6 - Motivation
Terms in this set (50)
_____ is a set of energetic forces that originates both within and outside an employee, initiates work related effort, and determines its direction, intensity, and persistence.
what; how long
Motivation determines ____ employees do at a given time and for ___ ___.
_____ is a synonym for high levels of energy and persistence in work effort.
Employees who are _____ completely invest themselves and their energy into their jobs.
Low levels of engagement can be contagious. True or false?
____ ____ describes the cognitive process employees go though to make choices among different voluntary responses.
____ ____ argues that employee behavior is directed toward pleasure and away from pain.
What three beliefs help determine work effort, according to the expectancy theory?
____ is the belief that exerting a high level of effort will result in the successful performance of some task.
What factors shape our expectancy for a particular task?
_____ is the belief that the successful performance will result in some outcomes.
Unfortunately, evidence indicates that most employees do not perceive high levels of ______.
____ is the anticipated value of the outcomes associated with performance.
Valences can be positive, negative, or zero. True or false?
What exactly makes some outcomes more "positively valenced" than others?
____ ____ is motivation that is controlled by some contingency that depends on task performance.
____ _____ is motivation that is felt when the task serves as its own reward.
extrinsic and intrinsic
Taken together, ___ and ___ motivation make up an employee's "total motivation" level.
Goal setting theory
____ ____ theory views goals as the primary drivers of the intensity and persistence of effort.
____ are defined as the objective or aim of an action and typically refer to attaining a specific standard of proficiency.
What to qualities make goals strong predictors of task performance, according to goal setting theory?
specific and difficult goals
Assigning ____ and ____ goals will result in higher levels of performance than assigning no goals, easy goals, or do-your-best goals.
As goals move from moderate to difficult, the intensity and persistence of effort become ____.
If a goal is too easy, task effort will be relatively ___.
____-___ goals are internalized goals that people use to monitor their own task progress.
___ ___ is the learning plans and problem-solving approaches used to figure out how best to do a task.
____ consists of updates on an employee's progress toward goal attainment.
____ ____ reflects how complicated the information the information and actions involved in the task are.
___ ____ is the degree to which a person accepts a goal and is determined to try to reach it.
What three moderators specify when assigned goals will have stronger or weaker affects on task performance?
(Difficult is important too)
The S.M.A.R.T acronym stands for...
____ ___ acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people.
Equity distress and
How do employees respond to inequity?
Job equity is the most powerful driver of ___ ____.
What are the three possible outcomes of equity theory comparisons?
rebalancing inputs and outcomes
change "comparison other"
What are the three ways an employee might restore equity?
____ ___ reflects an energy rooted in the believe that work tasks contribute to some larger purpose.
What four beliefs determine empowerment levels?
____ captures the value of a work goal or purpose, relative to a person's own ideals and passions.
___ ___ reflects a sense of choice in the initiation and continuation of work tasks.
___ competence refers to a person's believe in his or her capability to perform work tasks successfully.
___ reflects the sense that a person's actions "make a difference."
Studies of generational trends point to ___ interest of psychological empowerment as a motivating force.
The motivating force with the strongest performance effect is ____ _____/____, because people who feel an internal sense of confidence outperform those who doubt themselves.
There is a _____ relationship between motivation and organizational commitment
The most important area in which motivation concepts are applied in organizations is in the design of ____ ____.
According to expectanct theory, effort is directed toward behaviors when effort is beleived to result in ______, _______, and ______.
Overrewarded inequity typically results in ____.
Underrewarded inequity typically results in _____.
Organizations use ____ ____ to increase motivation.
organization focused elements
Compensation practices include:
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