Chapter 6 MGMT

Equity distress

an internal tension that can only be alleviated by restoring balance to the ratios of equity theory

Expectancy theory suggests that total motivational force =

(E-P) * Summation((P-0)*V). Motivational forces will equal zero if any one of these beliefs equals zero.

What did Jenifer Aniston show us from office space?

Anistons boss tried to motivate her though equity theory by comparing her to other people.

Profit Sharing

Bonus received when the company is doing really well.

Verbal Persuasion

When an employees friends, coworkers, and leaders persuade them to get the job done.

Lump sum bonuses

a bonus is received for meeting an individual goal

Gain sharing

a bonus is received for meeting unit goals ( this is like department goals, or plant goals)

Emotional Cues

feelings of fear or anxiety that creates doubts for the employee about task accomplishment, whereas pride and enthusiasm can bolster confidence levels.

Motivation has a ____ ____ effect on Job Performance.

strong positive

Meaningfulness

the value of a work goal or purpose, relative to a persons's own ideals and passions

What is the second most powerful motivating force?

Difficult goals

______ can be hindered by lack of necessary resources, lack of supportive practices, and low self efficacy.

Expectancy

What are the three moderators of task performance in goal setting theory?

Feedback, task complexity, and goal commitment

Why do specific and difficult goals have such positive effects?

First, the assignment of specific and difficult goals shape peoples own self-set goals. Second, they trigger the creation of task strategies.

What exactly makes some outcomes more "positively valanced" than others?

In general, outcomes are deemed more attractive when they help satisfy needs.

What are the two types of comparisons?

Internal Comparisons, and external comparisons.

What types of elements have been credited with improvements in worker productivity by providing difficult yet specific goals for channeling work effort?

Lump sum bonuses and gainsharing

What are the four concepts that make work tasks intrinsically motivating?

Meaningfulness, self-determination, competence, and impact

What is the most common element of organizational compensation plans?

Merit pay (an increase in base salary determined from performance evaluation ratings)

What determines employees self-Efficacy?

Past accomplishments, vicarious experiences, verbal persuasion, and emotional cues.

What can instrumentality be hindered by?

Poor methods for measuring performance and use of policies that reward things besides performance such as attendance or seniority.

What did big hero six show us?

Psychological empowerment

If your ratio of outcomes to inputs is more than your comparison to other ratio, _____.

Shrink your outcomes (receiving smaller pay) or grow your inputs through more high quality work or through some cognitive distortion.

Expectancy is a ______ probability.

Subjective. It ranges from 0 (no chance) to 1 ( a mortal lock) that a specific amount of effect will result in a specific level of performance.

S.M.A.R.T Goals

This is a saying of beneficial goal characteristics that managers use when making employee goals. Specific, Measurable, Achievable, Results-based, and time sensitive

Cognitive distortion

a reevaluation of the inputs an employee brings to a job, often occurring in response to some equity distress.

Motivation

a set of energetic forces that originates both within and outside an employee, initiates work effort, and determines the direction, intensity and persistence. Motivation is a critical consideration because job performance often requires high levels of both ability and motivation

Engagement

a term commonly used in the contemporary workplace to summarize motivation levels. Employees who are engaged completely invest themselves and their energies into their jobs.

Equity theory

acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people. More specifically, equity theory suggest employees create a "mental ledger" of the outcomes or rewards) they get from their job duties.

Contingent Pay

also called piece rate pay, it is getting paid for producing X items

Competence

captures a person's belief in his or her capability to perform work tasks successfully

You can also restore balance of your ratio to others ratio by, _________.

changing the comparison other

Needs

cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.

Equity theory argues that employees compare the ratio of outcomes and inputs to the ratio of some _______ ________, which is some person who seems to provide an intuitive frame of reference for judging equity.

comparison other

Feedback

consists of updates on employee progress toward goal commitment

Expectancy Theory

describes the cognitive process that employees go through to make choices among different voluntary responses. Expectancy theory argues that employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.

What did Tallegdea nights show us?

extrinsic motivation because ricky didn't have a house, and lived with his mom.

If your ratio of outcomes to inputs is less than your comparison to others ratio, ______.

grow your outcomes by talking to your boss or by stealing from your company.

Task Strategies

learning plans and problems solving approaches used to achieve successful performance

Motivation has a _____ _____ effect on Organizational commitment.

moderate postive

Extrinsic Motivation

motivation that is controlled by some contingency that depends on task performance. EX: bonuses, promotions, and praise

Intrinsic motivation

motivation that is felt when task performance serves as its own reward. EX: enjoyment, interestingness, and accomplishment

External Comparisons

refer to someone in a different company

Internal Comparisons

refer to someone in the same company

Self-determination

reflects a sense of choice in the initiation and continuation of work tasks

Psychological Empowerment

reflects an energy rooted in the belief that work tasks contribute to some larger purpose

Task complexity

reflects how complicated the information and actions involved in a task are, as well as how much the task changes

Valence

reflects the anticipated value of the outcomes associated with performance. This can be positive ( meaning I would prefer having outcome X to not having it), negative ( meaning I would prefer not having outcome X to having it), or zero ( meaning I'm bored, are we really still talking about outcome X).

Impact

reflects the sense that a person's actions "make the difference" --- that progress is being made toward fulfilling some important purpose

Strongest job performance effect is _____ / ______: people who feel a strong sense of internal self confidence tend to outperform those who doubt their capabilities.

self-efficacy, competence

Self-Efficacy

the belief that a person has the capabilities needed to execute the behaviors required for task success. EX: Employees who feel more "efficacious (ie. self confident) for a particular task will tend to perceive higher levels of expectancy- and therefore be more likely to exert high levels of effort.

Expectancy

the belief that exerting a high level of effort will result in the successful performance of some task. E to P

Instrumentality

the belief that successful performance will result in some outcomes. Instrumentality is a set of subjective probabilities, ranging form 0 to 1 that a successful performance will bring a set of outcomes. P to 0

Goal commitment

the degree to which a person accepts a goal and is determined to try and reach it

Past Accomplishments

the degree to which employees have succeeded or failed in similar sorts of tasks in the past.

Meaning of money

the degree to which employees view money as having a symbolic, not just economic value. The symbolic value of money is shown in three dimensions: achievement (money symbolizes success), respect (money brings respect in ones community) , and freedom (money provides opportunity)

Self Set Goals

the internalized goals that people use to monitor their own task progress

Goals

the objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specific time limit.

The motivational force created by high levels of ____, ______, and _______ is the next most powerful motivational variable for task performance?

valence, instrumentality, and expectancy

Goal Setting Theory

views goals as the primary drivers of the intensity and persistence of effort. This theory also argues that assigning employees specific and difficult goals will result in higher levels of performance than assigning no goals, easy goals, or "do your best" goals.

"Cognitive Calculus"

when employees make sure the ratio of outcomes to inputs is balanced between you and the comparison of others. my outcomes/ my inputs vs others outcomes/ others inputs.

Vicarious Experiences

when employees take into account observations of and discussions with others who have performed some work task