Chapter 6: Motivation
esteem
accomplishment, recognition, personal growth
the magnitude at which an employee undertakes a goal and the lengths he or she will take to achieve this goal?
goal commitment
positive valence example
i would prefer having outcome X, then not having it
when people feel that their work makes a difference and contributes to progress, they experience what form of psychological empowerment
impact
valence
the anticipated value of the outcomes associated with successful performance. can be positive, negative, or zero
what is the most common element of organizational compensation plans
merit pay
comparison other
another person who provides a frame of reference for judging equity.
Gena's mother in law has tried to teach her to crochet several times, but Gena is convinced that she has two left thumbs and will never get the hang of it, no matter how hard she tries. in terms of expectancy theory, what is Gena's subjective probability
0
S.M.A.R.T Goals
Specific Measurable Achievable Results Driven Time Sensitive
what type of motivation is psychological empowerment
intrinsic motivation
3 factors that determine whether supervisors assignments affect ehir employees professional performances
commitment, feedback, task complexity
zero valence example
im bored, are we still talking about outcome X
4 concepts that make work tasks intrinsically more motivating
meaningfulness, self-determination, competence, impact
self-efficacy
a factor that shapes our expectancy for a particular task. the belief that a person has the capabilities needed to execute the behaviors required for task success. you have to believe you're capable of doing it as this is the strongest driver.
meaningfulness
a psychological state reflecting one's feeling about work tasks, goals, purpose, and the degree to which they contribute to society and fulfill ones ideals and passions
cognitive distortion
a reevaluation of the inputs an employee brings to a job often occurring in response to equity distress
self-determination
a sense of choice in the initiation and continuation of work tasks
motivation
a set of energetic forces that originates both within and outside an employee that determines the direction, intensity, and persistence of an employees work effort.
Expectancy theory
a theory that describes the cognitive process employees go through to make choices among different voluntary responses. the theory suggests that our choices depend on 3 specific beliefs that are based in our past learning and experience: expectancy instrumentality, and valence
symbolic meaning of money
achievement, respect, freedom
equity theory
acknowledges that motivation doesn't just depend on your own beliefs and circumstances, but also what happens to other people. employees create a mental ledger of the outcomes or rewards they get from their job duties
psychological empowerment
an energy rooted in the belief that tasks are contributing to some larger purpose.
result when goal commitment is high
assigning specific and difficult goals will have significant benefits for task performance
control
autonomy, accountability
workers who believe that their workplaces have a sense of equity are more likely to exhibit ______ behaviors and less likely to exhibit ______ behaviors
citizenship, counterproductive
needs
cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences
external comparison
comparing oneself to someone in a different company
internal comparisons
comparing oneslef to someone in the same company
Tyler works in customer service for a large financial services firm but wants to ultimately work as a financial analyst, so he is taking advantage of training opportunities at work and seeking challenging assignments that can enhance his skills. Tyler is attempting to build which dimension of psychological empowerment?
competence
which dimension of psychological empowerment refers to an employees belief that he or she can perform his or her professional work at a higher level
competence
engaged employees
completely invest themselves and their energies into their jobs
past accomplishments
consideration of efficacy levels: the level of success or failure with similar job tasks in the past
vicarious experiences
consideration of efficacy levels:observations of and discussions with others who have performed the same work task.
extrinsic motivation
desire to put forth work effort due to some contingency that depends on task performance
intrinsic motivation
desire to put forth work effort due to the sense that task performance serves as its own reward
meaning
development of personal potential, achievement of higher purpose
what is the second strongest performance effect
difficult goals
components of motivation that contribute to an employees work
direction, intensity, persistence
emotional cues
efficacy levels dictated by this: positive or negative feelings that can help or hinder task performance
theory that asserts that a persons motivation is based on what he or she considers to be fair when compared to others
equity
comparison other general possibilities that can result from "cognitive calculus"
equity, underreward inequity, overreward equity
equity distress
imbalance in ratios. an internal tension that results from being overrewarded or underrewarded relative to some comparison other
what kind of belief answers the question "what are the chances that, if i work very hard, I'll be able to do a good job"
expectancy
when other people recognize the sucess of others and reward them, what motivation is typically fostered?
