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Definition
| accounts for the level, direction, and persistence of effort expended at work |
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| unfulfilled physiological or psychological desires of an individual |
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| physiological, safety and social needs in Maslow's hierarchy |
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Definition
| esteem and self-actualization needs in Maslow's hierarchy |
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Definition
| found in job content, such as a sense of achievement, recognition, responsibility, advancement, or personal growth |
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| found in job context, such as working conditions, interpersonal relations, organizational policies, and salary |
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| what people do in terms of job tasks |
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| the work setting in which they do job tasks |
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| the desire to do something better, to solve problems, or to master complex tasks |
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| the desire to control, influence, or be responsible for other people |
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Term
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Definition
| developed by David McClelland, this theory is based on individual needs |
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Definition
| the desire to establish and maintain good relations with people |
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Term
| Equity theory of motivation |
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Definition
| J. Stacey Adams' theory that perceived inequity is a motivating state |
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Definition
| Victor Vroom's theory that suggests people will do what they can when they want to do it |
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Definition
| a person's belief that working hard will result in high task performance (performance expectancy) |
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| a person's belief that various outcomes will occur as a result of task performance (performance-outcome expectancy) |
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| the value of a person assigns to work related outcomes |
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| performance targets for individuals or groups |
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| states that behavior is followed by pleasant consequences is likely to be repeated; behavior followed by unpleasant consequences is not |
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| the control of behavior by manipulating its consequences |
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| strengthens a behavior by making a desirable consequence contingent on its occurrence |
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| strengthens a behavior by making the avoidance of an undesirable consequence contingent on its occurrence |
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| discourages a behavior by making an unpleasant consequence contingent on its occurrence |
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Definition
| discourages a behavior by making the removal of a desirable consequence contingent on its occurrence |
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Term
| law of contingent reinforcement |
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Definition
| for a reward to have maximum reinforcing value, it must be delivered only if the desirable behavior is exhibited |
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Term
| law of immediate reinforcement |
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Definition
| the more immediate the delivery of a reward after the occurrence of a desirable behavior, the greater the reinforcing value of the reward |
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Term
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Definition
| is positive reinforcement of successive approximations to the desired behavior |
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Term
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Definition
| the allocation of specific work tasks to individuals and groups |
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Definition
| the quantity and quality of task accomplishment of an individual or group |
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Definition
| the degree to which an individual feels positively or negatively about a job |
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Term
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Definition
| employs people in clearly defined and very specialized tasks |
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Term
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Definition
| the total mechanization of a job |
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Definition
| increases task variety by periodically shifting workers between jobs involving different tasks |
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Term
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Definition
| increases task variety combining two or more tasks previously assigned to separate workers |
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Term
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Definition
| increases job depth by adding work planning and evaluating duties normally performed by the supervisor |
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Term
| law of contingent reinforcement |
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Definition
| for a reward to have maximum reinforcing value, it must be delivered only if the desirable behavior is exhibited |
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Term
| law of immediate reinforcement |
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Definition
| the more immediate the delivery of a reward after the occurrence of a desirable behavior, the greater the reinforcing value of the reward |
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Term
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Definition
| is positive reinforcement of successive approximations to the desired behavior |
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Term
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Definition
| the allocation of specific work tasks to individuals and groups |
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Term
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Definition
| the quantity and quality of task accomplishment of an individual or group |
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Term
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Definition
| the degree to which an individual feels positively or negatively about a job |
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Term
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Definition
| employs people in clearly defined and very specialized tasks |
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Term
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Definition
| the total mechanization of a job |
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Term
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Definition
| increases task variety by periodically shifting workers between jobs involving different tasks |
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Term
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Definition
| increases task variety combining two or more tasks previously assigned to separate workers |
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Term
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Definition
| increases job depth by adding work planning and evaluating duties normally performed by the supervisor |
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Term
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Definition
| the degree to which a job requires a variety of different activites to carry out the work and involves the use of a number of different skills and talents |
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| the degree to which the job requires completion of a "whole" and identifiable piece of work |
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| the degree to which the job has a substantial impact on the lives or work of other people elsewhere in the organization |
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Definition
| the degree to which the job gives the individual substantial freedom, independence, and discretion in scheduling the work |
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Term
| feedback from the job itself |
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Definition
| the degree to which carrying out the work and activities required by the job results in the individual obtaining direct and clear information on the results of their performance |
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Term
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Definition
| allows a full-time 40-hour-per-week job to be completed in less than five days |
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Term
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Definition
| give employees some choice in the pattern of daily work hours |
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Definition
| splits one job between two people |
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| involves working at home or other places using computer links to the office |
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Definition
| engages outsiders to complete special tasks or projects |
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Term
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Definition
| employed on a part-time basis to supplement a permanent workforce |
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