Motivation Theories Flashcards

Flashcards about motivation and goal setting theories

Motivation

The internal force that drives a worker to action as well as the external factors that encourage that action.

Self-Determination Theory (SDT)

Theory that suggests individuals are motivated by intrinsic factors and seek to perform well because they enjoy the tasks or the challenge of completing the task.

Work Preference Inventory

Measures individual orientations toward intrinsic and extrinsic motivation.

Extrinsic Motivation

Motivation to perform well to receive a reward or avoid negative consequences.

Intrinsic Motivation

Motivation to perform well because one enjoys the task or the challenge of completing the task.

Maslow's Hierarchy of Needs

A motivational theory comprising a five-tier model of human needs, often depicted as hierarchical levels within a pyramid. From the bottom of the hierarchy upwards, the needs are: Physiological, safety, love and belonging, esteem, and self-actualization.

Korman's Consistency Theory

Theory that self-esteem is the extent to which a person views himself as valuable and worthy, and there is a positive correlation between self-esteem and performance.

Chronic Self-Esteem

A person's overall feeling about himself.

Situational Self-Esteem (Self-Efficacy)

A person's feeling about himself in a particular situation.

Socially Influenced Self-Esteem

How a person feels about himself based on the expectations of others.

Learned Needs Theory

Suggests that an individual's specific needs are acquired over time and are shaped by one's life experiences.

Need for Power

Motivated by a desire to influence others rather than simply to be successful.

Need for Affiliation

Motivated by jobs in which they can work with and help other people.

Need for Achievement

Motivated by jobs that are challenging and over which they have some control.

Skill Variety

The job requires a variety of activities that involve different skills and talents.

Task Significance

The job affects the lives or work of other people, both in the immediate organization and in the external environment.

Task Identity

The job requires completion of a 'whole' and an identifiable piece of work; that is, the extent to which a job has a beginning and an end with a tangible outcome.

Autonomy

The job allows the individual substantial freedom, independence, and discretion to schedule the work and determine the procedures for carrying it out.

Feedback

The job activities give the individual direct and clear information about the effectiveness of his or her performance.

Existence Needs

Those necessary for basic human survival (Clayton Alderfer's ERG Theory).

Relatedness Needs

Those involving the need to relate to others (Clayton Alderfer's ERG Theory).

Growth Needs

Analogous to Maslow's needs for self-esteem and self-actualization (Clayton Alderfer's ERG Theory).

Motivator Factors

Intrinsic to the work itself (e.g., achievement and recognition) in Herzberg's Two-Factor Theory.

Hygiene Factors

Extrinsic to the work itself (e.g., pay and job security) in Herzberg's Two-Factor Theory.

Equity Theory

Our levels of motivation and job satisfaction are related to how fairly we believe we are treated in comparison with others.

Inputs

Personal elements that we put into our job (time, effort, education, experience) according to Equity Theory.

Outputs

Elements that we receive from our jobs (pay, benefits, challenge, responsibility) according to Equity Theory.

Input/Output Ratio

Dividing output value by input value in Equity Theory.

Goal-Setting Theory

Setting specific and challenging goals leads to higher performance compared to vague or easy goals.

Goal Difficulty

Goals that are difficult are more motivating than easier goals.

Goal Acceptance

A person's belief that a goal is attainable.

Goal Specificity

Goals are much more motivating when they specify a particular level of performance.