extrinsic
the 3 variables that specify when assigned goals will have stronger or weaker effects on task performance. these variables are also known as moderators
feedback, task complexity, goal commitment
relatedness
friendship, companionship, acceptance, affection, romantic attachments
the targeted focus of a persons actions
goal
specific and difficult goals
goals that stretch an employee to perform at his or her maximum level while still staying within the boundaries of his or her ability. will result in higher levels of performance
third strongest performance effect
high levels of valence, instrumentality, and expectacny
negative valence example
i would prefer not having outcome X rather than having it
feedback
in job characteristic theory, it refers to the degree to which the job itself provides information about how well the job holder is doing. refers to updates on employee progress to goal attainment
Krystal complained to her husband after her performance review "i dont get it. i got the top rating in the department, but i got the same raise as everyone else, even the slackers. obviously our raises dont depend on how hard you work or how good a job you do!" Krystal would be describes as having a low ___________ according to expectancy theory
instrumentality
when an individual experiences psychological empowerment, performing the work tasks serves as its own reward. this is a form of what type of motivation?
intrinsic
hinderers of expectancy
lack of necessary resources, lack of supportive practices, low self-efficacy
task strategies
learning pans and problem-solving approaches used to achieve successful performance
two forms of compensation systems that have been credited with improving employee productivity
lump sum bonuses and gainsharing
feeling that the hob tasks are valuable
meaningfulness
tony is a member of a small research team for a company. one of the aspects of his job that he loves best in that he can readily point to his contributions to the teams projects and genuinely feels like he makes a difference in the success of the team. this is an example of which dimension of psychological empowerment
meaningfulness
motivation and organizational behavior relationship
moderate positive effect. people who experience higher levels of equity tend to feel higher levels of affective commitment and higher levels of normative commitment
term that refers to how hard people work towards something, where they apply their efforts, and how they continue to work towards their goals
motivation
what makes some outcomes more positively valenced than others?
outcomes are deemed more attractive when they help satisfy needs
in terms of equity theory, what are considered outcomes
pay and promotions
weaker effect on task performance
perceptions of equity
hinderers of instrumentality
poor methods of measuring performance, and use of policies that reward things beside performance such as attendance or seniority
task complexity
reflects how complicated the information and actions involved in a task are, as well as how much the task changes. the degree to which the information and actions needed to complete a task are complicated
verbal persuasion
self-efficacy is dictated by this. pep talks that lead employees to believe that they can "get the job done"
what is the strongest performance effect?
self-efficacy/competence people who feel a sense of internal self-confidence tend to outperform those who doubt their capabilities
Talledega Nights Example
self-efficacy: you have the ability to perform well, self-confidence,
inputs of equity theory
skills and experience
motivation and job performance relationship
strong positive effect people who experience higher levels of motivation tend to have higher levels of task performance
setting specific, challenging goals encourages workers to develop what plans and teaches them new things and answers their dilemmas
task strategies
expectancy
the belief that exerting a high level of effort will result in the successful performance of some task
instrumentality
the belief that successful performance will result in some outcomes
result when goal commitment is low
the benefits on task performance become much weaker
competence
the capability to perform work tasks successfully
goal commitment
the degree to which a person accepts a goal and is determined to reach it.
reasons an employee may be more motivates than his or her counterparts
the employee has feelings of expectancy and instrumentality, the employee has feelings of psychological empowerment, the employee ha specific challenging and achievable goals
as a self-set goal becomes more difficult what happens?
the intensity of effort increases, and the persistence of effort gets extended
self set goals
the internalized goals that people use to monitor their own task performance.
impact
the sense that a person's action "make a difference" - that progress is being made toward fulfilling some important purpose
expectancy theory equation
total motivational force to perform a given action can be described as: E→P x ∑[(P→O) x V] ∑ signifies that instrumentalities and valences are judged with various outcomes in mind motivation force equals zero if any one of the three beliefs is zero
the belief known as _________ relates to the question "does the outcome have any value to me"
valence
the belief that successful performance will result in some outcomes
valence
Laura is nervous about donating blood at the blood drive at work, but she sees coworkers donating blood and thinks "if they can do it, i can do it" this is an example of which source of self-efficacy
vicarious experiences
Goal setting theory
views goals as the primary drivers of the intensity and persistence of effort
existence
water, food, shelter, safety
