ECM Chapter 9
Terms
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- SAS Company Story, Point?
- Motivation of employees
- Motivation
- psychological foced that deterine the direction of a person's behavior in an aorganization, a person's level of effort and a person's level of persistence.
- direction of a person's behavior
- the many possible bbehaviors that a person could engage in
- effort
- how hard people work
- persistence
- whether when faced with roadblocks and obstacles, people keep trying or give up.
- intrinsically motivated behavior
- behavior that is performed for its own sake, motivation that comes from doing the job
- extrinsically motivated behavior
- behavior that is performed to acquire material or social rewards or to avoid punishment, motivated by the consequence
- Factors affecting intrinsic and extrinsic motivation
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1)personal characteristics
2) nature of the job
3)nature of the org. - outcome
- anything a person gets from a job or an org.
- input
- anything a person contributes to his or her job or org. Outcomes motivate input
- expectancy theory
- the theory that motivation will be high when workers believe that high levels of effort lead to high performance and that high performance leads to the attainment of desired outcomes
- expectancy
- in expectancy theory, a perception about the extent to which effort results in a certain level of performance
- instrumentality
- a perception about the extent to which performance results in the attainment of outcomes
- valence
- how desirable each of the outcomes available from a job or organization is to a person
- need
- a requirement or necessity for survival and well being
- need theories
- theories of motivation that focus on what needs people aretringto satisfy at work and what outcomes satisfy those needs
- Maslow's hierarchy of needs
- an arrangement of five basic needs that, according to Maslow, motivate behavior. Maslow propose dtha t the lowest level of unmet neds is the prime motivator and that only onelevel of needs is motivational at a time.
- self actualization needs
- the needs to realizes ones full potential as a human being
- esteem needs
- the needs to feel good about oneself and one's capabilities, to be respected by others, an d to recieve recognition and appreciation
- belongingness needs
- needs for social interaction, friendship, affection and love
- safety needs
- needs for security, stability, and a safe environment
- physiological needs
- basic needs for things such as food, water, and shelter that must be met in order for a person to survive.
- Herzberg's motivator-hygiene theory
- a need theory that distinguishes between motivator needs and hygiene needs, related to the physical and psychological context in which the work is performed) a nd proposes tha tmotivator needs must be met for motivation and job satisfaction to be high
- need for achievement
- the extent to which an individual has a strong desire to perform challenging tasks well andto meet personal standards for excellence
- need for affiliation
- the extenttowhich an individual is concerned about establishing and maining good interpersonal relations, being liked and having other people around them get along with each other
- need for power
- the extent to which an individual desire to control or influence others
- equity theory
- a theory of motivation that focuses on people's perceptions of the fairness of their work outcomes relative to their work inputs
- equity
- the justice, impartiality, and fairness to which all organizational members are entitled.
- inequity
- lack of fairness, outcome/input ratio not equal to a referents
- underpayment inequity
- the inequity that exists whena person perceives that his or her own outcome/input ratio is less than the ratio of a referent
- overpayment inequity
- the inequity that exists when a personperceives that his or her ownoutcome/input ratio is greater than the ratio of a referent
- goal setting theory
- a theory that focuses on identifying the types of goals that are most effective in producing high levels of motivation and performance and explainingwhy goals have these effects
- learning theories
- theories that focus on increasing employee motivation and performance by linking the outcomes that employees recieve to the performance of desired behaviors and the attainment of goals
- learning
- a relatively permanent change in knowledge or behavior that results from practice or experience
- operant conditioning theory
- the theory that people learn to perform behaviors that lead to desired consequences andlearnnot to perform behaviors that lead to undesired consequences
- positive reinforcement
- giving people outcomes they desire when they perform organizationally functional behaviors
- negative reinforcement
- eliminating or removing undesired outcomes when people perform organizationally functional behaviors
- extinction
- curtailing the performance of dysfunctional behaviors by eliminating whatever is reinforcing them
- punishment
- administering an undesired or negative consequence when dysfunctional behavior occurs
- J Crew Example to show what?
- Punishment and Positive reinforcement etc
- social learning theory
- a theory that takes into account how learning and motivation are influenced by people's thoughts and beliefs and their observations of other peoples behaviors
- vicarious learning
- learning that occurs when the learner becomes motivated to performa behavior by watching another person perform it
- self reinforcer
- any desired or attractive outcomes or reward that a person gives to himself or herself for good performance
- self efficacy
- a person's belief about his or her ability to perform a behavior successfully
- merit pay plan
- a compensationplan that bases pay on performance