MGT 358 Exam 2
need for affiliation
a learned need where people seek approval from others
need for achievement
a learned need where people want to accomplish reasonably challenging goals, and desire recognition
need for power
a learned need where people want to control their environment to benefit themselves
job satisfaction
a person's evaluation of his/her work and context
locus of control
a person's general belief about the amount of control he/she has over life
continuance committment
an employees calculated attachment to the organization, employee is motivated to stay because leaving would be too costly
job enrichment
employees are given more responsibility for planning their own work
relationship conflict
occurs when people focus on characteristics of other individuals rather than the issues
constructive conflict
occurs when people focus their discussion on the issue while maintaining respect for people having other points of view
distributive justice
perceived fairness in someones inputs/outputs when compared to another persons inputs/outputs
emotions
physiological, behavioral, and psychological episodes a person experiences
competencies
skills that lead to superior performance
task identity
the degree to which a job requires completion of a whole/piece of work
task significance
the degree to which the job has a substantial impact on the organization or society
job design
the process of assigning tasks to a job
job specialization
the result of the division of labor; work is divided among many people
motivator hygiene theory
theory stating that people care more about esteem/growth needs rather than lower level ones
expectancy theory
theory that suggest effort is performed to receive a desired outcome (we do what we do to receive something)
drives
(primary needs) produces brain function that energizes individuals to act on their environment
stress
adaptive response to threatening situations
stressors
any condition that places physical or emotional demand on a person
self efficacy
belief that you can complete a task successfully
attitudes
beliefs, feelings, intentions a person has
emotional dissonance
conflict between required and true emotions
emotional labor
effort, planning, control needed to express desired emotions during interpersonal transactions
job burnout
emotional exhaustion resulting from prolonged stressors at work
skill variety
extent to which employees must use different skills and talents to perform tasks within that job
motivation
forces within a person that affect direction, persistence, and intensity of voluntary behavior
needs
goal directed forces that people experience
cognitive dissonance
happens when there is inconsistency between action and belief (ex. hypocritical behavior)
employee engagement
individuals emotional and cognitive motivation with their work (commitment to work)
general adaptation syndrome
model of stress experience; 1. alarm reaction 2. resistance 3. exhaustion
four-drive theory
motivation theory based on the desire to acquire, bond, learn, and defend
job based theories
motivation theory that described motivation is primarily from the content of the jobs that employees perform
need based theories
motivation theory that describes the desire to satisfy important needs
job rotation
moving employees from one job to another
procedural justice
perceived fairness of procedures used to distributive resources
trust
positive expectations someone has for someone else in risky situations
attribution process
process of deciding whether an observed behavior is caused by external or internal factors
conflict
process where one party perceives that its interests are being negatively effected by another party
emotional intelligence
set of abilities to perceive and understand emotion
scientific management
systematically partitioning tasks to achieve maximum efficiency (Taylor)
exit voice loyalty neglect model
the model that reflects the four ways employees respond to job dissatisfaction
equity theory
theory explaining how people develop perceptions of fairness
