bme module motivation

A theory that says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities

EQUITY THEORY

Internal factors such as self-respect, autonomy, and achievement, and external factors such as status, recognition, and attention.

ESTEEM.

A theory that says that specific and difficult goals, with feedback, lead to higher performance.

GOAL-SETTING THEORY

increases self-efficacy. leads to an energized state, so we get "psyched up," feel up to the task, and perform better.

AROUSAL

A theory that argues that behavior follows stimuli in a relatively unthinking manner

BEHAVIORISM

A version of self-determination theory that holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling.

COGNITIVE EVALUATION THEORY

That is, gaining relevant experience with the task or job. If you've been able to do the job successfully in the past, you're more confident you can do it in the future.

ENACTIVE MASTERY

A theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.

EXPECTANCY THEORY

Goal-setting theory assumes an individual is committed to the goal and determined not to lower or abandon it. The individual (1) believes he or she can achieve the goal and (2) wants to achieve it.

GOAL COMMITMENT

Factors—such as company policy and administration, supervision, and salary—that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied

HYGIENE FACTORS

The investment of an employee's physical, cognitive, and emotional energies into job performance.

JOB ENGAGEMENT

A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress.

MANAGEMENT BY OBJECTIVES (MBO)

A theory that states achievement, power, and affiliation are three important needs that help explain motivation.

MCCLELLAND'S THEORY OF NEEDS

Setting specific, difficult, individual goals may have different effects in different cultures. In collectivistic and high-power-distance cultures, achievable moderate goals can be more motivating than difficult ones. promotion focus

NATIONAL CULTURE

The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed.

NEED FOR ACHIEVEMENT (NACH)

The desire for friendly and close interpersonal relationships.

NEED FOR AFFILIATION (NAFF)

The need to make others behave in a way in which they would not have behaved otherwise.

NEED FOR POWER (NPOW)

probably the most relevant component of reinforcement theory for management, argues that people learn to behave to get something they want or to avoid something they don't want.

OPERANT CONDITIONING THEORY

An overall perception of what is fair in the workplace, composed of distributive, procedural, informational, and interpersonal justice.

ORGANIZATIONAL JUSTICE

Includes hunger, thirst, shelter, sex, and other bodily needs.

PHYSIOLOGICAL.

a self-regulation strategy that involves striving for goals by fulfilling duties and obligations.

PREVENTION FOCUS

a term based on a Greek myth about a sculptor who fell in love with a statue he carved. The Pygmalion effect is a form of self-fulfilling prophecy

PYGMALION EFFECT

A theory that says that behavior is a function of its consequences.

REINFORCEMENT THEORY

Security and protection from physical and emotional harm.

SAFETY-SECURITY.

Drive to become what we are capable of becoming; includes growth, achieving our potential, and self-fulfillment.

SELF-ACTUALIZATION.

The degree to which people's reasons for pursuing goals are consistent with their interests and core values.

SELF-CONCORDANCE

A theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation

SELF-DETERMINATION THEORY

An individual's belief that he or she is capable of performing a task.

SELF-EFFICACY THEORY

Affection, belongingness, acceptance, and friendship.

SOCIAL-BELONGINGNESS

The view that we can learn through both observation and direct experience.

SOCIAL-LEARNING THEORY

Goals themselves seem to affect performance more strongly when tasks are simple rather than complex, well learned rather than novel, independent rather than interdependent, and on the high end of achievable

TASK CHARACTERISTICS

A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. Also called motivation-hygiene theory.

TWO-FACTOR THEORY

we become more confident when someone convinces us we have the skills necessary to be successful. Motivational speakers use this tactic.

VERBAL PERSUASION

becoming more confident because you see someone else doing the task. If your friend quits smoking, it increases your confidence that you can quit, too.

VICARIOUS MODELING

a self- regulation strategy that involves striving for goals through advancement and accomplishment.

promotion focus