Organizational Behavior (Motivation & Trust)

Competence

A person's belief in his/her capability to perform tasks successfully.

Self-Determination

A sense of choice in the initiation and continuation of work tasks.

Psychological Empowerment

An intrinsic form of motivation derived from the belief that one's work tasks are contributing to some larger purpose.

Valence

Anticipated value of outcomes

Three types of trust

Disposition-based trust Cognition-based trust Affect-based trust

Four dimensions of Justices

Distributive Justice Procedural Justice Interpersonal Justice Informational Justice

Psychological empowerment is similar to what previous theory/model?

Job characteristics theory

How do we evaluate trustworthiness?

Justice & Ethics

Motivation has a _______ effect on organizational commitment.

Moderate positive

Informational Justice Two Rules

Justification Truthfulness

Four Component Model of Ethical Decision Making

Moral Awareness Moral Judgement Moral Intent Ethical Behavior

How do you gain self-efficacy?

Past accomplishments Vicarious experiences Verbal persuasion Emotional cues

Moral Intent

The degree of commitment to the moral course of action.

Ethics

The degree to which the behaviors of an authority are in accordance with generally accepted moral norms.

Moral Judgement

The process people use to determine whether a course of action is ethical or unethical.

Impact

The sense that a person's actions "make a difference" that progress is being made toward fulfilling some important purpose.

Meaningfulness

The value of work goal or purpose, relative to a person's own ideals and passions.

Factors that Influence Trust

Trust Propensity Trustworthiness (ability, benevolence, integrity) Feelings toward trustee

Procedural Justice Six Rules

Voice Correctability Consistency Bias Suppression Representativeness Accuracy

Why is trust important?

- encourages risk taking - information sharing - group effectiveness - productivity - organizationally (hiring & retention)

Methods to restore balance:

1. Alter the ratio: Change you inputs or outcomes 2. Cognitive distortion: Change perception of self or others 3. Change your comparison

Key Aspect of Expectancy Theory?

Multiplicative Effects

Trust has a __________ effect on organizational commitment.

strong positive

Instrumentality Performance ---> Outcomes can be hindered by:

Poor method for measuring performance Inadequate budget to provide outcomes, even when performance is high Use of policies that reward things besides performance. Time delays in doling out rewards.

Representativeness

takes into account the concerns of relevant groups

Low interpersonal Justice during a wage cut resulted in _____________.

increased theft

Trust

the willingness to be vulnerable to a trustee based on positive expectations about the trustee's actions and intentions.

Propriety

whether others refrain from making improper or offensive remarks

Respect

whether you are treated in a dignified and sincere manner

Motivation is based on a ________ assessment

relative

Accuracy

relies on accurate information as inputs

Goal setting is more effective when:

1. There is feedback 2. Tasks are simpler 3. Goal commitment is high

How many employees have observed unethical or illegal activity in their organizations within the past year?

76%

Trust Propensity

A general expectation that the words, promises, and statements of individuals and groups can be relied upon.

Motivation

A set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity, and persistence.

Cognition-Based Trust

Ability Benevolence Integrity

Few Relationships

Affect-based trust

Goes beyond any rational/cognitive assessment

Affective based trust

What emotion do you feel when your outcomes/inputs are less than other's outcomes/inputs?

Anger

What is self-efficacy

Belief that a person has the capabilities needed to execute the behaviors required for task success.

Most Relationships

Cognition-Based Trust

Internal Comparison Others

Coworkers, supervisors, subordinates, CEO

What are the three elements of motivation?

Direction, Intensity, and Persistence.

New Relationships

Disposition-Based Trust

Expectancy Theory Equation

Draw it

Self-efficacy increases the relationship between ________ and ____________.

Effort and Performance

Affect-Based Trust

Emotional fondess - relationship characterized by mutual investment of time and energy, and a sense of deep attachment.

When is the distribution of outcomes or rewards perceived as fair? (Three decision rules)

Equity Equality Need

What are the different theories of motivation?

Expectancy Theory Goal Setting Theory Equity Theory Psychological Empowerment

Informational Justice

Fairness of communications by authorities

Distributive Justice

Fairness of decision outcomes

Procedural Justice

Fairness of decision procedures

Interpersonal Justice

Fairness of treatment by authorities

External Comparison Others

Friends, Neighbors

What emotion do you feel when your outcomes/inputs are greater than other's outcomes/inputs?

Guilt

What is the best level of goal difficulty?

High level of difficulty.

What is engagement?

High levels of intensity and persistence.

Intensity

How hard do you do it?

Persistence

How long do you do it?

Equity Distress

Internal tension that can be alleviated by restoring balance to the ratios.

Two types of valence

Intrinsic Extrinsic

Effort --> Performance can be hindered by:

Low self efficacy Lack of necessary resources Lack of supportive leadership

What are the four components of psychological empowerment?

Meaningfulness Self-Determination Competence Impact

Why does pay have such a high valence?

Money equals - achievement - respect - freedom

Moral Intent is influenced by

Moral identity

Expectancy Theory Equation

Motivation = Expectancy x (Instrumentality x Valence)

Expectancy Theory

Motivation is fostered when the employee believes three things: 1. Effort results in performance (expectancy) 2. Performance results in outcomes (instrumentality) 3. The outcomes are valued (valence)

Equity Theory

Motivation is maximized when an employee's ratio of "outcomes" to "inputs" matches those of some "comparison other"

Multiplicative Effects

Motivation is zero if ether expectancy, instrumentality, or valence is zero.

Interpersonal Justice Two Rules

Respect Propriety

All four justice dimensions have __________ correlations with trust levels.

Strong

Motivation has a _______ effect on Job Performance

Strong positive

Disposition-Based Trust

Trust propensity Blind Trust Faith in human nature

Direction

What do you do?

Moral Awareness

ability to recognize that a moral issue exists

Consistency

applied consistently across employees and across time

Moral Judgment is influenced by

cognitive moral development

Truthfulness

communications honest and candid.

Justification

decision-making procedures and outcomes explained in a comprehensive and reasonable manner.

Procedural Justice is particularly important when _____________ is lacking.

distributive justice

Trust has a ___________ effect on job performance.

moderate positive

Moral Awareness is influenced by

moral intensity and moral attentiveness

Correctability

opportunity to appeal

Voice

opportunity to express views and opinions

Justice

perceived fairness of an authority's decision making