Organizational Behavior Chapter 6
SMART
applied goals is an acronym for specific, measurable, attainable, results oriented, and time bound
feedback
as information about individual or collective performance shared with those whose in a position to improve the situation
intermittent reinforcement
consists of reinforcement of some but not all instances of a target behavior
extrinsic rewards
financial, material, and social rewards are all examples of--
360-degree feedback
individuals compare perceptions of their own performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers
coaching
is a customized process between two or more people with the intent of enhancing learning and motivating change
pay for performance
is the popular term for monetary incentives that link at least some portion of pay directly to results or accomplishments
evaluating performance
is the process of comparing performance at some point in time to a previously established expectation or goal
positive reinforcement
is the process of strengthening a behavior by contingently PRESENTING something pleasing
punishment
is the process of weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive
total rewards
it encompass not only compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work-life balance
performance management
it is a set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating, and providing consequences for performance expectations.
learning goal
it promotes enhancing your knowledge or skill
law of effect
it says that behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear
performance goal
it targets a specific end result
monitoring performance
means measuring, tracking, or otherwise verifying progress and ultimate outcomes
intrinsic rewards
psychic rewards are self-granted
negative reinforcement
strengthens a desired behavior by contingently WITHDRAWING something displeasing
continuous reinforcement
target behavior is reinforced
operant behavior
to behavior learned when we "operate on" the environment to produce desired consequences. some call this view the response-stimulus (R-S) model
respondent behavior
unlearned reflexes or stimulus-response (S-R)
extinction
weakening of behavior by ignoring it or making sure it is not reinforced