MGT 3680 - chapter 5

job design

"refers to any set of activities that involve the alteration of specific jobs or interde- pendent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity.

Vroom's Expectancy theory

a theory that holds that people are motivated to behave in ways that produce desired combinations of expected outcomes my effort lead to desired outcomes?

Adam's equity theory

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

content theories of motivation

a theory that revolve around the notion that employee's needs influence motivation

Maslow's need hierarchy theory

a theory that states motivation is a function of five basic needs: physiological, safety, love, esteem and self-actualization

motivating factors

factors that include achievement, recognitions, responsibility and advancement-cause a person to move from a state of no satisfaction to satisfaction

hygiene factors

factors that include company policy and admin, technical supervision, salary-cause a person to move from a state of no dissatisfaction to dissatisfaction

job enlargement

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

job crafting

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

job characteristics model

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

McClelland's need theory

known as the acquired needs theory, which states that three needs: achievement, affiliation and power are the key drivers of employee behavior

autonomy

part of the 3 innate needs of the self-determination theory: managers can empower employees and delegate meaningful assignments and tasks to enhance feelings of (blank)

competence

part of the 3 innate needs of the self-determination theory: managers can provide tangible resources, time and contracts to improve employee (blank)

relatedness

part of the 3 innate needs of the self-determination theory: many companies use fun and camaraderie to foster this

Deci & Ryan's Self-determination theory

this theory believes that needs are learned over time, this theory identifies innate needs that must be satisfied for us to flourish. it assumes the 3 innate needs influence our behavior and well-being: competence, autonomy and relatedness

Herzberg's Motivator-Hygiene theory

this theory proposes that job satisfaction and dissatisfaction arise from 2 different sets of factors-satisfaction comes from motivating factors and dissatisfaction from hygiene factors

motivation

refers to the psychological processes "that underlie the direction, intensity and persistence of behavior or thought" it is the fuel that drives results and performance

SMART goals

specific measurable attainable relevant timely

need for achievement

the desire to excel, overcome obstacles, solve problems and rival and surpass others

need for power

the desire to influence, coach, teach or encourage others to achieve

need for affiliation

the desire to maintain social relationships, to be liked and join groups