mpo test 3
law of effect
behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear
personality
combination of stable physical, behavioral, and mental characteristics that give individuals their unique identities
emotions
complex, relatively brief responses aimed at a particular target, such as: -person -information -experience -event -- or non-event
Contingent Consequences
control behavior by responding to a target behavior
performance management
set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations
proactive personality
someone who is relatively unconstrained by situational forces and who affects environmental change
McClelland's Acquired Needs Theory
states that three needs - achievement, affiliation, and power - are major motives determining people's behavior in the workplace, and needs are learned overtime
apply yourself to areas or goals that are meaningful to you
strategy to improve self esteem:
recency effect
tendency to remember recent information better than earlier information - basing evaluation on most recent performance
Emotional Intelligence (EI)
the ability to monitor one's own emotions and those of others, to discriminate among them, and to use this information to guide ones thinking and actions.
practical intelligence
the ability to solve everyday problems, utilizing knowledge gained from experience in order to adapt to, shape, and select environments
Organizational Justice
the extent to which people perceive that they are treated fairly at work
motivation
the psychological processes that underlie the direction, intensity, and persistence of behavior or thought.
self-determination theory
theory that competence, autonomy, and relatedness drive intrinsic motivation which enhances task performance.
external locus of control
-Things happen to me -I blame others for failure -I can't control the future
continuous reinforcement
-every instance of a target behavior is reinforced -great when learning a new skill -can quickly lose its impact
theory x
-pessimistic -employees dislike work -employees can only be motivated with rewards and punishments
theory Y
-positive, optimistic -employees are engaged, committed, responsible, and creative
intermittent reinforcement
-reinforcement of some, but not all instances -can vary the ratio and interval -works best with variable ratio and variable interval
Goal-setting theory
-successful people are goal-oriented -goal-setting helps individuals, teams, and organizations achieve success
core self-evaluations
A broad personality trait comprised of four narrow and positive individual traits: Generalized self-efficacy Self esteem Locus of control Emotional stability
learning
A head chef of a restaurant encourages his subordinates to be creative in the culinary arts. He does not believe in using prescribed recipes while cooking. Rather, he allows them to create unique recipes and use different ingredients to prepare dishes. This implies that the head chef established _____ goals. A. performance B. learning C. project D. equity E. procedural
central tendency
A rating error in which all employees are rated about average.
"Im motivated to study hard in this class because I want to get an A"
Example of extrinsic motivation:
"Im motivated to study hard in this class because I love the feeling of mastering a new subject"
Example of intrinsic motivation:
-more anxious -earn less, smaller raises -less motivated by incentives
External locus of control in the workplace
process theories
Focus on explaining the process by which internal (person) factors and environmental characteristics influence employee motivation
content theories
Focus on identifying internal factors such as needs and satisfaction that drive motivation
Strong need for affiliation
Gerry, one of your subordinates, seems to care so much about being liked that he rarely states strong opinions in meetings of your department. Based on this, Gerry probably has a A. Strong need for affiliation B. Strong need for institutional power C. Low need for achievement D. Strong need for personal power E. Strong need for achievement
Comparison
How does a person's I/O ratio compare with relevant others I/O ratios?
-select individuals -place individuals -develop individuals
Implications for Managers: Identify intelligences relevant to the job:
-be relaxed, secure, unworried -experience fewer negative emotions under pressure -have higher job performance, more OCB's, less CWB's
Individuals in high Emotional Stability tend to:
-higher motivation -higher expectations -exert more effort when given difficult tasks
Internal locus of control in the workplace
Only practice as long as it remains fun
Jessica would like to be a best-selling author. She studied OB and knows this will take at least 10,000 hours of deliberate practice. Jessica should do all of the following except: A. Identify aspects of performance that need improvement B. Get a coach to receive feedback C. Study other writers and their works D. Take breaks to maintain concentration E. Only practice as long as it remains fun
An external locus of control
Joe was terminated from his job and believed the reason was his boss did not like him and his hard work was not appreciated. Joe likely has: A. High emotional stability B. An internal locus of control C. Low self-efficiency D. An external locus of control E. Low self-esteem
-attitudes -emotions
Managers can help employees manage:
-Join the organization -Stay with the organization -Be engaged at work -Perform OCB's -Help others
Managers care about motivation because it causes employees to:
-intelligence -personality
Managers have little or no impact on fixed IDs:
-performance -job satisfaction
Managers have more influence on relatively flexible IDs that influence individual-level work outcomes:
intelligence
an individuals capacity for constructive thinking, reasoning, and problem-solving
job rotation
moving employees from one specialized job to another
intrinsic motivation
occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well"
expectancy theory
people are motivated to behave in ways that produced desired combinations of expected outcomes
pay for performance
popular term for monetary incentives linked to results or accomplishments
Job Characteristics Model
promote intrinsic motivation by designing jobs with 5 core characteristics: -skill variety -task identity -task significance -autonomy -feedback
