work psychology

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Author:
Elli
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308975
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work psychology
Updated:
2015-10-04 12:59:49
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work psy
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Chapter 7 Motivation in Organizations
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  1. motivation
    The set of processes that arouse, direct, and maintain human behavior toward attaining some goal.
  2. motivational fit approach
    The framework stipulating that motivation is enhanced by a good fit between the traits and skills of individuals and the requirements of the jobs they perform in their organizations.
  3. goal setting
    The process of determining specific levels of performance for workers to attain and then striving to attain them.
  4. goal setting
    The process of determining specific levels of performance for workers to attain and then striving to attain them.
  5. goal-setting theory
    A popular theory specifying that people are motivated to attain goals because doing so makes them feel successful.
  6. self-efficacy
    One's belief about having the capacity to perform a task.
  7. goal commitment
    The degree to which people accept and strive to attain goals.
  8. stretch goals
    Goals that are so difficult that they challenge people to rethink the way they work.
  9. vertical stretch goals
    Stretch goals that challenge people to achieve higher levels of success in current activities
  10. horizontal stretch goals
    Stretch goals that challenge people to perform tasks that they have never done.
  11. equity theory
    The theory stating that people strive to maintain ratios of their own outcomes (rewards) to their own inputs (contributions) that are equal to the outcome/input ratios of others with whom they compare themselves.
  12. outcomes
    The rewards employees receive from their jobs, such as salary and recognition.
  13. inputs
    People's contributions to their jobs, such as their experience, qualifications, or the amount of time worked.
  14. overpayment inequity
    The condition, resulting in feelings of guilt, in which the ratio of one’s outcomes to inputs is more than the corresponding ratio of another person with whom that person compares himself or herself.
  15. underpayment inequity
    The condition, resulting in feelings of anger, in which the ratio of one's outcomes to inputs is less than the corresponding ratio of another person with whom one compares himself or herself.
  16. equitable payment
    The state in which one person's outcome to input ratios is equivalent to that of another person with whom this individual compares himself or herself.
  17. strike
    The practice in which workers engage in a systematic stoppage of work designed as protest against one or more organizations believed to have treated them unfavourably.
  18. transparency
    The practice of making information about pay available openly instead of keeping it secret.
  19. expectancy theory
    The theory that asserts that motivation is based on people's beliefs about the probability that  effort will lead to performance (expectancy), multiplied by the probability that performance will lead to reward (instrumentality), multiplied by the perceived value of the reward (valence).
  20. expectancy
    The belief that one's efforts will positively influence one's performance.
  21. instrumentality
    An individual’s beliefs regarding the likelihood of being rewarded in accord with his or her own level of performance.
  22. valence
    The value a person places on the rewards he or she expects to receive from an organization.
  23. needs
    Forces that motivate people to satisfy states that they inherently require for biological and/or social reasons.
  24. cafeteria-style benefit plans
    Incentive systems in which employees have an opportunity to select the fringe benefits they want from a menu of available alternatives.
  25. pay-for-performance
    A payment system in which employees are paid differentially, based on the quantity, and quality of their performance. Pay-for-performance plans strength en instrumentality beliefs.
  26. incentive stock option (lSO) plans
    Corporate programs in which a company grants an employee the opportunity to purchase its stock at some future time at a specified price.

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