Chapter 7
Quiz yourself by thinking what should be in
each of the black spaces below before clicking
on it to display the answer.
Help!
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| show | A model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships.
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| Two primary components involved in the employee-employer exchange? | show 🗑
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| show | Education/Training, Skills, Creativity, Seniority, Age, Personality Traits, Effort Expended, and Personal Appearance
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| show | Bonuses, Medical Benefits, Challenging Assigments, Job Security, Promotions, Status Symbols, Recognition, Participation in Important Decisions
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| show | comparing ratios of outcomes to inputs
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| show | Comparison person enjoys greater outcomes for similar inputs
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| Positive Inequity | show 🗑
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| Adam's Equity Theory | show 🗑
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| Equity Sensitivity | show 🗑
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| show | People who have a higher tolerance for negative inequity
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| show | Described as individuals who adhere to a strict norm of reciprocity and are quickly motivated to resolve both negative and positive inequity
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| show | No tolerance for negative inequity
Want a greater ratio than those compared too
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| Equity Theory's Six Important Implications | show 🗑
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| Reducing Inequity | show 🗑
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| show | Reflect the perceived fairness of how resources and rewards are distributed or allocated
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| Procedural Justice | show 🗑
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| show | Relates to the "quality of the interpersonal treatment people receive when procedures are implemented"
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| Expectancy Theory | show 🗑
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| What can expectancy theory be used for? | show 🗑
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| show | Effort ---- Performance ---- Outcomes
3 Key Comcepts:
1. Expectancy
2. Instrumentality
3. Performance
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| show | Represents an individual's belief that a particular degree of effort will be followed by a particular level of performance
Factors:
- Self-esteem, Self-efficacy, Previous success at the task, help received from others, info necessary to complete task
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| show | Performance -- to -- outcome perception
Belief that a particular outcome in contingent on accomplishing a specific level of performance
Passing a test --- graduation
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| Valence | show 🗑
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| 3 Balances between monetary and nonmonetary rewards | show 🗑
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| show | What an individual is trying to accomplish; it is the object or aim of an action
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| show | Management system that incorporates participation in decision making, goal setting, and objective feedback.
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| Goals Direct Attention | show 🗑
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| show | - Goal direct attention
- Goals regulate effort
- Goals Increase Persistence
- Goals foster the development and application of task strategies and action plans
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| Insights from goal-setting | show 🗑
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| show | Pertains to the quantifiability of a goal.
- Sell nine cars this month instead of "do your best"
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| show | Outline the activities or task that need to be accomplished in order to obtain a goal
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| Goal Commitment | show 🗑
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| show | 1. Set Goal
2. Promote Goal Commitment
3. Provide Support and Feedback
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| show | Specific
Measurable
Attainable
Results Oriented
Time bound
PLUS:
- training for problem-solving and developing action plan
- change goals according to person
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Review the information in the table. When you are ready to quiz yourself you can hide individual columns or the entire table. Then you can click on the empty cells to reveal the answer. Try to recall what will be displayed before clicking the empty cell.
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You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
To hide a column, click on the column name.
To hide the entire table, click on the "Hide All" button.
You may also shuffle the rows of the table by clicking on the "Shuffle" button.
Or sort by any of the columns using the down arrow next to any column heading.
If you know all the data on any row, you can temporarily remove it by tapping the trash can to the right of the row.
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