Exam 2 Flashcards
(59 cards)
Motivation
The internal state that gives purpose or direction to a person’s behavior
Need (Content) Theories
Explain what people value, based on the idea that humans are inherently motivated to fulfill basic needs
ex. maslow and self-determination theory
Process Theories
Elaborate how to translate basic need fulfillment to effective motivational systems (and what can go wrong)
ex. expectancy, goal-setting, equity theory
Maslow Hierarchy of Needs
- Self Actualization
- Esteem/Ego
- Social
- Security
- Physical/Physiology
NOT actually a hierarchy
Self-Determination Theory
- Autonomy (Self Actualization)
- Competence (Esteem/Ego)
- Relatedness (Social)
ex. Extrinsic & Intrinsic Motivation
Extrinsic Motivation
Based on getting rewards outside of yourself
ex. money, grades, admiration, “employee of the month”, parties
Intrinsic Motivation
Based on getting rewards purely within yourself
ex. feeling proud, sense of mastery, meaning, satisfying curiosity
Expectancy Theory
Explains how people decide whether to put in effort
Effort - Performance - Reward
- Effort - employee believes that effort will result in acceptable performance
- Performance - employee believes that acceptable performance will produce the desired reward
- Reward - employee values reward
Goal-Setting Theory
Describes how it matters which goals you set
ex. SMART Goals
1. Specific
2. Measurable
3. Attainable
4. Relevant
5. Time-Bound
Equity Theory
Highlights the social aspects of motivation
1. when the scales of input and outcome are balanced = equity
2. when the scales of input and outcome are unbalanced = inequity
Extrinsic Incentive Bias
We believe others are motivated by extrinsic incentives than we ourselves are
Over-Justification Effect
If we provide extrinsic rewards when people already have intrinsic motivation, the extrinsic motivation will replace the intrinsic motivation (this could backfire to the management)
Classic Career Theories
Generally about matching people to suitable careers on stable characteristics
ex. Holland’s RIASEC Model
Holland’s RIASEC Model
Matching people based on occupational themes
1. Realistic 2. Investigative 3. Artistic 4. Social 5. Enterprising 6. Conventional
- Correlated with the Big Five
- More likely to be employed in jobs that matches their interest profile / Higher satisfaction
- Actually have minimal effects
Letting Go of the “Dream Job”
- Work doesn’t have to meet all our needs
- Younger generations are more likely to switch jobs/careers more often than in the past
- Younger generations have higher expectations in terms of mental health (prevent burnout)
- Healthy Mindset > Perfect Career
Social Cognitive Career Theory
Focuses on the process of figuring out what you want to do and the impact of your beliefs about yourself and careers
ex. self-efficacy, planned happenstance
Self-Efficacy
People want to do what they think they can be good at (may eliminate career options if they don’t feel capable)
Planned Happenstance
SHIT HAPPENS! Everyday random events can change your career path and teach you about yourself… and encourage these kinds of things to happen by being adventurous
Job Crafting
Active changes that employees make to their own jobs the goal of increasing their satisfaction, engagement, thriving, etc.
ex. task crafting, relational crafting, cognitive crafting
Task Crafting
Changing the tasks you do (how many, which ones, the way you do them
- taking on the tasks you like
Relational Crafting
Changing your relationships at work
- spending time with people you like
- spending time more alone
Cognitive Crafting
Changing how you think about your work
- Rather than following a recipe, think about adding different ingredients instead
Emotions
Feelings directed at someone or something
ex. two-factor theory
Two-Factor Theory
Emotions are both physiological and cognitive
- Stimulus - threatening bear
- Arousal - heart pounding, sweating
- Cognitive Label - “The bear is scary!”
- Emotion - fear
