How long a person continues to work toward a task despite obstacles.
Goal-setting theory (Locke & Latham, 1990)
A theory stating that specific and challenging goals lead to better performance than vague or easy goals.
Goal
A clear aim, such as achieving a specific level of performance within a set time.
Specific, challenging goals
Goals that are precise and demanding, which lead to better results than easy or vague goals.
Effort
The amount of energy people invest in pursuing a goal.
Task strategies
The plans and methods people use to achieve goals.
Job Characteristics Model (Hackman & Oldham, 1976)
A theory linking motivation to five key job characteristics (e.g., skill variety, feedback).
Zetik & Stuhlmacher (2002) meta-analysis
Found that specific, challenging goals produced better negotiation outcomes than less challenging goals.
Self-Determination Theory (Deci & Ryan, 2000)
A theory proposing intrinsic motivation and several forms of extrinsic motivation based on fulfilling three needs: competence, relatedness, and autonomy.
Need for competence
The desire to feel effective and capable of achieving goals.
Need for relatedness
The desire to have meaningful connections and positive relationships with others.
Need for autonomy
The desire to control one’s actions and align them with personal values.
Amotivation (Non-regulation)
A lack of motivation; action feels pointless or there is no perceived ability to succeed.
External regulation
Behavior driven by external rewards or punishments.
Introjected regulation
Motivation driven by internal pressures (e.g., self-esteem, guilt) without external force.
Identified regulation
Motivation based on personally valued goals or benefits, though not fully identified with them.
Integrated regulation
Motivation aligned with personal values and considered part of who you are.
Intrinsic regulation
Motivation driven by enjoyment or interest in the activity itself, with no external rewards needed.
Intrinsic motivation
Engaging in an activity for its own sake, because it is inherently enjoyable or interesting.
Personal motives and values alignment
Ensuring employees' personal values align with the job during hiring to boost motivation.
Goal setting in practice
Involving employees in setting specific, challenging goals and providing feedback on progress.
Facilitating performance
Managers provide necessary resources and support to help employees achieve goals.
Rewards and discipline
Rewards should be tied to performance; discipline should reduce unwanted behavior, while rewards increase desirable behavior.