Term
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Definition
| the psychological processes that arouse and direct goal-directed behavior |
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Term
Extrinsic Rewards
Intrinsic |
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Definition
Extrinsic rewards
payoff a person receives from others for performing a particular task
Intrinsic rewards
satisfaction a person receives from performing the particular task itself |
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Term
| Why Is Motivation Important? |
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Definition
You want to motivate people to:
Join your organization
Stay with your organization
Show up for work at your organization
Perform better for your organization
Do extra for your organization |
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Term
Content Perspectives
Needs |
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Definition
Content perspectives
theories that emphasize the needs that motivate people
Needs
physiological or psychological deficiencies that arouse behavior |
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Term
| Maslow’s Hierarchy of Needs |
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Definition
Hierarchy of needs theory proposes that people are motivated by five levels of needs
Physiological
Safety
Belongingness
Esteem
Self-actualization |
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Term
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Definition
| assumes that three basic needs influence behavior-existence, relatedness, and growth |
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Term
| Three types of needs (ERG Theory) |
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Definition
Existence needs
desire for physiological and material well-being
Relatedness needs
desire to have meaningful relationships with people who are significant to us
Growth needs
desire to grow as human beings and to use our abilities to their fullest potential |
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Term
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Definition
| states that three needs-achievement, affiliation, and power-are major motives determining people’s behavior in the workplace |
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Term
| Three require needs (Acquired needs) |
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Definition
Need for achievement
desire to achieve excellence in challenging tasks
Need for affiliation
desire for friendly and warm relations with other people
Need for power
desire to be responsible for or control other people |
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Term
| Herzberg’s Two-Factor Theory |
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Definition
| proposed that work satisfaction and dissatisfaction arise from two different factors - work satisfaction from so-called motivating factors and work dissatisfaction from so-called hygiene factors |
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Term
Hygiene Factors
Motivating Factors (Two factor) |
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Definition
Hygiene factors
factors associated with job dissatisfaction which affect the job context in which people work
Motivating factors
factors associated with job satisfaction which affects the job content or the rewards of work performance |
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Term
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Definition
Equity theory
focuses on employee perceptions as to how fairly they think they are being treated compared to others
Inputs, outputs, comparison |
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Term
| Practical Lessons from Equity Theory |
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Definition
Employee perceptions are what count
Employee participation helps
Having an appeal process helps |
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Term
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Definition
Expectancy Theory
suggests that people are motivated by two things: (1) how much they want something and (2) how likely they think they are to get it |
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Term
Expectancy
Instrumentality
Valence |
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Definition
Expectancy
belief that a particular level of effort will lead to a particular level of performance
Instrumentality
expectation that successful performance of the task will lead to the desired outcome
Valence
the value a worker assigns to an outcome |
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Term
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Definition
Job design
division of an organization’s work among its employees and the application of motivational theories to jobs to increase satisfaction and performance
Job simplification, job enlargement, job enrichment |
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Term
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Definition
Skill variety
Task identity
Task significance
Autonomy
Feedback |
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Term
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Definition
Reinforcement theory
attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated |
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Term
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Definition
Positive reinforcement
use of positive consequences to encourage desirable behavior
Negative reinforcement
removal of unpleasant consequences following a desired behavior |
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Term
Extinction
Punishment (Reinforcement) |
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Definition
Extinction
withholding or withdrawal of positive rewards for desirable behavior, so that behavior is less likely to occur
Punishment
application of negative consequences to stop or change undesirable behavior |
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Term
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Definition
Positive reinforcement
Reward only desirable behavior
Give rewards as soon as possible
Be clear about what behavior is desired
Have different rewards and recognize individual differences |
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Term
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Definition
Employee engagement
heightened emotional connection that an employee feels for his organization, that influences him to exert greater discretionary effort in his work |
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Term
| Popular Incentive Compensative plans |
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Definition
Piece rate
employees paid according to how much output they produce
Sales commission
sales reps are paid a percentage of the earnings the company made from their sales
Bonuses
cash awards given to employees who achieve specific performance objectives
profit sharing - the distribution to employees of a percentage of the company’s profits
-gainsharing - the distribution of savings or gains to groups of employees who reduced costs and increased measurable productivity
-stock options - certain employees are given the right to buy stock at a future date for a discounted price
-pay for knowledge - employee pay is tied to the number of job relevant skills or academic degrees they earn |
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Term
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Definition
| two or more freely acting individuals who share collective norms, collective goals, and have a common identity |
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Term
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Definition
Team
small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable |
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Term
| Formal vs Informal groups |
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Definition
Formal group
established to do something productive for the organization
headed by a leader
Informal group
formed by people seeking friendship
has no officially appointed leader, although a leader may emerge |
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Term
| Work teams for four purposes |
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Definition
Advice teams
created to broaden the information base for managerial decisions
Committees, review panels
Production teams
responsible for performing day-to-day operations
Assembly teams, maintenance crews.
