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a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence
motivation
what does motivation determine
the direction, intensity, and persistence of effort
what is engagement
a contemporary synonym for high levels of intensity and persistence in work effort
what is the expectancy theory
the cognitive process that employees go through to make choices among different voluntary responses - argues that employee behavior is directed toward pleasure and away from pain
what is expectancy
if i exert a lot of effort, will i perform well
what two things does expectancy connect
effort and performance
what is instrumentality
if i perform well, will i receive outcomes
what two things does instrumentality connect
performance and outcomes
what is valence
will the outcomes be satisfying
the belief that a person has the capabilities needed to execute the behaviors required for task success
self efficacy
what are the sources of self efficacy
1. past accomplishments
2. vicarious experience
3. verbal persuasion
4. emotional cues
when are outcomes more satisfying than others
when they help satisfy needs
cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences
needs
motivation that is controlled by some contingency that depends on task performance
extrinsic motivation
motivation that is felt when task performance serves as its own reward
intrinsic motivation
the degree to which they view money as having symbolic, not just economic, value
meaning of money
what are the three dimensions of the symbolic value of money
achievement, respect, and freedom
E --> P
expectancy
P --> O
instrumentality
V
valence
what is the equation for motivational force
MF = (E --> P) {sum[(P --> O)V]}
what is the goal setting theory
views goals as the primary drivers of the intensity and persistence of effort - argues that assigning employees specific and difficult goals will result in higher levels of performance than assigning no goals, easy goals, or "do your best" goals
the internalized goals that people use to monitor their own task progress
self-set goals
learnings plans and problem-solving approaches used to achieve successful performance
task strategies
updates on employee progress toward goal attainment
feedback
reflects how complicated the information and actions involved in a task are, as well as how much that task changes
task complexity
the degree to which a person accepts a goal and is determined to try to reach it
goal commitment
what are the three moderators in the goal setting theory
feedback, task complexity, goal commitment
look at flow chart for goal setting theory
look at flow chart for goal setting theory
S.M.A.R.T
specific, measurable, achievable, results-based, time-sensitive
what is equity theory
acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people - argues that you compare your ratio of outputs to inputs to the ratio of some comparison other
some person who seems to provide an intuitive frame of reference for judging equity
comparison other
What are the three possible outcomes of equity theory comparisons
1. equity
2. underreward inequity
3. overreward inequity
what is equity
where your outcomes and inputs = others outcomes and inputs
in the equity comparison result, how do you restore balance
no need - already in balance
what is underreward inequity
others outcomes and inputs > your outcomes and inputs
how do you restore balance in underreward inquity
- grow your outcomes by talking to your boss or by stealing from the company
- shrink your inputs by lowering the intensity or persistence of effort
what is overreward inequity
your outcomes and inputs > others outcomes and inputs
how do you restore balance in overreward inequity
- shrink your outcomes --> jk why would you do that
- grow your inputs through more high quality work or through some cognitive distortion
what is the one other way to restore balance with dealing with under or over reward
change your comparison other
comparisons with someone in the company
internal comparisons
comparisons with someone in a different company
external comparisons
an energy rooted in the belief that work tasks contribute to some larger purpose
psychological empowerment
is psychological empowerment internal or external motivation
internal
captures the value of a work goal or purpose, relative to a person's own ideals and passions
meaningfulness
a sense of choice in the initiation and continuation of work tasks
self-determination
captures a persons belief in his or her capability to perform work tasks successfully
competence
the sense that a person's actions make a difference - that progress is being made toward fulfilling some important purpose
impact
what is the opposite of impact
learned helplessness
the sense that it doesnt matter what a person does, nothing will make a difference
learned helplessness
what are the four moderators for psychological empowerment
1. meaningfulness
2. self-determination
3. competence
4. impact
t/f: higher level of motivation = higher level of task performance
true
t/f: more is known on the effect of motivation of organizational commitment than task performance
false
what are the four individual focused compensation plan elements
