OBHR 3310 Chapter 7 & 8

Expectancy

Represents an individual's belief that a particular degree of effort will be followed by a particular level of performance

Instrumentality

Represents an individuals' belief that a particular outcome is contingent on accomplishing a specific level of performance

Intermittent Reinforcement

Some but not all instances are reinforced

Distributive Justice

The perceived fairness of how resources and rewards are distributed or allocated

Procedural Justice

The perceived fairness of the process and procedures used to make allocation decisions

Interactional Justice

The quality of the interpersonal treatment people receive when procedures are implemented

Extinction

Weakening a behavior by ignoring it or making sure it is not reinforced

Instructional and Motivational

2 Functions of Feedback

Equity Theory

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

Expectancy Theory

People are motivated to behave in ways that produce desired combinations of expected outcomes

Negative Inequity

Person's outcome is less than a coworker, with similar input

Positive Inequity

Person's outcome to input ratio is greater than that of a relative coworker

Positive Reinforcement

Process of strengthening a behavior by contingently presenting something pleasing

Negative Reinforcement

Process of strengthening a desired behavior by contingently withdrawing something displeasing

Valence

Refers to the positive or negative value people place on outcomes

Continuous Reinforcement

Every instance of a target behavior is reinforced

Vroom's Expectancy Theory

How much effort to exert in a specific task situation. 3 key concepts: Expectancy, Instrumentality, and Valence

Feedback

Information about individual or collective performance shared with those in a position to improve the situation