MGMT TEST CH 5
mechanisms behind the power of goal setting
1. goals regulate effort 2. goals direct attention 3. goals increase persistence 4. goals foster task strategies and actions plans
_____ is the extent to which a job enables an individual to experience freedom, independence, and discretion. Task variety Task identity Autonomy Experienced responsibility
Autonomy
Advantages of job rotation
-Engagement and motivation increased -Increased worker flexibility and easier scheduling -Increased employee knowledge and abilities
conducts a business by standards established by facts or truths gained through systematic observation, experiment, and reasoning
scientific management
goals that are ______ lead to higher performance
specific
A variable-ratio schedule of reinforcement is one in which a response is reinforced only after a(n): unpredictable time period has elapsed. specified number of responses have been made. unpredictable number of responses have been made.
unpredictable number of responses have been made.
describes the positive or negative value people place on outcomes how much do i value the outcomes?
valence
perception of or thinking about tasks and relationships in job
cognitive crafting
schedules of reinforcement
continuous, partial, fixed-ratio, variable-ratio, fixed-interval, variable-interval
what defines motivation
direction persistency intensity
reflects on the perceived fairness of the way resources and rewards are distributed
distributive jusice
3 types of justice
distributive, procedural, interactional
negative of scientific management
encourages repetitive jobs which may lead to job dissatisfaction, poor mental health, stress, and a low sense of accomplishment and growth
rewarded by how much one may be contributing based off their circumstances
equity
you are satisfied
equity
represents an individuals belief that a particular degree of effort will be followed by a particular level of performance what are the chances of reaching my performance goal
expectancy
3 key elements to Vrooms expectancy theory
expectancy instrumentality valence
people are motivated to behave in ways that produce desired combinations of expected outcomes
expectancy theory
In the job characteristics model, the presence of skill variety, task identity, and task significance cause an employee to feel knowledge of the actual results of the work activities. experienced meaningfulness of the work. high growth satisfaction. responsibility for the outcomes of the work.
experienced meaningfulness of the work.
potential or actual receipt of external rewards
extrinsic
In the job characteristics model, the degree to which a person receives clear information about performance effectiveness is: task significance. task identity. autonomy. feedback.
feedback.
drives employees intrinsic motivation
i-deals
the employment deals individuals negotiate for themselves, taking myriad forms from flexible schedules to career development
i-deals
if you don't do your homework, I'll ground you for a week
imposed
miss one more assignment and I'm going to have ti move you off the project team
imposed
steps people purposely take in an effort to punish or bribe others to influence their behavior- requires authority and power
imposed consequences
positive of scientific management
increased efficiency and productivity
perceived relationship between performance and outcomes what are the chances of reaching outcomes if i achieve my performance goals?
instrumentality
describes the "quality of the interpersonal treatment people receive when procedures are implemented
interactional justice
an individual inspired by the positive internal feelings that are generated by doing well
intrinsic
Samuel absolutely loves being a college professor because he is good at teaching and enjoys research even though he would make more money working in the private sector as an engineer. His choice to be a college professor is best explained by: intrinsic motivation. job satisfaction. organizational citizenship behavior. extrinsic motivation.
intrinsic motivation.
when you do not take the time to include others in your decision process, you may send the message that you do not value others opinions
natural
both the good and bad things that occur as a natural result of people's current choices-require no authority or power
natural consequences
i see myself feeling worse than others- i am not satisfied
negative equity
A person will experience _______ when his or her outcome to input ratio is less than that of a relevant comparison person. positive inequity negative inequity positive equity negative equity
negative inequity
refers to the extent to which people perceive that they are treated fairly at work
organizational justice
People's perception of is their judgment that they were adequately compensated for the consequences of their actions. distributive justice outcome fairness procedural justice
outcome fairness
elements of equity theory
outputs-"what do I perceive that I am getting out of my job?" inputs-"what do I perceive that I am putting into my job?" comparison-"how does my ratio of outputs and inputs compare to those of relevant others?"
Which of the following refers to how long we focus on an activity? Persistence Direction Intensity
persistence
i see myself as faring better than others-am i satisfied?
positive equity
the perceived fairness of the process and procedures used to make allocation decisions
procedural justice
aversive event that decreases the behavior that it follows
punishment
goal setting theory - SMART
SPECIFIC MEASURABLE ATTAINABLE RELEVANT TIMELY
Intensity pertains to the amount of effort being invested in an activity T/F.
TRUE
Job crafting may involve changing task boundaries, the relational nature of a job, or cognitions about the job. T/F
TRUE
equity and equality are the same thing T/F?
FALSE
represents employee's attempts to proactively shape their work characteristics including -scope number and types of tasks -quality and amount of interaction with others cognitive crafting
job crafting
Altering jobs to improve employee experience and productivity is called job
job design
involves putting more variety into a worker's job by combining specialized tasks of comparable difficulty
job enlargement
Entails modifying a job such that an employee has the opportunity to experience greater achievement, recognition, stimulating work, responsibility and advancement
job enrichment
calls for moving employees from one specialized job to another type of cross-training
job rotation
goal achievement leads to _________ ____________
job satisfaction
a model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships
justice/equity theory
motivators for intrinsic motivation
love autonomy belonging interests learning mastery
top-down approach--- bottom up approach ----- idiosyncratic deals approach
models of job design
motivators for extrinsic motivation
money bonuses rewards punishments recognition grades
the underlying physiological influences over our behavior or thoughts
motivation
2 conditions necessary for goal setting to work
must have ability and resources must be committed
if we take these last minute requests we may disappoint or even lose a customer
natural
if you continue to miss deadlines you may not be considered for the more interesting projects
natural