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Chapter 2
Motivation and Engagement
| Term | Definition |
|---|---|
| Motivation | the level of energy that an employee brings to their job |
| Intrinsic Motivation | Ethusiasm that comes from performing one's job |
| Outcome | What an individual obtains from their work both material and immaterial |
| Extrinsic Motivation | the enthusiasm that comes from the outcome of performing one's job |
| Social Motivation | the enthusiasm that comes from helping others |
| Engagement | the emotional commitment an employee has to their organization and goals |
| Expectancy Theory | The theory that people are motivated by their expectation of success |
| Expectancy | a person's perception about the extent to which effort results in a certain level of performance |
| Instrumentality | A person's perception about the extent to which performance at a certain level results in the attainment of outcomes |
| Valance | A person's perception about how desirable the outcomes available from a job is to an employee |
| Need Theory | theory that people are motivated to obtain outcomes at work that satisfy their needs for survival and well-being |
| Equity Theory | people are motivated by the fairness of their work inputs and outputs relative to the perceived inputs and outcomes of other employees |
| Equity | The condition that exists when an employee's input/output ration is perceived to be fair relative to other employees |
| Inequity | The condition that exists when an employee's input/output ratio is not perceived to be fair relative to other employees |
| Distributive Justice | a person's perception of the fairness of the distribution of outcomes in an organization |
| Procedural Justice | a person's perception of the fairness of the procedures that are used to determine how to distribute outcomes in an organization |
| Interpersonal Justice | a person's perception of the fairness of the interpersonal treatment he or she receives from whoever distributes outcomes to them |
| Informational Justice | a person's perception of the extent to which his or her manager provides explanation for decisions and the procedures used to arrive at them |
| Goal-setting theory | a theory of motivation based on the assumption that people are motivated by contributing inputs that achieve organizational goals |
| Learning Theory | thoery of motivation based on the assumption that people are motivated by the outcomes they receive for performing desired behaviors and attaining desired goals |
| Learning | the change in an employee's knowledge, skill, ability, or behavior that results from instruction, experience, or practice |
| Operant Conditioning Theory | theory that people learn to perform behaviors that lead to desired consequences and learn not 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 a undesired or negative consequence when dysfunctional behavior occurs |
| Organizational behavior modifcation OBMOD | the systematic application of operant conditioning techniques to promote the performance of organizationally functional behaviors and discourage the performance of dysfunctional behaviors |
| Social Learning Theory | theory that takes into account how learning and motivation are influenced by people's thoughts and beliefs and their observations of other people's behavior |
| Vicarious Learning | learning that occurs when a person is motivated an dpositively reinforced to perform a behavior by watching another person model the behavior |
| Self-reinforcement | any desired or attractive outcome or reward that a person gives to themselves for good performance |
| self-efficacy | a person's belief about his or her ability to perform a behavior successfully |
| merit pay plan | compensation plan that bases pay on performance |
| employee stock option | a financial instrument that entitles the bearer to buy shares of an organization's stock at a certain price during a certain period or under certain conditions |
Created by:
aferrari11
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