JDJ-OB-Chap6 Word Scramble

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Question	Answer
Motivation p. 179	Motivation is defined as a set of energetic forces that originates both within and outside an employee, initiates work related effort and determines it's direction intensity and persistence
Engagement p. 180	You can think of engagement as a contemporary synonym, more or less, for high levels of intensity and persistence in work effort
Expectancy theory p. 181	Describes the cognitive process that employees go through to make choices among different voluntary responses
Expectancy p. 181	Represents the belief that exerting a high level of effort will result in the successful performance of some task
Self- efficacy p. 181	defined as the belief that a person has the capabilities needed to execute the behaviors required for
Past accomplishments p. 181	The degree to which they have succeeded or failed in similar sorts of tasks in the past
Vicarious experiences p. 181	Their observations and discussions with others who have performed such tasks
Verbal persuasion p. 181	The idea that other people can persuade you to get the job done
Emotional cues p. 182	feelings of fear or anxiety can create doubts about task accomplishment
Instrumentality p. 182	Represents the belief that successful performance will result in some outcomes.
Valence p. 183	reflects the anticipated value of the outcomes associated with performance (How much someone would prefer something)
Needs p. 184	Needs can be defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.
Extrinsic motivation p. 184	Rewards like money and grades
Intrinsic motivation p. 184	Educational value received, happy with just completing the task itself
Meaning of money p. 187	the degree to which they view money as having symbolic, not just economic value
Goal setting theory p. 187	Views goals as the primary drivers of the intensity and persistence of effort
Specific and difficult goals p. 187	If you assign employees hard goals this will result in higher levels of performance than assigning easy goals
Self- set goals p. 189	internalized goals that people use to monitor their own task progress
Task strategies p. 189	learning plans and problem solving approaches used to achieve successful performance
Feedback p. 190	updates on an employees performance
Task complexity p. 190	how complicated the task is and how much it changes
Goal commitment p. 191	defined as the degree to which a person accepts a goal and is determined to try to reach it
S. M. A. R. T. goals p. 192	Specific Measurable Achievable Results-based Time-sensitive
Equity theory p. 193	motivation doesn't just depend on your own beliefs and circumstances but also on what happens to OTHER PEOPLE (I base how happy I am on how much other people make and get)
Comparison other p. 194	some person who seems to provide an intuitive frame of reference for judging equity
Equity distress p. 194	an internal tension when you find out someone else makes more than you or has better rewards than you do
Cognitive distortion p. 195	a solution to equity distress that happens completely mentally without altering your behavior in any way
Internal comparisons p. 195	Comparisons made in the same company
External comparisons p. 195	Comparisons made to a different company
Psychological empowerment p. 198	an energy rooted in the belief that work tasks contribute to some larger purpose
Meaningfulness p. 198	the value of a work goal or purpose relative to a person's own ideals and passions
Self- determination p. 199	reflects a sense of choice in the initiation and continuation of work tasks
Competence p. 199	a person's belief in his or her capability to perform work tasks successfully
Impact p. 199	the sense that a person's actions make a difference
6.1 What is motivation?	6.1 Motivation is defined as a set of energetic forces that originates both within and outside an employee, initiates work- related effort, and determines its direction, intensity, and persistence.
6.2 What three beliefs help determine work effort, according to expectancy theory?	6.2 According to expectancy theory, effort is directed toward behaviors when effort is believed to result in performance ( expectancy), performance is believed to result in outcomes ( instrumentality), and those outcomes are anticipated to be valuable
6.3 What two qualities make goals strong predictors of task performance according to goal setting theory?	According to goal setting theory, goals become strong drivers of motivation and performance when they are hard and specific. Specific and hard goals affect performance by increasing self- set goals and task strategies.
6.4 What does it mean to be equitably treated according to equity theory?	According to equity theory, rewards are equitable when a person’s ratio of outcomes to inputs matches those of some relevant comparison other. A sense of inequity triggers equity distress.
6.5 What is psychological empowerment and what four beliefs determine empowerment levels?	Psychological empowerment reflects an energy rooted in the belief that tasks are contributing to some larger purpose.
6.6 How does motivation affect job performance and organizational commitment?	Motivation has a strong + relationship with job performance and a moderate + relationship with organizational commitment. Of all the energetic forces subsumed by motivation, self- efficacy/competence has the strongest relationship with performance
6.7 What steps can organizations take to increase employee motivation?	Organizations use compensation to increase motivation. Those practices may include individual-focused elements (piece- rate, merit pay, lump- sum bonuses), unit- focused elements (gainsharing), or organization- focused elements (profit sharing).

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