Project teams
work to do creative problem solving, often by applying the specialized knowledge of members of a cross-functional team
Task forces, research groups
Action teams
work to accomplish tasks that require people with specialized training and a high degree of coordination
Hospital surgery teams, airline cockpit crews, police SWAT teams |
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Term
| Stages of team development |
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Definition
Forming
Storming
Norming
Performing
Adjourning |
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Term
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Definition
Forming
process of getting oriented and getting acquainted
Leaders should allow time for people to become acquainted and socialize |
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Term
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Definition
Storming
characterized by the emergence of individual personalities and roles and conflicts within the group
Leaders should encourage members to suggest ideas, voice disagreements, and work through their conflicts about tasks and goals |
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Term
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Definition
Norming
conflicts are resolved, close relationships develop, and unity and harmony emerge
Group cohesiveness
Leaders should emphasize unity and help identify team goals and values |
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Term
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Definition
Performing
members concentrate on solving problems and completing the assigned tasks
Leaders should allow members the empowerment they need to work on tasks |
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Term
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Definition
Adjourning
members prepare for disbandment
Leaders can help ease the transition by rituals celebrating “the end” and “new beginnings” |
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Term
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Definition
Roles
a socially determined expectation of how an individual should behave in a specific position
Task roles, maintenance roles
Norms
general guidelines that most group or team members follow |
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Term
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Definition
Cohesiveness
tendency of a group or team to stick together
Groupthink
a cohesive group’s blind unwillingness to consider alternatives |
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Term
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Definition
Invulnerability, inherent morality, and stereotyping of opposition
Rationalization and self-censorship
Illusion of unanimity, peer pressure, and mindguards
Groupthink versus “the wisdom of the crowds” |
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Term
| Five conflict-handling styles |
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Definition
Avoiding - “Maybe the problem will go away”
Accommodating – “Let’s do it your way”
Forcing – “You have to do it my way”
Compromising – “Let’s split the difference”
Collaborating – “Let’s cooperate to reach a win-win solution that benefits both of us” |
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Term
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Definition
Devil’s advocacy
role-playing criticism to test whether a proposal is workable
Dialectic method
role-playing two sides of a proposal to test whether it is workable |
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Term
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Definition
Leadership
the ability to influence employees to voluntarily pursue organizational gains |
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Term
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Definition
Management is about coping with complexity
Leadership is about coping with change |
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Term
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Definition
Legitimate power
results from managers’ formal positions within the organization
Reward power
results from managers’ authority to reward their subordinates
Coercive power
results from managers’ authority to punish their subordinates
Expert power
results from one’s specialized information or expertise
Referent power
derived from one’s personal attraction |
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Term
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Definition
Trait
Behavior
Contingency
Full Range Approach |
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Term
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Definition
Trait approaches to leadership
attempt to identify distinctive characteristics that account for the effectiveness of leaders |
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Term
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Definition
Behavioral leadership
approaches attempt to determine the distinctive styles used by effective leaders |
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Term
| Michigan Leadership Model |
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Definition
Job-centered behavior
principal concerns were with achieving production efficiency, keeping costs down, and meeting schedules
Employee-centered behavior
managers paid more attention to employee satisfaction and making work groups cohesive |
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Term
| Ohio State Leadership Model |
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Definition
Initiating structure
behavior that organizes and defines what group members should be doing
Consideration
expresses concern for employees by establishing a warm, friendly, supportive climate |
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Term
| Contingency Leadership Model |
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Definition
Contingency leadership model
determines if a leader’s style is task oriented or relationship-oriented and if that style is effective for the situation at hand |
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Term
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Definition
Leader-member relations
reflects the extent to which the leader has the support of the work group
Task structure
extent to which tasks are routine and easily understood
Position power
refers to how much power a leader has to make work assignments |
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Term
| Path Goal Leadership Model |
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Definition
Path-Goal Leadership Model
holds that the effective leader makes available to followers desirable rewards in the workplace and increases their motivation by clarifying the paths, or behavior, that will help them achieve those goals and providing them with support |
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Term
| Situational Leadership Theory |
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Definition
Situational Leadership theory
leadership behavior reflects how leaders should adjust their leadership style according to the readiness of the followers |
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Term
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Definition
Transactional leadership
focuses on clarifying employees’ roles and task requirements and providing rewards and punishments contingent on performance |
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Term
| Transformational leadership |
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Definition
Transformational leadership
transforms employees to pursue organizational goals over self-interests
influenced by individual characteristics and organizational culture |
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Term
| Key Behaviors of Transformational Leaders |
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Definition
Inspirational motivation
Idealized influence
Individualized consideration
Intellectual stimulation |
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Term
| Implications of Transformational Leadership |
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Definition
It can improve results for both individuals and groups
It can be used to train employees at any level
It can be used by both ethical & unethical leaders |
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Term
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Definition
Communication
the transfer of information and understanding from one person to another
81% of a manager’s time in a typical workday is spent communicating |
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Term
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Definition
Formal communication channels
follow the chain of command and are recognized as official
Vertical, horizontal, external |
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Term
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Definition
Grapevine
unofficial communication system of the informal organization
Management by wandering around
term used to describe a manager’s literally wandering around his organization and talking with people across all lines of authority |
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Term
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Definition
Controlling
defined as monitoring performance, comparing it with goals, and taking corrective action as needed |
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Term
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Definition
Establish Standards
Measure Performance
Compare performance to standards
Take corrective action if necessary |
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Term
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Definition
1. Financial Perspectives- How do we look to shareholders.
2.Customer Perspective- How do customers see us?
3.Internal business perspective- What must we excel at?
4. Innovation and Learning Perspective- Can we continue to improve and create value. |
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Term
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Definition
Total Quality Management (TQM)
a comprehensive approach-led by top management and supported throughout the organization-dedicated to continuous quality improvement, training, and customer satisfaction |
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