BUSMHR CH 5.3-5.4

Process theories of motivation

attempt to describe how various person factors and environmental factors in the integrative framework affect motivation

Job rotation

calls for moving employees from on specialized job to another

job enlargement

involves putting more variety into workers job by combining specialized tasks of comparable difficulty -also called horizontal loading

voice

is defined as employees upward expression of challenging but constructive opinions, concerns, or ideas on work related issues to their managers

procedural justice

is defined as the perceived fairness of the process and procedures used to make allocation decisons

job crafting

is defined as the physical and cognitive changes individuals make in the task or relational boundaries of their work

instrumentality

is how an individual perceives the movement from performance to outcome

job characteristic model

is to promote high intrinsic motivation by designing jobs that possess the five core job characteristics

Top down

mangers changed their employees tasks with the intent of increasing motivation and productivity

process theories

-equity/justice theory -expectancy theory -goal setting theory

top down approaches

-job enlargement -job rotation -job enrichment -job characteristics model

job characteristics

-skill variety -task identity -task significance -autonomy: enables freedom -Feedback

SMART goals

Goals need to be Specific, Measurable, attainable, results oriented, and time bound

P = A x M X O

P=Performance A=Ability M=Motivation O=Opportunity

Bottom up

employees can actively change or redesign their own jobs thereby boosting their own motivation and engagement

job enrichment

entails modifying a job such that an employee has the opportunity to experience achievement, recognition, stimulating work -also called vertical loading

expectancy theory

holds that people are motivated to behave in ways that produced desired combinations of expected outcomes

moderators

identifying three person factors -knowledge and skill -growth need strength -context satisfactions

job design

refers to any set of activities that involve the alteration of specific jobs to interdependent systems of jobs with the intent of improving the quality of employee job experience and their on the job productivity

valence

refers to the positive or negative value people place on outcomes

Goal specificity

refers to the quantifiability of a goal

Distributive justice

reflects the perceived fairness of how resources and rewards are distributed

interactional justice

relates to the quality of the interpersonal treatment people receive when procedures are implimented

organizational justice

this reflects the extent to which people perceive that they are treated fairly at work

equity theory

this theory is a model of motivation that explains how people strive for fairness and justice in social exchanges or give and take relationships -based on comparing ratios of outcomes to inputs