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41 Cards in this Set
- Front
- Back
Work Motivation
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A set of energetic forces that originate both within and beyond an individual’s being, to initiate work-related behavior, & to determine its form, direction, intensity, & duration
(1) Direction (2) Intensity (3) Persistence |
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Five (5) Critical Concepts in Motivation
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(1) Behavior
(2) Performance (3) Ability (4) Situational constraints (5) Motivation |
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Metaphors that Guide Theories of Motivation
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(1) person as machine
(2) person as godlike (3) person as scientist (4) person as judge |
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Maslow's Need Theory
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Basic Needs
(1) Physiological (2) Secure (3) Love/Social (4) Esteem (5) Self-Actualization |
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Herzberg’s 2 Factor Theory
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(1) Hygiene
(2) Motivator |
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Skinner’s Reinforcement Theory
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(1) Stimulus (external)
(2) Response (behavior) (3) Reward (reinforcement) |
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Reinforcement Schedules
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(1) Continuous rewards
(2) Intermittent rewards |
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Intrinsic Motivation
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Satisfaction associated with a behavior itself
> verbal rewards increase > tangible rewards decrease intrinsic motivation when expected > no effect of tangible rewards when unexpected |
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Extrinsic Motivation
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Satisfaction associated with stimuli (rewards) paired with behavior
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Lewin’s Field Theory
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When deciding how to behave, they take into account different forces that interact with one another
> also known as Group Dynamics |
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Valences
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attraction to a particular force
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Expectancy Theory
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> VIE Theory
a theory of motivation based on the perceived degree of relationship between how much effort a person expends and the performance resulting from that effort (1) Job outcomes (2) Valence (3) Instrumentality (4) Expectancy (5) Force |
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Job outcomes
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things an organization can provide for its employees, such as pay, promotions, and vacation time
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Valence
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the employee's feelings about the outcomes and are usually defined in terms of attractiveness or anticipated satisfaction
(-10, +10) |
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Instrumentality
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the perceived degree of relationship between performance and outcome attainment
(0, 1) |
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Expectancy
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the perceived relationship between effort and performance
(0, 1) |
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Force
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the amount of effort or pressure within the person to be motivated
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Research Designs for Expectancy Theory
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(1) Between-subjects
(2) Within-subjects ** stronger validity coefficients for within-subject designs |
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Based upon Expectancy Theory, employers should...
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> provide rewards (positive valence)
> clearly define rules for obtaining rewards (instrumentalities) > encourage employees to see behavior as under their control (increase expectancy) |
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Strengths and Weaknesses of Expectancy Theory
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STRENGTHS
> broad prediction > highly predictive in some cases WEAKNESSES > assumption of rationality |
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Goal-Setting Theory
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based on assumption that people behave rationally; theory of motivation based on directing one's effort toward the attainment of specific goals that have been set or established
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Attributes of Goal-Directed Action
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(1) Self-generation: the source of energy is integral to the
organism (2) Value-significance: the actions not only make possible but are necessary for an organism’s survival (3) Goal-causation: the resulting action is caused by a goal |
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Goal Commitment
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one’s determination to reach a goal
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Two (2) Major Functions of Goal
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(1) produce motivation
(2) direct behavior |
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Two (2) Conditions that must be met to establish a goal
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(1) Awareness
(2) Acceptance |
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Two (2) Dimensions of Goal-seeking Behavior
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(1) Content
(2) Intensity |
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Three (3) Factors that Influence Goal Achievement
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(1) Specificity
(2) Difficulty (3) Feedback ** all positively related to performance > assigned goals are better than self-set (but voice increases goal commitment) |
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According to GST, goals can be revised...
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MORE likely when perceived lack of ability
LESS likely when lack of success attributed to external problems |
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Strengths and Weaknesses of GST
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STRENGTHS
> research supports effect WEAKNESSES > most tests involve simple tasks > difference in perspective on ease of goal > negative effects of goal setting? |
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Self-Regulation Theory
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also known as Control Theory
(1) Self-monitoring/evaluation in pursuit of goals (2) Receive feedback (large discrepancies reduce self-efficacy) (3) Respond to feedback (4) Evaluating success of behavior > Related to error management training and emotional labor |
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Strengths and Weaknesses of Self-Regulation Theory
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STRENGTHS
> comprehensive in nature WEAKNESSES > highly dependent upon individual differences |
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Work Design Theory
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Work environment is the facilitator of effort
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Job Enrichment
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process of designing work that enhances individual motivation
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Job Characteristics (Work Design Theory)
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(1) Skill Variety
(2) Task Identity (3) Task Significance (4) Autonomy (5) Task Feedback |
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Effect of Job Characteristics on Individual (Work Design Theory)
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Positive effects:
> Job performance > Job satisfaction >Organizational commitment > Customer service Negative effects: > Higher training costs > Higher basic skills > Higher compensable factors |
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Strengths and Weaknesses of Work Design Theory
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STRENGTHS
> prescriptive in nature WEAKNESSES > not applicable to all jobs > subjective nature of job characteristics |
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Equity Theory
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Inputs, Outcomes, & Ratio Comparisons
States of equity & inequity |
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Goal Orientation Theory
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Learning Orientation: striving for mastery [internal]
Performance Orientation: demonstrating adequacy to others [external] |
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Need for Achievement Theory
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Individuals differ in level of this need
Important in goal-directed behavior |
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Tangible Rewards
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Merit-pay, incentive pay, bonuses
Employee stock ownership plans (ESOPs) Profit-sharing Fringe benefits Perquisites |
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Intangible Rewards
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Recognition, awards, & praise
Status symbols Increased autonomy & freedom |