MGMT TEST CH 5

mechanisms behind the power of goal setting

1. goals regulate effort 2. goals direct attention 3. goals increase persistence 4. goals foster task strategies and actions plans

_____ is the extent to which a job enables an individual to experience freedom, independence, and discretion. Task variety Task identity Autonomy Experienced responsibility

Autonomy

Advantages of job rotation

-Engagement and motivation increased -Increased worker flexibility and easier scheduling -Increased employee knowledge and abilities

conducts a business by standards established by facts or truths gained through systematic observation, experiment, and reasoning

scientific management

goals that are ______ lead to higher performance

specific

A variable-ratio schedule of reinforcement is one in which a response is reinforced only after a(n): unpredictable time period has elapsed. specified number of responses have been made. unpredictable number of responses have been made.

unpredictable number of responses have been made.

describes the positive or negative value people place on outcomes how much do i value the outcomes?

valence

perception of or thinking about tasks and relationships in job

cognitive crafting

schedules of reinforcement

continuous, partial, fixed-ratio, variable-ratio, fixed-interval, variable-interval

what defines motivation

direction persistency intensity

reflects on the perceived fairness of the way resources and rewards are distributed

distributive jusice

3 types of justice

distributive, procedural, interactional

negative of scientific management

encourages repetitive jobs which may lead to job dissatisfaction, poor mental health, stress, and a low sense of accomplishment and growth

rewarded by how much one may be contributing based off their circumstances

equity

you are satisfied

equity

represents an individuals belief that a particular degree of effort will be followed by a particular level of performance what are the chances of reaching my performance goal

expectancy

3 key elements to Vrooms expectancy theory

expectancy instrumentality valence

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

expectancy theory

In the job characteristics model, the presence of skill variety, task identity, and task significance cause an employee to feel knowledge of the actual results of the work activities. experienced meaningfulness of the work. high growth satisfaction. responsibility for the outcomes of the work.

experienced meaningfulness of the work.

potential or actual receipt of external rewards

extrinsic

In the job characteristics model, the degree to which a person receives clear information about performance effectiveness is: task significance. task identity. autonomy. feedback.

feedback.

drives employees intrinsic motivation

i-deals

the employment deals individuals negotiate for themselves, taking myriad forms from flexible schedules to career development

i-deals

if you don't do your homework, I'll ground you for a week

imposed

miss one more assignment and I'm going to have ti move you off the project team

imposed

steps people purposely take in an effort to punish or bribe others to influence their behavior- requires authority and power

imposed consequences

positive of scientific management

increased efficiency and productivity

perceived relationship between performance and outcomes what are the chances of reaching outcomes if i achieve my performance goals?

instrumentality

describes the "quality of the interpersonal treatment people receive when procedures are implemented

interactional justice

an individual inspired by the positive internal feelings that are generated by doing well

intrinsic

Samuel absolutely loves being a college professor because he is good at teaching and enjoys research even though he would make more money working in the private sector as an engineer. His choice to be a college professor is best explained by: intrinsic motivation. job satisfaction. organizational citizenship behavior. extrinsic motivation.

intrinsic motivation.

when you do not take the time to include others in your decision process, you may send the message that you do not value others opinions

natural

both the good and bad things that occur as a natural result of people's current choices-require no authority or power

natural consequences

i see myself feeling worse than others- i am not satisfied

negative equity

A person will experience _______ when his or her outcome to input ratio is less than that of a relevant comparison person. positive inequity negative inequity positive equity negative equity

negative inequity

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

organizational justice

People's perception of is their judgment that they were adequately compensated for the consequences of their actions. distributive justice outcome fairness procedural justice

outcome fairness

elements of equity theory

outputs-"what do I perceive that I am getting out of my job?" inputs-"what do I perceive that I am putting into my job?" comparison-"how does my ratio of outputs and inputs compare to those of relevant others?"

Which of the following refers to how long we focus on an activity? Persistence Direction Intensity

persistence

i see myself as faring better than others-am i satisfied?

positive equity

the perceived fairness of the process and procedures used to make allocation decisions

procedural justice

aversive event that decreases the behavior that it follows

punishment

goal setting theory - SMART

SPECIFIC MEASURABLE ATTAINABLE RELEVANT TIMELY

Intensity pertains to the amount of effort being invested in an activity T/F.

TRUE

Job crafting may involve changing task boundaries, the relational nature of a job, or cognitions about the job. T/F

TRUE

equity and equality are the same thing T/F?

FALSE

represents employee's attempts to proactively shape their work characteristics including -scope number and types of tasks -quality and amount of interaction with others cognitive crafting

job crafting

Altering jobs to improve employee experience and productivity is called job

job design

involves putting more variety into a worker's job by combining specialized tasks of comparable difficulty

job enlargement

Entails modifying a job such that an employee has the opportunity to experience greater achievement, recognition, stimulating work, responsibility and advancement

job enrichment

calls for moving employees from one specialized job to another type of cross-training

job rotation

goal achievement leads to _________ ____________

job satisfaction

a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships

justice/equity theory

motivators for intrinsic motivation

love autonomy belonging interests learning mastery

top-down approach--- bottom up approach ----- idiosyncratic deals approach

models of job design

motivators for extrinsic motivation

money bonuses rewards punishments recognition grades

the underlying physiological influences over our behavior or thoughts

motivation

2 conditions necessary for goal setting to work

must have ability and resources must be committed

if we take these last minute requests we may disappoint or even lose a customer

natural

if you continue to miss deadlines you may not be considered for the more interesting projects

natural