MANA 3335 Chapter 13: Motivation
Motivation
the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal
Needs
the physical or psychological requirements that must be met to ensure survival and well-being
Extrinsic rewards
a reward that is tangible, visible to others, and given to employees contingent on the performance of specific tasks or behaviors
Intrinsic rewards
a natural reward associated with performing a task or activity for its own sake
Equity theory
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, an 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 than your referent is getting
Overreward
a form of inequity in which you are getting more outcomes relative to inputs than 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
the theory 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 desirability of a reward or outcome
Expectancy
the perceived relationship between effort and performance
Instrumentality
the perceived relationship between performance and rewards
Reinforcement theory
the theory that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequences, or not followed by positive consequences, will occur 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 weakening the behavior
Continous reinforcement schedule
a schedule that requires a consequence to be administered following every instance of a behavior
Intermittent reinforcement schedule
a schedule in which 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
an 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
the theory 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 specifity
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 accpetance
the extent to which people consciously understand and agree to goals
Performance feedback
information about the quality or quantity of past performance that indicated whether progress is being made toward the accomplishment of a goal