MGT 358 Exam 2

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need for affiliation

a learned need where people seek approval from others

need for achievement

a learned need where people want to accomplish reasonably challenging goals, and desire recognition

need for power

a learned need where people want to control their environment to benefit themselves

job satisfaction

a person's evaluation of his/her work and context

locus of control

a person's general belief about the amount of control he/she has over life

continuance committment

an employees calculated attachment to the organization, employee is motivated to stay because leaving would be too costly

job enrichment

employees are given more responsibility for planning their own work

relationship conflict

occurs when people focus on characteristics of other individuals rather than the issues

constructive conflict

occurs when people focus their discussion on the issue while maintaining respect for people having other points of view

distributive justice

perceived fairness in someones inputs/outputs when compared to another persons inputs/outputs

emotions

physiological, behavioral, and psychological episodes a person experiences

competencies

skills that lead to superior performance

task identity

the degree to which a job requires completion of a whole/piece of work

task significance

the degree to which the job has a substantial impact on the organization or society

job design

the process of assigning tasks to a job

job specialization

the result of the division of labor; work is divided among many people

motivator hygiene theory

theory stating that people care more about esteem/growth needs rather than lower level ones

expectancy theory

theory that suggest effort is performed to receive a desired outcome (we do what we do to receive something)

drives

(primary needs) produces brain function that energizes individuals to act on their environment

stress

adaptive response to threatening situations

stressors

any condition that places physical or emotional demand on a person

self efficacy

belief that you can complete a task successfully

attitudes

beliefs, feelings, intentions a person has

emotional dissonance

conflict between required and true emotions

emotional labor

effort, planning, control needed to express desired emotions during interpersonal transactions

job burnout

emotional exhaustion resulting from prolonged stressors at work

skill variety

extent to which employees must use different skills and talents to perform tasks within that job

motivation

forces within a person that affect direction, persistence, and intensity of voluntary behavior

needs

goal directed forces that people experience

cognitive dissonance

happens when there is inconsistency between action and belief (ex. hypocritical behavior)

employee engagement

individuals emotional and cognitive motivation with their work (commitment to work)

general adaptation syndrome

model of stress experience; 1. alarm reaction 2. resistance 3. exhaustion

four-drive theory

motivation theory based on the desire to acquire, bond, learn, and defend

job based theories

motivation theory that described motivation is primarily from the content of the jobs that employees perform

need based theories

motivation theory that describes the desire to satisfy important needs

job rotation

moving employees from one job to another

procedural justice

perceived fairness of procedures used to distributive resources

trust

positive expectations someone has for someone else in risky situations

attribution process

process of deciding whether an observed behavior is caused by external or internal factors

conflict

process where one party perceives that its interests are being negatively effected by another party

emotional intelligence

set of abilities to perceive and understand emotion

scientific management

systematically partitioning tasks to achieve maximum efficiency (Taylor)

exit voice loyalty neglect model

the model that reflects the four ways employees respond to job dissatisfaction

equity theory

theory explaining how people develop perceptions of fairness


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