mpo test 3

law of effect

behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear

personality

combination of stable physical, behavioral, and mental characteristics that give individuals their unique identities

emotions

complex, relatively brief responses aimed at a particular target, such as: -person -information -experience -event -- or non-event

Contingent Consequences

control behavior by responding to a target behavior

performance management

set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations

proactive personality

someone who is relatively unconstrained by situational forces and who affects environmental change

McClelland's Acquired Needs Theory

states that three needs - achievement, affiliation, and power - are major motives determining people's behavior in the workplace, and needs are learned overtime

apply yourself to areas or goals that are meaningful to you

strategy to improve self esteem:

recency effect

tendency to remember recent information better than earlier information - basing evaluation on most recent performance

Emotional Intelligence (EI)

the ability to monitor one's own emotions and those of others, to discriminate among them, and to use this information to guide ones thinking and actions.

practical intelligence

the ability to solve everyday problems, utilizing knowledge gained from experience in order to adapt to, shape, and select environments

Organizational Justice

the extent to which people perceive that they are treated fairly at work

motivation

the psychological processes that underlie the direction, intensity, and persistence of behavior or thought.

self-determination theory

theory that competence, autonomy, and relatedness drive intrinsic motivation which enhances task performance.

external locus of control

-Things happen to me -I blame others for failure -I can't control the future

continuous reinforcement

-every instance of a target behavior is reinforced -great when learning a new skill -can quickly lose its impact

theory x

-pessimistic -employees dislike work -employees can only be motivated with rewards and punishments

theory Y

-positive, optimistic -employees are engaged, committed, responsible, and creative

intermittent reinforcement

-reinforcement of some, but not all instances -can vary the ratio and interval -works best with variable ratio and variable interval

Goal-setting theory

-successful people are goal-oriented -goal-setting helps individuals, teams, and organizations achieve success

core self-evaluations

A broad personality trait comprised of four narrow and positive individual traits: Generalized self-efficacy Self esteem Locus of control Emotional stability

learning

A head chef of a restaurant encourages his subordinates to be creative in the culinary arts. He does not believe in using prescribed recipes while cooking. Rather, he allows them to create unique recipes and use different ingredients to prepare dishes. This implies that the head chef established _____ goals. A. performance B. learning C. project D. equity E. procedural

central tendency

A rating error in which all employees are rated about average.

"Im motivated to study hard in this class because I want to get an A"

Example of extrinsic motivation:

"Im motivated to study hard in this class because I love the feeling of mastering a new subject"

Example of intrinsic motivation:

-more anxious -earn less, smaller raises -less motivated by incentives

External locus of control in the workplace

process theories

Focus on explaining the process by which internal (person) factors and environmental characteristics influence employee motivation

content theories

Focus on identifying internal factors such as needs and satisfaction that drive motivation

Strong need for affiliation

Gerry, one of your subordinates, seems to care so much about being liked that he rarely states strong opinions in meetings of your department. Based on this, Gerry probably has a A. Strong need for affiliation B. Strong need for institutional power C. Low need for achievement D. Strong need for personal power E. Strong need for achievement

Comparison

How does a person's I/O ratio compare with relevant others I/O ratios?

-select individuals -place individuals -develop individuals

Implications for Managers: Identify intelligences relevant to the job:

-be relaxed, secure, unworried -experience fewer negative emotions under pressure -have higher job performance, more OCB's, less CWB's

Individuals in high Emotional Stability tend to:

-higher motivation -higher expectations -exert more effort when given difficult tasks

Internal locus of control in the workplace

Only practice as long as it remains fun

Jessica would like to be a best-selling author. She studied OB and knows this will take at least 10,000 hours of deliberate practice. Jessica should do all of the following except: A. Identify aspects of performance that need improvement B. Get a coach to receive feedback C. Study other writers and their works D. Take breaks to maintain concentration E. Only practice as long as it remains fun

An external locus of control

Joe was terminated from his job and believed the reason was his boss did not like him and his hard work was not appreciated. Joe likely has: A. High emotional stability B. An internal locus of control C. Low self-efficiency D. An external locus of control E. Low self-esteem

-attitudes -emotions

Managers can help employees manage:

-Join the organization -Stay with the organization -Be engaged at work -Perform OCB's -Help others

Managers care about motivation because it causes employees to:

-intelligence -personality

Managers have little or no impact on fixed IDs:

-performance -job satisfaction

Managers have more influence on relatively flexible IDs that influence individual-level work outcomes:

intelligence

an individuals capacity for constructive thinking, reasoning, and problem-solving

job rotation

moving employees from one specialized job to another

intrinsic motivation

occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well"

expectancy theory

people are motivated to behave in ways that produced desired combinations of expected outcomes

pay for performance

popular term for monetary incentives linked to results or accomplishments

Job Characteristics Model

promote intrinsic motivation by designing jobs with 5 core characteristics: -skill variety -task identity -task significance -autonomy -feedback

job enlargement

putting more variety into a workers job by combining specialized tasks of comparable difficulty

contrast effect

rating an employee as compared to another

10,000

research shows one must practice about ______ hours to be successful

Extrinsic Motivation

results from the potential or actual receipt of rewards (or punishments)

motivating

satisfaction comes from __________ factors (content)