job enlargement
putting more variety into a workers job by combining specialized tasks of comparable difficulty
contrast effect
rating an employee as compared to another
10,000
research shows one must practice about ______ hours to be successful
Extrinsic Motivation
results from the potential or actual receipt of rewards (or punishments)
motivating
satisfaction comes from __________ factors (content)
Personal Competence
(component of EI) -self awareness -Self-management
Social compentence
(component of EI) -social awareness -relationship management
Leniency
(perceptual error) positive ratings for all
Internal locus of control
-I make things happen -I can determine my future -I accept personal responsibility for failures
Fear
-People are afraid of things that might happen in the future -fear is a "forward-looking" or prospective emotion
Anger
-People are angry about what happened or did not happen in the past -Anger is a "backward-looking" or retrospective emotion
physiological
As the mother of two small children, Jen struggles to make ends meet on her minimum-wage job. After paying rent and child care expenses, there is sometimes not enough money left at the end of the month to pay the heating bill. More than once the family has gone without warmth on cold nights, and she and the kids have gone to bed hungry. Which of the 5 basic needs is Jen struggling to meet? A. Safety B. Physiological C. Self-Actualization D. Love E. Esteem
-better social relationships -better well being -increased satisfaction
Benefits of EI:
-increased job performance -higher job satisfaction -higher affective commitment -entrepreneurship
Benefits of the Proactive Personality
-extraversion -agreeableness -conscientiousness -emotional stability -openness to change
Big 5 personality dimensions:
Halo
Carolyn is a very likeable employee. Recently, her boss rated her at the highest level in all areas of performance, even though in some areas her performance did not warrant this judgement. This is an example of a ________ perceptual error. A. halo B. contrast C. leniency D. recency E. central tendency
-people must have ability and resources -people must be committed to the goal
Certain conditions are necessary for goal setting to work:
-test takers don't describe themselves accurately -tests are "off the shelf" and administered by unqualified employees -tests are general and don't measure what is needed to be effective in a specific job
Personality tests are not good predictors of job performance because:
specific, measurable, attainable, results oriented, time-bound
SMART goals:
job design
altering jobs with the intent of improving the quality of the employee job experience and/or productivity
increase intrinsic motivation in jobs
The goal of the job characteristics model is to _____ A. increase extrinsic motivation in jobs B. apply scientific methods to job design C. guide managers in applying job-swapping techniques D. increase intrinsic motivation in jobs E. guide the goal-setting process
-remember employees have needs beyond a paycheck -focus on satisfying employee needs related to self concept: self-esteem, self-actualization -understand that satisfied needs lose their potential to motivate -be careful when estimating employees' needs
Using Maslow's Theory to motivate employees:
agreeable
_________ employees are more likely to stay with their job
Operant behavior
__________ is behavior that is learned when one acts on the environment to produce desired consequences A. consequential behavior B. respondent behavior C. operant behavior D. reward behavior E. contingent behavior
Self-determination
__________ theory focuses on the needs that drive intrinsic motivation, which is longer lasting and has a more positive impact on task performance than extrinsic motivation. A. Acquired needs B. Equity/Justice C. Need hierarchy D. Self-determination E. Motivator-hygiene
conscientiousness
_________________ has the strongest effect on job performance and job satisfaction
extraversion
__________________ is a stronger predictor of job performance than agreeableness - but has a smaller impact than conscientiousness.
self-efficacy
a belief about your chances of successfully accomplishing a specific task
coaching
a customized process between two or more people with the intent of enhancing learning and motivating change
self-esteem
a general belief about your self worth
deliberate practice
demanding, repetitive, and assisted program to improve performance
locus of control
describes how much personal responsibility someone takes for their behavior and its consequences (relatively stable)
autonomy
desire for freedom and discretion
relatedness
desire to be part of a group
competence
desire to feel qualified, capable
hygiene
dissatisfaction comes from _______ factors (context)
bottom-up approach
employee designs the job
Idiosyncratic deals (i-deals)
employees and management work together to design the job
job-crafting
employees proactively shape their work characteristics, including: -number, scope, and type of tasks -quality and/or amount of interaction with others -cognitive crafting: perception of tasks and relationships of the job
Halo
evaluation based on a general perception of the employee
Equity/Justice Theory
explains how people strive for fairness and justice in social exchanges or give-and-take relationships
autonomy
fiona was telling her friend about the freedom and discretion given to her in scheduling, and deciding the procedures used to complete the tasks assigned to her. which of the following job characteristics was she talking about? A. skill variety B. task significance C. task identity D. autonomy E. feedback
emotional stability
having the ability to manage emotions in pressure situations
-not purely genetic -can be altered or modified -can be damaged by organic factors (drugs, alcohol, poor nutrition) -has risen steadily over the past 70 years
intelligence:
scientific management
management approach driven by standards established through systematic observation, experimentation, or reasoning
top-down approach
management designs the job
job enrichment
modifying a job so that an employee has greater responsibility
Outputs
what a person perceives they are getting out of their job
Inputs
what a person perceives they are putting into their job