Employee Motivation chapter 9 summary

Question 1

Motivation

Answer 1

The force that drives an employee to perform well.

Question 2

organizational citizenship behavior (OCB)

Answer 2

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).

Question 3

Self-esteem

Answer 3

The extent to which a person views themselves as a valuable and worthy individual.

Question 4

Consistency theory

Answer 4

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

Question 5

Chronic self-esteem

Answer 5

The positive or negative way in which a person views themselves as a whole.

Question 6

Situational self-esteem

Answer 6

The positive or negative way in which a person views themselves in a particular situation.

Question 7

Socially influenced self-esteem

Answer 7

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

Question 8

Organization-based self-esteem

Answer 8

The level of an employee’s competence and self-worth as a member of an organization.

Question 9

Self-fulfilling prophecy

Answer 9

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

Question 10

Galatea effect( high)

Answer 10

When high self-expectations result in higher levels of performance

Question 11

Pygmalion effect( something is true)

Answer 11

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

Question 12

Golem effect

Answer 12

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

Question 13

intrinsically motivated

Answer 13

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

Question 14

Extrinsic motivation

Answer 14

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

Question 15

Work Preference Inventory (WPI)

Answer 15

– Assesses individual motivation for intrinsic and extrinsic work rewards.

Question 16

Self-regulation

Answer 16

– The ability to control thoughts, emotions, and behaviors to achieve goals.

Question 17

Realistic job preview (RJP)

Answer 17

– A tool that provides job candidates with a balanced view of the role, including pros and cons.

Question 18

Job characteristics theory

Answer 18

– A framework that explains how job design affects motivation, satisfaction, and performance.

Question 19

Hierarchy –

Answer 19

A system that ranks people or needs in order of importance.

Question 20

Basic biological needs –

Answer 20

Fundamental survival needs like food, water, and sleep.

Question 21

Safety needs

Answer 21

– The need for security, stability, and protection from harm.

Question 22

Social needs

Answer 22

– The desire for belonging, relationships, and social interactions.

Question 23

Employee resource groups –

Answer 23

Employee-led groups that support diversity and inclusion in the workplace.

Question 24

Ego needs

Answer 24

The need for self-esteem, recognition, and respect.

Question 25

Self-actualization needs

Answer 25

– The desire to achieve personal growth and fulfill potential.

Question 26

Needs theory

Answer 26

A framework that explains motivation based on fulfilling different levels of human needs.

Question 27

ERG theory –

Answer 27

A motivation theory that condenses Maslow’s hierarchy into three needs: Existence, Relatedness, and Growth.

Question 28

Two-factor theory –

Answer 28

Herzberg’s theory that job satisfaction and dissatisfaction arise from different factors.

Question 29

Hygiene factors –

Answer 29

Job elements that prevent dissatisfaction but don’t increase motivation (e.g., salary, policies).

Question 30

Motivators –

Answer 30

Factors that increase job satisfaction and motivation (e.g., achievement, recognition).

Question 31

Need for achievement –

Answer 31

The drive to accomplish challenging goals.

Question 32

Need for affiliation

Answer 32

– The desire to build and maintain relationships.

Question 33

Need for power –

Answer 33

The motivation to influence or control others.

Question 34

Self-determination theory

Answer 34

– A framework that explains motivation based on autonomy, competence, and relatedness.

Question 35

Competency –

Answer 35

The ability to effectively perform tasks and skills.

Question 36

Autonomy –

Answer 36

The need for control and independence in decision-making.

Question 37

Relatedness –

Answer 37

The need for social connections and relationships.

Question 38

Goal setting

Answer 38

– The process of defining specific objectives to achieve.

Question 39

Operant conditioning

Answer 39

– Learning through rewards and punishments.

Question 40

Premack Principle –

Answer 40

The idea that a preferred activity can reinforce a less preferred one.

Question 41

Reinforcement hierarchy

Answer 41

– A ranking of behaviors based on their effectiveness as reinforcers.

Question 42

Social recognition –

Answer 42

Public acknowledgment of achievements and contributions.

Question 43

Pay for performance –

Answer 43

A compensation system based on employee output or results.

Question 44

Merit pay –

Answer 44

Salary increases based on individual performance.

Question 45

Profit sharing –

Answer 45

A system where employees receive a share of company profits.

Question 46

Gainsharing –

Answer 46

A reward system where employees share in productivity or cost-saving gains.

Question 47

Baseline –

Answer 47

The starting point for measuring change in behavior or performance.

Question 48

Stock options –

Answer 48

A benefit that allows employees to buy company stock at a set price.

Question 49

Expectancy theory

Answer 49

– A motivation theory that suggests effort leads to performance, which leads to rewards.

Question 50

Instrumentality –

Answer 50

The belief that performance will lead to rewards.

Question 51

Valence

Answer 51

– The value a person places on a reward

Question 52

Internal locus of control –

Answer 52

The belief that one controls their own success and failures.

Question 53

Equity theory –

Answer 53

A motivation theory that focuses on fairness in workplace exchanges.

Question 54

Inputs –

Answer 54

What employees contribute (e.g., effort, skills, time).

Question 55

Outputs –

Answer 55

What employees receive in return (e.g., salary, benefits, recognition).

Question 56

Input/output ratio

Answer 56

– A comparison of contributions (inputs) to rewards (outputs) in the workplace.

Question 57

Organizational justice

Answer 57

– Perceived fairness in workplace policies, procedures, and treatment.