OB Chapter 5

Goal

A cognitive representation of a desired end state that a person is committed to attain.

employee engagement

An individual's emotional and cognitive (logical) motivation, particularly a focused, intense, persistent, and purposive effort toward work-related goals.

Organizational behavior modification (OB Mod)

Argues that a good theory should rely exclusively on behavior and the environment and ignore nonobservable cognitions and emotions.

four-drive theory

Emotions are the source of human motivation and that these emotions are generated through four drives identified from earlier psychological, sociological, and anthropological research.

Maslow's needs hierarchy theory

Maslow condensed and organized the dozen of previously studied drives into five basic categories, organized in a hierarchy from lowest to highest: physiological, safety, belongingness/love, esteem, self-actualization

Social cognitive theory

Much learning occurs by observing and modeling others as well as by anticipating the consequences of our behavior

Expectancy theory

Offers more detail by predicting the goal-directed behavior where employees are most likely to aim their effort

intrinsic motivation

People experience self-actual Izard on by applying their skills and knowledge, observing how their talents achieve meaningful results, and experiencing personal growth through learning.

Need for achievement (nAch)

People who choose moderately challenging tasks, desire unambiguous feedback and recognition for their success, and prefer working alone rather than in teams.

Need for affiliation (nAff)

People who seek approval from others, want to confirm to others' wishes and expectations, and avoid conflict and confrontation

Need for power(nPow)

People who want to exercise control over others, are highly involved in team decisions, rely on persuasion, and are concerned about maintaining their leadership position.

Equity theory

That employees determine whether a decision is equitable by comparing their own outcome-input ratio to the outcome-input ratio of another person or group

Motivation

The forces within a person that affect the direction, intensity, and persistence of effort for voluntary behavior.

Distributive justice

The perception that appropriate decision criteria have been applied to calculate how various benefits and burdens are distributed

Procedural justice

The perception that appropriate procedural rules have been applied throughout the decision process

Intersectional justice

The perception that appropriate rules have been applied in the way employees are treated throughout the decision process.

Self-reinforcement

They reward and punish themselves for exceeding or falling short of their self-set standards of excellence

extrinsic motivation

When people are motivated to engage in an activity for instrumental reasons, that is, to engage in an activity for instrumental reasons, that is, to receive something that is beyond their personal control.

What are the four drives in the four-drive theory?

drive to acquire drive to bond drive to comprehend drive to defend

Needs

goal-directed forces that people experience

Drives (primary needs)

hardwired characteristics of the brain that attempt to keep us in balance by correcting deficiencies