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level: Level 1

Questions and Answers List

level questions: Level 1

QuestionAnswer
internal force that drives a worker to action as well as the external factors that encourage that actionmotivation
Behaviors that are not part of an employee's job but which make the organization a better place to work.organizational citizenship behavior
extent to which a person views him or herself as a valuable and worthy individualself-esteem
employees will be motivated to perform at levels consistent with their levels of self-esteemkorman; consistency theory
a person's overall feeling about himselfchronic self esteem
person's feeling about himself in a particular situationsituational self-esteem
how a person feels about himself on the basis of the expectations of otherssocially influenced self-esteem
they are given insights into their strengthsself-esteem workshops
participants learn that they are emotionally and physically strong enough to be successful and to meet challenges.outdoor experiential training
idea that people behave in ways consistent with their self-image. performance self-expectation.self-fulfilling prophecy
when high self-expectations result in higher levels of performance.galatea effect
idea that if people believe that something is true, they will act In a manner consistent with that beliefpygmalion effect
when negative expectations of an individual cause a decrease in that individual's performancegolem effect
work motivation In the absence of such external factors as pays promotion and coworkersintrinsic motivation
work motivation that arises from such non personal factors as pays, coworkers and opportunities for advancementextrinsic motivation
measure of an individual's orientation toward intrinsic versus extrinsic motivationwork preference inventory
motivated by jobs that are challenging and over which they have some controlneeds for achievement
motivated by jobs in which and they can work with and help other peopleneed for affiliation
motivated by a desire to influence others rather than simply to be successfulneed for power
person's ability to select, set and modify goals to adapt to changing conditionsself-regulation
method of recruitment in which job applicants are told both the positive and the negative aspects of the jobrealistic job preview
employees desire jobs that are meaningful, provide them with the opportunity to be personally responsible for the outcome of their work (autonomy) and provide them with feedback of the results of their effortsJob Characteristics theory
if they allow employees to use a variety of skills (skills variety) and to connect their efforts to an outcome (task identification) that has meaning, is useful or appreciated by workers a well by others in society (task significance)motivation potential
employees would be motivated by and satisfied with their jobs of any given print in time if certain needs were metMaslow's Hierarchy of needs
theory based on the idea that employees will be satisfied with jobs that satisfy their needs.needs theory
describes 3 levels of satisfaction : existence, relatedness and growth ; a person can skip levelsERG theory (aldefer)
postulating that there are 2 factors involved in job satisfaction: hygiene factors and motivatorstwo-factor theory (herzberg)
those job-related elements that result from but do not involve the job itself necessary but not sufficient. -examples: pay, security, coworkers, working conditions, company policy, work schedule, supervisorshygiene factors
Job element that do concern actual task and duties -examples: responsibility, growth, challenge, stimulation, independence, variety, achievement, control, interesting workMotivators
method of increasing performance in which employees are given specific performance goals to aim for.goal setting
type of learning based on the idea that humans learn to behave in ways that will result in favorable outcomes and learn not to behave in ways that result in unfavorable outcomesoperant conditioning
the reinforcement is relative and that a supervisor can reinforce an employee with something that on the surface does not appear to be in reinforce, rewarding performance of a very boring task by allowing us to perform a less boring task, Rewarding employee doing a boring task by a giving a less boring taskpremack principle
a rank-ordered list of reinforces of an individualreinforcement hierarchy
can be used to motivate better worker performance either by making variable pay an integral part of an employee’s compensation package or by using it as a “bonus” for accomplishing certain goalsfinancial rewards
motivation technique using such methods as personal attention, signs of approval and expression and appreciationsocial recognition
system in which employees are paid on the basis of how much they individually produce - commission and pieceworkpay for performance/ earnings at risk (EAR)
employees receive pay bonuses on performance appraisal scoresmerit pay
cost-of-living / automatic annual increasesStep-increases
provide employees with a percentage of profits above a certain amountprofit sharing
employees are paid a bonus based on improvements in group productivityGain sharing
the level of productivity before the implementation of again sharing planbaseline
employees are given the option of buying stock in the future at the price of the stock when the options were grantedstock options
motivation is a function of expectancy, instrumentality and valenceExpectancy theory
perceived relationship between the amount of effort an employee puts in and the resulting outcomeexpectancy
extent to which the outcome of a worker's performance, if noticed results in a particular consequenceinstrumentatlity
extent to which an employee value a particular consequencevalence
extent to which people believe that they are responsible for and in control of their success or failure in lifeinternal locus of control
theory of job satisfaction stating that employees will be satisfied if their ratio of effort to reward is similar to that of other employeesequity theory
ratio of how much employees believe they put into their jobs to how much they believe they get from their jobsInput/output ratio