chapter 12 Flashcards
the pay off, such as money, a person receives from others for performing a particular task.
extrinsic reward
the satisfac-tion, such as a feeling of accomplishment, a person receives from performing the particular task itself.
intrinsic
which states that three needs–achievement, affiliation, and power-are major motives determining people’s behavior in the workplace.
acquired need theory
assumes that people are driven to try to grow and attain fulfillment, with their behavior and well-being Influenced by three innate needs: competence, autonomy, and relatedness.
self-determination theory
which proposed that work satisfaction and dissatisfaction arise from two different factors–work satisfaction from motivating factors and work dissatisfaction from hygiene factors.
two-factor theory
a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships.
equity theory
reflects the perceived fairness of the resources and rewards being distributed or allocated among employees.
distributive justice
defined as the perceived fairness of the process and procedures used to make allocation decisions.
procedural justice
relates to how organizational representatives treat employees in the process of implementing procedures and making decisions.
interactional justice
relates to the shared sense of fairness felt by the entire workgroup.
justice climate
boils down to deciding how much effort to exert in a specific task situation.
expectancy theory
suggests that employees can be motivated by goals that are specific and challenging but achievable.
goal-setting theory
which are goals beyond what they actually expect to achieve.
stretch goals
sees goals as a way of developing competence through the acquisition of new skills.
learning goals orientation
views goals as a way of demonstrating and validating a competence we already have by seeking the approval of others.
performance goal orientation