Personal Competence

(component of EI) -self awareness -Self-management

Social compentence

(component of EI) -social awareness -relationship management

Leniency

(perceptual error) positive ratings for all

Internal locus of control

-I make things happen -I can determine my future -I accept personal responsibility for failures

Fear

-People are afraid of things that might happen in the future -fear is a "forward-looking" or prospective emotion

Anger

-People are angry about what happened or did not happen in the past -Anger is a "backward-looking" or retrospective emotion

physiological

As the mother of two small children, Jen struggles to make ends meet on her minimum-wage job. After paying rent and child care expenses, there is sometimes not enough money left at the end of the month to pay the heating bill. More than once the family has gone without warmth on cold nights, and she and the kids have gone to bed hungry. Which of the 5 basic needs is Jen struggling to meet? A. Safety B. Physiological C. Self-Actualization D. Love E. Esteem

-better social relationships -better well being -increased satisfaction

Benefits of EI:

-increased job performance -higher job satisfaction -higher affective commitment -entrepreneurship

Benefits of the Proactive Personality

-extraversion -agreeableness -conscientiousness -emotional stability -openness to change

Big 5 personality dimensions:

Halo

Carolyn is a very likeable employee. Recently, her boss rated her at the highest level in all areas of performance, even though in some areas her performance did not warrant this judgement. This is an example of a ________ perceptual error. A. halo B. contrast C. leniency D. recency E. central tendency

-people must have ability and resources -people must be committed to the goal

Certain conditions are necessary for goal setting to work:

-test takers don't describe themselves accurately -tests are "off the shelf" and administered by unqualified employees -tests are general and don't measure what is needed to be effective in a specific job

Personality tests are not good predictors of job performance because:

specific, measurable, attainable, results oriented, time-bound

SMART goals:

job design

altering jobs with the intent of improving the quality of the employee job experience and/or productivity

increase intrinsic motivation in jobs

The goal of the job characteristics model is to _____ A. increase extrinsic motivation in jobs B. apply scientific methods to job design C. guide managers in applying job-swapping techniques D. increase intrinsic motivation in jobs E. guide the goal-setting process

-remember employees have needs beyond a paycheck -focus on satisfying employee needs related to self concept: self-esteem, self-actualization -understand that satisfied needs lose their potential to motivate -be careful when estimating employees' needs

Using Maslow's Theory to motivate employees:

agreeable

_________ employees are more likely to stay with their job

Operant behavior

__________ is behavior that is learned when one acts on the environment to produce desired consequences A. consequential behavior B. respondent behavior C. operant behavior D. reward behavior E. contingent behavior

Self-determination

__________ theory focuses on the needs that drive intrinsic motivation, which is longer lasting and has a more positive impact on task performance than extrinsic motivation. A. Acquired needs B. Equity/Justice C. Need hierarchy D. Self-determination E. Motivator-hygiene

conscientiousness

_________________ has the strongest effect on job performance and job satisfaction

extraversion

__________________ is a stronger predictor of job performance than agreeableness - but has a smaller impact than conscientiousness.

self-efficacy

a belief about your chances of successfully accomplishing a specific task

coaching

a customized process between two or more people with the intent of enhancing learning and motivating change

self-esteem

a general belief about your self worth

deliberate practice

demanding, repetitive, and assisted program to improve performance

locus of control

describes how much personal responsibility someone takes for their behavior and its consequences (relatively stable)

autonomy

desire for freedom and discretion

relatedness

desire to be part of a group

competence

desire to feel qualified, capable

hygiene

dissatisfaction comes from _______ factors (context)

bottom-up approach

employee designs the job

Idiosyncratic deals (i-deals)

employees and management work together to design the job

job-crafting

employees proactively shape their work characteristics, including: -number, scope, and type of tasks -quality and/or amount of interaction with others -cognitive crafting: perception of tasks and relationships of the job

Halo

evaluation based on a general perception of the employee

Equity/Justice Theory

explains how people strive for fairness and justice in social exchanges or give-and-take relationships

autonomy

fiona was telling her friend about the freedom and discretion given to her in scheduling, and deciding the procedures used to complete the tasks assigned to her. which of the following job characteristics was she talking about? A. skill variety B. task significance C. task identity D. autonomy E. feedback

emotional stability

having the ability to manage emotions in pressure situations

-not purely genetic -can be altered or modified -can be damaged by organic factors (drugs, alcohol, poor nutrition) -has risen steadily over the past 70 years

intelligence:

scientific management

management approach driven by standards established through systematic observation, experimentation, or reasoning

top-down approach

management designs the job

job enrichment

modifying a job so that an employee has greater responsibility

Outputs

what a person perceives they are getting out of their job

Inputs

what a person perceives they are putting into their job