Motivating Employees: Lecture Notes Review

This flashcard set covers the key theories, models, and definitions of motivation from the lecture notes, including content, process, and reinforcement perspectives.

Motivation

The result of multiple personal and contextual factors that influence behavior.

Extrinsic Rewards

One of two types of rewards that satisfy needs; typically external to the individual, such as pay or promotion.

Intrinsic Rewards

One of two types of rewards that satisfy needs; typically internal to the individual, such as a sense of accomplishment.

Physiological Need

The most basic human physical need: Need for food, clothing, shelter, comfort, self-preservation; covered by wages in the workplace.

Safety Need

Need for physical safety, emotional security, and avoidance of violence; satisfied by health insurance, job security, and safety rules.

Love Need

Need for love, friendship, and affection; satisfied by office parties, company softball teams, and management retreats.

Esteem Need

Need for self-respect, status, reputation, recognition, and self-confidence; satisfied by bonuses, promotions, and awards.

Self-actualization Need

The highest level need: Need for self-fulfillment, increasing competence, and using abilities to the fullest; exemplified by sabbatical leave.

Acquired Needs Theory

McClelland's theory stating that three needs — achievement, affiliation, and power — are major motives determining people's behavior in the workplace.

Self-Determination Theory

Deci and Ryan's theory that focuses on intrinsic motivation and three innate needs: competence, autonomy, and relatedness.

Hygiene Factors

Factors in Herzberg's Two-Factor Theory associated with job dissatisfaction, such as pay, security, working conditions, and company policy.

Motivating Factors

Factors in Herzberg's Two-Factor Theory associated with job satisfaction, such as achievement, recognition, and the work itself.

Equity/Justice Theory

A process perspective that focuses on how fairly employees think they are being treated in relation to others, based on inputs and outputs.

Expectancy Theory

A process perspective on motivation involving three elements: expectancy, instrumentality, and valence.

Goal-Setting Theory

A process perspective suggesting that objectives should be specific and challenging but achievable to motivate performance.

Scientific Management

The process of reducing the number of tasks a worker performs to increase efficiency and productivity.

Job Enlargement

A job design technique of putting more variety into a job.

Job Enrichment

A job design technique of putting more responsibility and other motivating factors into a job.

Positive Reinforcement

A behavior modification type that strengthens behavior by rewarding employee improvement with raises or promotions.

Negative Reinforcement

A behavior modification type that strengthens behavior by avoiding reprimanding the employee, such as stopping nagging when performance improves.

Extinction

A behavior modification type that weakens behavior by withholding employee rewards, such as no praise or raises.

Punishment

A behavior modification type that weakens behavior by reprimanding and disciplining the employee, such as docking pay.