1. piece rate
2. merit pay
3. lump-sum bonuses
4. recognition awards
a specified rate is paid for each unit produced, each unit sold, or each service provided
piece rate
an increase to base salary is made in accordance with performance evaluation ratings
merit pay
a bonus is received for meeting individual goals but no change is made to base salary. the potential bonus represents "at risk" pay that mist be re-earned each year. base salary may be lower in cases in which potential bonuses may be large
lump-sum bonuses
tangible awards or intangible awards are given on an impromptu basis to recognize achievement
recognition awards
what is the unit-focused compensation plan element
gainsharing
a bonus is received for meeting unit goals for criteria controllable by employees. no change is made to base salary. the potential bonus represents "at risk" pay that must be re-earned each year. base salary may be lower in cases in which potential bonuses may be large
gainsharing
what is the organization-focused compensation plan element
profit sharing
a bonus is received when the publicly reported earnings of a company exceed some minimum level, with the magnitude of the bonus contingent on the magnitude of profit
profit sharing
reflects the perceived fairness of an authority's decision making
justice
reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms
ethics
what are the three types of trust
disposition based trust
cognition based trust
affect based trust
your personality traits include a propensity to trust others
disposition-based trust
rooted in a rational assessment of the authority's trustworthiness
cognition-based trust
depends on feelings towards the authority that go beyond any rational assessment
affect-based
a general expectation that the words, promises, and statements of individuals and groups can be relied upon
trust propensity
trust propensity is a part of what type of trust
disposition-based trust
the characteristics or attributes of a trustee that inspire trust
trustworthiness
what are the three dimensions of trustworthiness
ability, benevolence, integrity
the skills, competencies, and areas of expertise that enable an authority to be succesful in some specific area
ability
the belief that the authority wants to do good for the trustor, apart from any selfish or profit-centered motives
benevolence
the perception that the authority adheres to a set of values and principles that the trustor finds acceptable
integrity
t/f: affect based trust is more emotional than rational
true
why do we trust under affect-based trust
because we have feelings for those we care about
what type of relationships relate to each type of trust
new relationships = disposition-based trust
most relationships = cognition-based trust
few relationships = affect-based trust
reflects the perceived fairness of decision making outcomes
distributive justice
reflects the perceived fairness of decision making process
procedural justice
reflects the perceived fairness of the treatment received by employees from authorities
interpersonal justice
what can interpersonally unjust actions create
abusive supervision
reflects the perceived fairness of the communications provided to employees from authorities
informational justice
what is the distributive justice rule
equity vs equality vs need
what are the procedural justice rules
voice
correctability
consistency
bias suppression
representativeness
accuracy
what are the interpersonal justice rules
respect and propriety
what are the informational justice rules
justification and truthfulness
what are the two "threads" to ethics
1. prescriptive in nature
2. descriptive in nature
when current or former employees expose illegal or immoral actions by their organization
whistle-blowing
what does the four-component model of ethical decision making argue
that ethical behaviors result from a multistage sequence beginning with moral awareness, continuing on to moral judgement, then to moral intent, and ultimately to ethical behavior
occurs when an authority recognizes that a moral issue exists in a situation or that an ethical code or principle is relevant to the circumstance
moral awareness
captures the degree to which an issue has ethical urgency
moral intensity
captures the degree to which people chronically perceive and consider issues of morality during their experiences
moral attractiveness
the process people use to determine whether a particular course of action is ethical or unethical
moral judgement
t/f: authorities who operate at more mature stages of moral development should demonstrate better moral judgement
true
what are the three stages of Kohlberg's theory of cognitive moral development
1. preconventional stage
2. conventional stage
3. principled stage
explain the preconventional stage
right vs wrong is determined based on consequences
explain the conventional stage
right vs wrong is referenced to the expectations of one's family members, conforming to stereotypes about what's right
explain the principle stage
right vs wrong is referenced to a set of defined, established moral principles
reflects an authority's degree of commitment to the moral course of action
moral intent
