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Industrial Organizational Psychology > Employee Motivation > Flashcards

Employee Motivation Flashcards

1
Q

The force that drives an employee to perform well

A

Motivation

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2
Q

Behaviors that are not part of an employee’s job but which make the organization a better place to work (e.g., helping others, staying late)

A

Organizational
citizenship behaviors
(OCBs)

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3
Q

The extent to which a person views him or herself as a valuable and worthy individual

A

Self-esteem

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4
Q

Korman’s theory that employees will be motivated to perform at levels consistent with their levels of self-esteem

A

Consistency theory

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5
Q

The positive or negative way in which a person views himself or herself as a whole

A

Chronic self-esteem

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6
Q

The positive or negative way in which a person views him or herself in a particular situation

A

Situational self-esteem

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7
Q

The positive or negative way in which a person views him or herself based on the expectations of others

A

Socially influenced selfesteem

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8
Q

The idea that people behave in ways consistent with their self-image

A

Self-fulfilling prophecy

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9
Q

When high self-expectations result in higher levels of performance

A

Galatea effect

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10
Q

The idea that if people believe that something is true, they will act in a manner consistent with that belief

A

Pygmalion effect

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11
Q

When negative expectations of an individual cause a decrease in that individual’s performance

A

Golem effect

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12
Q

Work motivation in the absence of such external factors as pay, promotion, and coworkers

A

Intrinsic motivation

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13
Q

Work motivation that arises from such nonpersonal factors as pay, coworkers, and opportunities for advancement

A

Extrinsic motivation

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14
Q

A measure of an individual’s orientation toward intrinsic versus extrinsic motivation

A

Work Preference

Inventory (WPI)

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15
Q

According to trait theory, the extent to which a person desires to be successful

A

Need for achievement

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16
Q

The extent to which a person desires to be around other people

A

Need for affiliation

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17
Q

According to trait theory, the extent to which a person desires to be in control of other people

A

Need for power

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18
Q

A theory that employees can be motivated by monitoring their own progress toward the goals they set and adjusting their behavior to reach those goals

A

Self-regulation

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19
Q

A method of recruitment in which job applicants are told both the positive and the negative aspects of a job

A

Realistic job preview

RJP

20
Q

The theory proposed by Hackman and Oldham that suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker

A

Job characteristics theory

21
Q

A system arranged by rank

A

Hierarchy

22
Q

The first step in Maslow’s needs hierarchy, concerning survival needs for food, air, water, and the like

A

Basic biological needs

23
Q

The second step in Maslow’s hierarchy, concerning the need for security, stability, and physical safety

A

Safety needs

24
Q

The third step in Maslow’s hierarchy, concerning the need to interact with other people

A

Social needs

25
Q

The fourth step in Maslow’s hierarchy, concerning the individual’s need for recognition and success

A

Ego needs

26
Q

The fifth step in Maslow’s hierarchy, concerning the need to realize one’s potential

A

Self-actualization needs

27
Q

A theory based on the idea that employees will be satisfied with jobs that satisfy their needs

A

Needs theory

28
Q

Aldefer’s needs theory, which describes three levels of satisfaction: existence, relatedness, and growth

A

ERG theory

29
Q

Herzberg’s needs theory, postulating that there are two factors involved in job satisfaction: hygiene factors and motivators

A

Two-factor theory

30
Q

In Herzberg’s two-factor theory, job-related elements that result from but do not involve the job itself

A

Hygiene factors

31
Q

In Herzberg’s two-factor theory, elements of a job that concern the actual duties performed by the employee

A

Motivators

32
Q

A method of increasing performance in which employees are given specific performance goals to aim for

A

Goal setting

33
Q

A type of learning based on the idea that humans learn to behave in ways that will result in favorable outcomes and learn not to behave in ways that result in unfavorable outcomes

A

Operant conditioning

34
Q

The idea that reinforcement is relative both within an individual and between individuals

A

Premack Principle

35
Q

A rank-ordered list of reinforcers for an individual

A

Reinforcement hierarchy

36
Q

A motivation technique using such methods as personal attention, signs of approval, and expressions of appreciation

A

Social recognition

37
Q

A system in which employees are paid on the basis of how much they individually produce

A

Pay for performance

38
Q

An incentive plan in which employees receive pay bonuses based on performance appraisal scores

A

Merit pay

39
Q

A group incentive system in which employees are paid a bonus based on improvements in group productivity

A

Gainsharing

40
Q

The level of productivity before the implementation of a gainsharing plan

A

Baseline

41
Q

A group incentive method in which employees are given the option of buying stock in the future at the price of the stock when the options were granted

A

Stock options

42
Q

Vroom’s theory that motivation is a function of expectancy, instrumentality, and valence

A

Expectancy theory

43
Q

The extent to which people believe that they are responsible for and in control of their success or failure in life

A

Internal locus of control

44
Q

A theory of job satisfaction stating that employees will be satisfied if their ratio of effort to reward is similar to that of other employees

A

Equity theory

45
Q

In equity theory, what employees get from their jobs

A

Outputs

46
Q

The ratio of how much employees believe they put into their jobs to how much they believe they get from their jobs

A

Input/output ratio

47
Q

A theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well

A

Organizational justice

Industrial Organizational Psychology (15 decks)

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