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management ch.13
exam 4
| Question | Answer |
|---|---|
| Motivation | the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal Needs |
| Needs | the physical or psychological requirements that must be met to ensure survival and well-being |
| Extrinsic reward | a reward that is tangible, visible to others, and given to employees contingent on the performance or specific tasks or behaviors |
| Intrinsic reward | a natural reward associated with performing a task or activity for its own sake |
| Equity theory | a theory that states that people will be motivated when they perceive that they are being treated fairly |
| Inputs | in equity theory, the contributions employees make to the organization |
| Outcomes | in equity theory, the rewards employees receive for their contributions to the organization |
| Referents | in equity theory, others with whom people compare themselves to determine if they have been treated fairly |
| Outcome/input (O/I) ratio | in equity theory , and employee's perception of how the rewards received from an organization compare with the employee's contributions to that organization |
| Underreward | a form of inequity in which you are getting fewer outcomes relative to inputs that your referent is getting |
| Overreward | a form of inequity in whihc you are getting more outcomes relative to inputs that your referent |
| Distributive justice | the perceived degree to which outcomes and rewards are fairly distributed or allocated |
| Procedural justice | the perceived fairness of the process used to make reward allocation decisions |
| expectancy theory | a theory that states that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards |
| valence | the attractiveness or desirablility of a reward or outcome |
| expectancy | the perceived relationship between effort and performance |
| Instrumentality | the perceived relationship between performance and rewards |
| Reinforcement theory | a theory that states that behavior is a function of its consequ., that behaviors followed by positive consequ. will occure more frequently, and that behaviors followed by negative conseque., or not followed by positive consequ, will occure less frequently |
| Reinforcement | the process of changing behavior by changing the consequences that follow behavior |
| Reinforcement contingencies | cause-and-effect relationships between the performance of specific behaviors and specific consequences |
| Schedule of reinforcement | rules that specify which behaviors will be reinforced, which consequences will follow those behaviors, and the schedule by which those consequences will be delivered |
| Positive reinforcement | reinforcement that strengthens behavior by following behaviors with desirable consequences |
| negative reinforcement | reinforcement that strengthens behavior by withholding an unpleasant consequence when employees perform a specific behavior |
| Punishment | reinforcement that weakens behavior by following behaviors with undesirable consequences |
| Extinction | reinforcement in which a positive consequence is no longer allowed to follow a previously reinforced behavior, thus weaking the behavior |
| Continuous reinforcement schedule | a schedule that requires a consequence to be administered following every instance of a behavior |
| Intermittent reinforcement schedule | a schedule in whihc consequences are delivered after a specified or average time has elapsed or after a specified or average number of behaviors has occurred |
| Fixed interval reinforcement schedule | in intermittent schedule in which consequences follow a behavior only after a fixed time has elapsed |
| Variable interval reinforcement schedule | an intermittent schedule in which the time between a behavior and the following consequences varies around a specified average |
| Fixed ratio reinforcement schedule | an intermittent schedule in which consequences are delivered following a specific number of behaviors |
| Variable ratio reinforcement schedule | an intermittent schedule in which consequences are delivered following a different number of behaviors, sometimes more and sometimes less, that vary around a specified average number of behaviors |
| Goal | a target, objective, or result that someone tries to accomplish |
| Goal-setting theory | a theory that states that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement |
| Goal specificity | the extent to which goals are detailed, exact,and unambiguous |
| Goal difficulty | the extent to which a goal is hard or challenging to accomplish |
| Goal acceptance | the extent to which people consciously understand and agree to goals |
| Performance feedback | information about the quality or quantity of past performace that indicates whether progress is being made toward the accomplishment of a goal |
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ca1271