Card Set Information
Ch. 6 vocab
a set of energetic forces that originates both within an outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence.
A term commonly used in the contemporary workplace to summarize motivation levels.
describes the cognitive process that employees go through to make choices among different voluntary responses.
represents the belief that exerting a high level of effort will result in the successful performance of some task.
as the belief that a person has the capabilities needed to execute the behaviors required for task success.
the degree to which they have succeeded or failed in similar sorts of task in the past.
observations and discussion with others who
performed such tasks
pep talks that lead employees to believe that they can "get the job done"
positive or negative feelings that can help or hinder task accomplishment.
represents the belief that successful performance will result in some outcomes.
reflects the anticipated value of the outcomes associated with performance.
defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.
motivation that is controlled by some contingency that depends on task performance.
motivation that is felt when task performance serves as its own reward.
Meaning of money
the idea that money can have symbolic value in addition to economic value.
Goal setting theory
views goals as the primary drivers of the intensity and persistence of effort.
Specific and difficult goals
Goals that stretch an employee to perform at his or her maximum level while still staying within the boundaries of his or her ability
the internalized goals that people use to monitor their own task progress.
Defined as learning plans and problem-solving approaches used to achieve successful performance.
Which consists of updates on employee progress toward goal attainment.
reflects how complicated the information and action involved in a task are, as well as how much the task changes.
the degree to which a person accepts a goal and is determined to try to reach it.
Specific, Measurable, Achievable, Results-based, and Time-sensitive.
acknowledges that motivation doesn't just depend o your own beliefs and circumstances but also on what happens to other people.
some person who seems to provide an intuitive frame of reference for judging equity.
an internal tension that can only be alleviated by restoring balance to the ratios.
a reevaluation of the inputs an employee brings to a job, often occurring in response to equity distress.
refer to someone in the same company
they refer to someone in a different company,
reflects an energy rooted in the belief that work task contribute to some larger purpose.
Captures the value of a work goal or purpose, relative to a person's own ideals and passions
reflects a sense of choice in the initiation and continuation of work tasks.
captures a person's belief in his or her capability to perform work tasks successfully
reflects the sense that a person's actions make a difference, that progress is being made toward fulfilling some important purpose.