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| The forces within a person that affects the direction, intensity, and persistence of voluntary behavior |
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| Exerting a particular level |
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| ...For a certain amount of time... |
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| ...toward a articular goal... |
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| Emotional and cognitive motivation, self-efficacy to perform the job, a clear understanding of one's role in the organizations vision and a belief that one has the resources to complete a job |
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| Nueral states that energize individuals to correct deficiencies or maintain an internal equilibrium |
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| Maslow's Needs Hierarchy Theory |
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| Seven categories capture most needs |
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| Three things that Maslow's Theory contributed... |
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| More holistic, more humanistic, more potitvistic |
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| What's wrong with Maslow's Theory?? |
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| wrongly assume that everyone has the same needs hierarchy |
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| Give three learned needs: |
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1) Need for achievement
2) Need for affiliation
3) Need for power |
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| Drives to Acquire, Bond, Learn, and Defend |
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| Effort to performance expectations |
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| Performance to Outcome expectations |
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| What are the six effective goal setting characteristics? |
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1) specific-measurable within a specific time frame
2)Relevant-within employee's responsibilities and control
3) Challenging-raise level of effort
4) Committment-motiavted to accomplish a goal
5) Participate (sometimes)-improves acceptance and goal quality
6) Feedback-information about progress toward goal |
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| Why is strnegths based coaching effective? |
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| Because it maximizes a persons potential by focusing on their strengths rather than weaknesses |
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| Percieved fairness in outcomes we recieve relative to our contributions and contributions of others |
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| Perceived fairness of the procedures used to decded the distribution of resources |
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Inputs-what employee contributes (e.g. Skill)
Outcomes--What employee recieves (e.g. Pay |
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Person/People against whom we compare our ratio
-not easily identifable |
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| Compare input/outcome ratio wiht the comparison other |
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| What is not one of the drives identified in human research? |
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| ERG is grouped into which broad categories? |
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| Relatedness, Growth, and existence |
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| Work effort is directed toward behaviors that bpeople believe will lead to desired outcomes is known as?? |
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| Do men or women value money more? |
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| fundamental part of employment relationship |
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| What are some of the meanings of pay? |
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| aymbol of sucess, reinforcer, motivator, reflection of performance, can reduce anxierty |
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| What are some typees of rewards in the workplace? |
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| Membership and senority, Job status, Competencies, performance based |
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What are two advantages of membership
/senprity based rewards? |
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Guaranteed wages may attract applicants
-senority-based rewards reduce turnover |
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| What are three disaDVANTEGES of membership/senority based rewwards? |
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Definition
-Doesn't motivate job performance
-Discourage poo rperformers from leaving
-May act as golden handcuffs (tie people to the job |
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| Two advantages of Job-status rewards: |
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Definition
Job evaluation tries to maintain pay equity
Motivates competition for promotions |
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| downsides to job-status based rewards |
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Definition
-Employees exaggerate duties, hoard resources
-Reinforces status, hierarchy
-Inconsistent with workplace flexibility |
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| Competency-based rewards-Advantages? |
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Definition
| More flexible workforce, better quality, consistent with employability |
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| Competency based rewards-disadvantages? |
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Definition
| Potentially subjective, higher training costs |
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| What are three levels of different rewards? |
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| Orgizational, Team, and Individual rewards |
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| What are positive effects of orgizational rewards? |
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Definition
-Creates and ownership culture
-Adjusts pay with firms prosperity
-Scorecards align rewards with several sepcific orgizational outcomes |
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| What are some concerns with performance pay? |
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Definition
-weak connection between individual effort and rewards
-reward amounts affected by external forces |
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| What are five ways to improve reward effeciencies? |
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1)Link rewards to performance
2) Ensure rewards are relevant
3) Team rewards for interdependent jobs
4) Ensure rewards are valued
5) Watch out for unintended consequences |
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| In terms of job design, what is an orgization's goal? |
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Definition
| To create jobs that can be performed efficiently yet employees are motivated and engaged |
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| Define Job specialization |
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| Dividing work inot seperate jobs that include a subset of the tasks required to complete the product or service |
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| What are the benefits of job rotation? |
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Definition
1) Minimizes repetitive strain injury
2) Multiskills the workforce
3) Potentally reduces job boredom |
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| Adding tasks to an existing job |
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| What are the four dimensions of empowerment? |
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Definition
| Self-Determination, Meaning, Competence, and Impact |
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The process of influencing oneself to establish the self-direction and self-motivaton needed to perform a task
Ex. Goal setting, social learning theory, and Sports Psychology |
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| What is not considered a core job characteristic? |
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| Empowered individuals often experience feelings of...? |
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| Groups of two or more people |
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| What do teams try to accomplish? |
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| Interac and influence each other |
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| Do teams percieve themselves as social entities? |
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| What are three advantages of teams? |
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Definition
-Make better decisions, products and services
-Better information sharing
-Higher employee motivation/engagement |
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| What are three disadvantages of a team? |
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Definition
-Individuals better/faster on some tasks
-Process losses-cost of developing and maintaining teams
-Social Loafing |
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| What are some ways to minimize social loafing? |
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Definition
Make individual performance more visible
Increase Employee Motivation |
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| What are the five C's of Team Member Competencies? |
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| Conflict Resolving, Cooperating, Coordinating, Communicating, Comforting |
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| What are the advantages of team diversity? |
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Definition
-Better for creatively complex problems
-broader knowledge base
-better representation |
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| wat are the disadvantages of team diversity? |
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Definition
-Take longer to become high-performing team
-More susceptible to failures
-Increased risk of dysfunction |
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