Exam 2 prep OB 220 Flashcards
Chapters 5,6,7,10,11.12,13,14,15 (80 cards)
What are Needs?
goal-directed forces that people experience
are shaped by the individual’s self-concept (including personality and values), social norms, and past experience.
E-to-P expectancy
expectancy increases by improving
the employee’s ability and confidence to perform the job
Four-drive theory
A motivation theory that is based on the innate drives to acquire, bond, learn, and defend, and that incorporates both emotions and rationality. The drives need to be kept in balance.
Expectancy theory
work effort is determined by the
perception that effort will result in a particular level of performance
social cognitive theory
explains how learning and motivation occurs by observing and modeling others as well as by anticipating the consequences of their behavior.
What are the characteristics of effective goal setting?
is the process of motivating employees and
clarifying their role perceptions by establishing performance objectives
What are effective goals?
specific, relevant, and challenging; have employee commitment;and are accompanied by meaningful feedback
Equity theory has four elements:
outcome/input ratio,
comparison other,
equity evaluation,
and consequences of inequity
Equity theory explains
explains how people develop perceptions of fairness in the distribution and exchange of resources.
three factors of expectancy theory model
effortto-performance (E-to-P)
performance-to-outcome (P-to-O)
outcome valences
outcome valences
is the anticipated satisfaction or dissatisfaction that an individual feels toward an outcome
individual, team, and organizational-level performance based rewards.
Money,
membership and seniority, job status, competencies, and performance.
Awards and bonuses, commissions
gainsharing plans,employee share ownership plans (ESOPs), share options, and profit sharing
five ways to improve reward effectiveness
link to work performance
rewards are aligned with performance within the employee’s control
team rewards
rewards are valued by employees,
rewards have no unintended consequences.
Diagram the job characteristics model
a template for job redesign
that specifies core job dimensions, psychological states,
and individual differences.
three ways to improve employee motivation through job design.
job rotation,(reduce job boredom, develop a more flexible workforce, and reduce the incidence of repetitive strain injuries.)
job enlargement,(increasing the number
of tasks within the job)
job enrichment (clustering tasks into natural groups and establishing client
relationships)
five core job dimensions of job design
skill variety, task identity, task significance, autonomy,and job feedback
five elements of self-leadership
personal goal setting, constructive thought patterns,(self-talk and mental imagery) designing natural rewards, selfmonitoring, self-reinforcement
define self leadership
the process of influencing oneself to
establish the self-direction and self-motivation needed to perform a task.
Four of the main features of creative people
intelligence,persistence, expertise, and independent imagination.
The four creativity stages
preparation, incubation, illumination, and verification.
Three types of activities that encourage creativity
redefining the problem, associative play, and cross-pollination.
How does a work environment support creativity?
a learning orientation,
high intrinsic motivation,
job security,
appropriate goals, time pressure, and resources.
five sources of power in organizations.
Legitimate power Reward power Coercive power Expert power referent power
four contingencies of power.
non-substitutable,( that is,there is a lack of alternative)
centrality(the number of people affected is large and people are quickly affected)
Discretion,(freedom to exercise judgment)
visibility,(power increases to the extent that competencies are known to others
