OBHR 3310 Chapter 7 & 8
Expectancy
Represents an individual's belief that a particular degree of effort will be followed by a particular level of performance
Instrumentality
Represents an individuals' belief that a particular outcome is contingent on accomplishing a specific level of performance
Intermittent Reinforcement
Some but not all instances are reinforced
Distributive Justice
The perceived fairness of how resources and rewards are distributed or allocated
Procedural Justice
The perceived fairness of the process and procedures used to make allocation decisions
Interactional Justice
The quality of the interpersonal treatment people receive when procedures are implemented
Extinction
Weakening a behavior by ignoring it or making sure it is not reinforced
Instructional and Motivational
2 Functions of Feedback
Equity Theory
Model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships
Expectancy Theory
People are motivated to behave in ways that produce desired combinations of expected outcomes
Negative Inequity
Person's outcome is less than a coworker, with similar input
Positive Inequity
Person's outcome to input ratio is greater than that of a relative coworker
Positive Reinforcement
Process of strengthening a behavior by contingently presenting something pleasing
Negative Reinforcement
Process of strengthening a desired behavior by contingently withdrawing something displeasing
Valence
Refers to the positive or negative value people place on outcomes
Continuous Reinforcement
Every instance of a target behavior is reinforced
Vroom's Expectancy Theory
How much effort to exert in a specific task situation. 3 key concepts: Expectancy, Instrumentality, and Valence
Feedback
Information about individual or collective performance shared with those in a position to improve the situation