Chp 5 Flashcards
(23 cards)
Motivation
the forces within a person that affect their direction, intensity and persistence of effort for voluntary behavior
Drives
hardwired characteristics of the brain that correct the deficiencies or maintain an internal equilibrium by producing emotions to energize individuals
Employee Engagement
individual emotional and cognitive motivation, particularly a focused, intense, persistent and purposive effort toward work related goals
Needs
goal-directed forces that people experience
Four-drive theory
a motivation theory based on the innate drives to acquire, bond, comprehend, and defend that incorporates both emotions and rationality
Maslow’s needs hierarchy theory
a motivation theory of needs arranged in a hierarchy, where by people are motivated to fulfill a higher need as a lower one becomes gratified
Intrinsic motivation
occurs when people fulfill their needs for competence and autonomy by engaging in the activity itself, rather than from an externally controlled outcome of that activity
Extrinsic motivation
occurs when people are motivated to engage in an activity for instrumental reasons, that is to receive something that is beyond their personal control
Need for achievement
a learned need in which people want to accomplish reasonably challenging goals and desire unambiguous feedback and recognition for their success
Need for affiliation
a learned need in which people seek approval from others, confirm to their wishes and expectations, and avoid conflict and confrontation
Need for power
a learned need in which people want to control their environment, including people and material resources, to benefit themselves (personalized power) or others (socialized power)
Expectancy theory
a motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to the desired outcomes
Outcome valences
anticipated satisfaction or dissatisfaction that an individual feels toward an outcome. outcomes with a positive valence are consistent with our values and satisfy our needs; outcomes with a negative valence oppose our values or needs fulfillment
Organizational behavior modification
a theory that explains employee behavior in terms of the antecedent conditions and consequences of that behavior
4 types of consequences (aka contingencies of reinforcement)
1) positive reinforcement 2) punishment, 3) extinction and 4) negative reinforcement
Social cognitive theory
explains how learning and motivation occur by observing and modeling others as well as by anticipating the consequences of our behavior
self-reinforcement
reinforcement that occurs when an employee has control of a reinforcer but doesn’t “take” it until completing a self-set goal
Goal
a cognitive representation of a desired end state that a person is committed to attain
Strengths-based coaching
a positive organizational behavior approach to coaching and feedback that focuses on building and leveraging the employees’ strengths rather than trying to correct his or her weaknesses
Distributive justice
perception that appropriate decision criteria rules were applied to calculate how various benefits and burdens are distributed
Procedural justice
perception that appropriate procedural rules were applied throughout the decision process
Interactional justice
perception that appropriate rules were applied in the way the people involved were treated throughout the decision process
Equity theory
explains how people develop perceptions of fairness in the distribution and exchange of resources
