Ch 6
cognitive calculus
"_________" Ratio of outcomes to inputs is balanced between you and your comparison other.
Merit Pay
An increase to base salary is made in accordance with performance evaluation ratings. this is known as...
higher
Assigning employees specific and difficult goals will result in ______ levels of performance.
Self-actualization;
Commonly studied Needs in IB. meaning aka ______ and the need to do what you care about and that appeals to one's ideals and sense of purpose
In general, outcomes are deemed more attractive when they help satisfy needs.
What exactly makes some outcomes more "positively valenced" than others?
less
When Your ratio of outcomes to inputs is ____ than your comparison other's ratio, Any imbalance in ratios triggers equity distress —an internal tension that can only be alleviated by restoring balance to the ratios.
They shape people's own self-set goals — the internalized goals that people use to monitor their own task progress.
Why do specific and difficult goals have such positive effects?
Goals trigger the creation of task strategies, defined as learning plans and problem-solving approaches used to achieve successful performance.
Why do specific and difficult goals have such positive effects? Goals...
comparison
You compare your ratio of outcomes and inputs to the ratio of some ______other — some person who seems to provide an intuitive frame of reference for judging equity.
change
Your ratio of outcomes to inputs is greater than your comparison other's ratio then ____ your comparison other.
Strongest performance effect
____ ____ _____ is self-efficacy / competence; people who feel a sense of internal self-confidence tend to outperform those who doubt their capabilities.
Feedback
____ consists of updates on employee progress toward goal attainment.
Valence
_____ Can be positive, negative, or zero
Task complexity
_____ ______ reflects how complicated the information and actions involved in a task are, as well as how much the task changes.
Competence
_____ captures a person's belief in his or her capability to perform work tasks successfully.
Expectancy theory
_____ describes the cognitive process that employees go through to make choices among different voluntary responses.
Recognition Awards
______ _______ are tangible awards (gift cards, merchandise, trips, special events, time off, plaques) or intangible awards (praise) are given on an impromptu basis to recognize achievement.
Meaningfulness
______ captures the value of a work goal or purpose, relative to a person's own ideals and passions.
Difficult
______ goals are the second most powerful motivating force.
Self-efficacy
_______ is defined as the belief that a person has the capabilities needed to execute the behaviors required for task success.
instrumentality
_______ represents the belief that successful performance will result in some outcome(s). It is a set of subjective probabilities, each ranging from 0 to 1 that successful performance will bring a set of outcomes (abbreviated P → O).
Goal commitment
________ is defined as the degree to which a person accepts a goal and is determined to try to reach it.
Merit pay
________ represents the most common element of organizational compensation plans
Psychological empowerment
__________ reflects an energy rooted in the belief that work tasks contribute to some larger purpose.
Goal setting theory
__________ views goals as the primary drivers of the intensity and persistence of effort.
Equity Theory
________acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people.
Extrinsic
______motivation is motivation that is controlled by some contingency that depends on task performance.
Intrinsic
______motivation is motivation that is felt when task performance serves as its own reward.
Impact
_____reflects the sense that a person's actions "make a difference"—that progress is being made toward fulfilling some important purpose.
Expectancy
_____represents the belief that exerting a high level of effort will result in the successful performance of some task.
Motivation
____is defined as a set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence
control
autonomy, responsibility,; need to be able to predict one's future is known as....
expectancy
is a subjective probability, ranging from 0 to 1 that a specific amount of effort will result in a specific level of performance
Lump-Sum Bonuses
A bonus is received for meeting individual goals but no change is made to base salary. The potential bonus represents "at risk" pay that must be re-earned each year. Base salary may be lower in cases in which potential bonuses may be large.
Gainsharing
A bonus is received for meeting unit goals (department goals, plant goals, business unit goals) for criteria controllable by employees (labor costs, use of materials, quality). No change is made to base salary. The potential bonus represents "at risk" pay that must be re-earned each year. Base salary may be lower in cases in which potential bonuses may be large.
Profit Sharing
A bonus is received when the publicly reported earnings of a company exceed some minimum level, with the magnitude of the bonus contingent on the magnitude of the profits. No change is made to base salary. The potential bonus represents "at risk" pay that must be re-earned each year. Base salary may be lower in cases in which potential bonuses may be large.
Piece-Rate
A specified rate is paid for each unit produced, each unit sold, or each service provided.
monetary
Consider the correspondence between individual performance levels and individual ______outcomes.
Total "motivational force" to perform a given action can be described using the following formula:
E →P * Sum[P→0)*V
behavior
Employee ____is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.
mental ledger
Employees create a "______" of the outcomes (or rewards) they get from their job duties.
piece rate, merit pay, lumpsum bonuses, recognition award
Individual focused compensation plan elements are
productivity
Lump sum bonuses and gainsharing have been credited with improvements in employee ________.
motivation and ability
Motivation is a critical consideration because job performance is largely a function of two factors: ____ and ______
zero
Motivational force equals___if any one of the three beliefs is zero.
cognitive
Needs can be defined as _____groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.
Self-efficacy
Past accomplishments, vicarious experiences, verbal persuasion, emotional cues contribute to what?
weaker
Perceptions of equity have a somewhat _____ effect on task performance.
high
The motivational force created by _____ levels of valence, instrumentality, and expectancy is the next most powerful motivational variable for task performance.
feedback, task complexity, goal commitment
What are three Moderators on Task Performance?
intrinsic outcomes
employment, interestingness, accomplishment, knowledge gain, skill development, personal expression, boredom, anxiety, frustration. These are examples of what?
Relatedness
love, belongingness ; need to create and maintain lasting, positive, interpersonal relationships
profit sharing
organization focused compensation plan is
extrinsic outcomes
pay, bonuses, promotions, benfits and perks, spot awards, praise, job security, support, free time, disciplnary actions, demotions, terminations are examples of...
Existence
physiological, safety; need for food,shelter, and protection
Self-determination
reflects a sense of choice in the initiation and continuation of work tasks.
Valence
reflects the anticipated value of the outcomes associated with performance .
Esteem
self-regard, growth ; the need to hold a high evaluation of oneself and to feel respected
gainsharing
unit focused compensation plan element is
