Chapter 7 Flash Cards.txt

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Chapter 7 Flash Cards.txt
2012-07-25 14:23:53
Organizational Behaviour BNC1

BNC1 Chap 7
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  1. The processes that account for an individual's intensity, direction, and persistence of effort toward attaining a goal.
  2. Abraham Maslow's hierarchy of five needs - physiological, safety, social, esteem, and self-actualization - in which, as each need is substantioally satisfied, the next need becomes dominant.
    Hierarchy of Needs
  3. Needs that are satisfied externally, such as physiological and safety needs.
    Lower-Order Needs
  4. The drive to become what a person is capable of becoming.
  5. Needs that are satisfied internally, such as social, esteem, and self-actualization needs.
    Nigher-Order Needs
  6. The assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform.
    Theory X
  7. The assumption that employees like work, are creative, seek responsibility, and can exercise self-direction.
    Theory Y
  8. A theory that relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction. Also called motivation-hygiene theory.
    Two-Factor Theory
  9. Factors - such as company policy and administration, supervision, and salary - that, when adequate in ajob, placate workers. When these factors are adequate, people will not be dissatisfied.
    Hygiene Factors
  10. A theory that states achievement, power, and affiliation are three important needs that help explain motivation.
    McClelland's Theory of Needs
  11. The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed.
    Need for Achievement (nAch)
  12. The need to make others behave in away in which they would not have behaved otherwise.
    Need for Power (nPow)
  13. The desire for friendly and close interpersonal relationships.
    Need for Affiliation (nAff)
  14. A theory of motivation that is concerned with the beneficial effect of intrinsic motivation and the harmful effects of extrinsic motivation.
    Self-Determination Theory
  15. A version of self-determination theory which holds that allocating extrinsic rewards for behaviour that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling.
    Cognitive Evaluation Theory
  16. The degree to which peoples' reasons for pursuing goals are consistent with their interests and core values.
  17. The investment an employee's physical, cognitive, and emotional energies into job performance.
    Job Engagement
  18. A theory that says that specific and difficult goals, with feedback, lead to higher performance.
    Goal-Setting Theory
  19. A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress.
    Management by Objectives (MBO)
  20. An individual's belief that he or she is capable of performing a task.
  21. A theory that says that behaviour is a function of its consequences.
    Reinforcement Theory
  22. A theory that argues that behaviour follows stimuli in a relatively unthinking manner.
  23. The view that we can learn through both observation and direct experience.
    Social-Learning Theory
  24. A theory that says that individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities.
    Equity Theory
  25. Perceived fairness of the amount and allocation of rewards among individuals.
    Distributive Justice
  26. An overall perception of what is fair in the workplace, composed of distributive, procedural, and interactional justice.
    Organizational Justice
  27. The perceived fairness of the process used to determine the distribution of rewards.
    Procedural Justice
  28. The perceived degree to which an individual is treated with dignity, concern, and respect.
    Interactional Justice
  29. A theory that says that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual.
    Expectancy Theory