Ob 1.txt

    • author "me"
    • tags "Ob1"
    • description "Ob1"
    • fileName "Ob 1"
    • freezingBlueDBID -1.0
    • Motivation
    • Forces within that effect effort, time, and goal
  1. Emotional engagement
    Emotional and cognitive motivations leading to involvement, commitment, satisfaction with, absorption in work
  2. Self efficacy
    Belief you have the ability, role clarity, and resources to succeed
  3. Percent of highly engaged us employees? High or low globally?
    30 percent. That's above global average
  4. Drives
    Primary needs hardwired brain characteristics that balance our defficiencies
  5. Drive functions
    Control decision and behavior, social interaction, competence, status, Situational awareness, and defense
  6. Needs
    Goal directed forces
  7. Maslows self actualization
    People are naturally motivated to reach potential Org and society needs
  8. Society reinforces
    Need strength
  9. nAch
    Need for acheivement
  10. nAff
    Need for affiliation
  11. nPow
    Need for power
  12. Can needs be learned?
  13. Four drive theory
    Determines how we unconsciously tag incoming info with emotions that reinforce Acquire, bond, comprehend, defend
  14. Expectancy theory
    Motivated to achieve goal with highest value directing work efforts towards beat value
  15. E to P
    Effort to performance expectancy (exp theory)
  16. P to O
    Performance to outcome expectancy (expectancy theory)
  17. Outcome valence
    Anticipated satisfaction or dissatisfaction (expectancy theory)
  18. Raises employees ability to succeed through self fulfilling prophecy
    E to P
  19. Raises employees production by rewarding hard work appropriately
    P to O
  20. Behaviorism
    Good theory should rely exclusively on behaviour and environmental events and ignore nonobservable factors
  21. Valence
    Effeciency of behavior enhancing techniques
  22. Countervalence
    Reward that has negative effect on recipient
  23. Social cognitive theory
    Some learning and motivation occurs by observing and modeling other people and anticipating consequences of our behavior
  24. Consequences can be
    Learned as well as experienced (social cognitive theory)
  25. Behavioral modeling
    Learning by imitating and practicing the behavior of others, success builds self confidence (social cognitive theory)
  26. Self refulation
    People set their own goals and plans for achieving them
  27. Self reinforce
    Rewarding or punishing good or bad behavior respectively
  28. Distributive justice
    Perceived fairness of outcomes we receive Compared to our Contributions and those of others
  29. Equality principle
    Everyone should receive the same outcome
  30. Equity theory
    Determine feelings of equity based on others
  31. Inequity tension
    Over or under rewarded causes negative changes in beta I or to compensate
  32. Equity theory doesn't work unless
    You know your employees well enough to tailor it to them
  33. Procedural justice
    Fairness of process used to decide resource distribution
  34. How to raise procedural justice
    Give employees voice in resource distribution
  35. Feedback should be
    Specific and relevant, credible, and sufficiently frequent
  36. Strength based coaching
    Utilize strengths of employees I stead of correcting weaknesses
  37. SMARTER goal setting
    Specific, measurable, achievable, relevant, time-framed, exciting, reviewed. One of the most effective Ob principles.
  38. Feedback
    Social (people) and non social (numbers and metrics)
  39. Job design
    Assigning tasks and determining levels of independence
  40. Job specialization
    Separating big tasks into smaller ones, normally tedious and repetitive but effecient
  41. Scientific management
    High levels of job satisfaction
  42. Motivator-hygeine theory
    Satisfaction achieved by fulfilling growth and esteem needs dissatisfaction when poor conditions (hygeines)
  43. Job characteristics model
    Five dimensions that produce three effects associated with productivity and happiness
  44. Job characteristics model elements
    Skill variety, task identity, task significance, autonomy, feedback produce meaningfulness, responsibility, knowledge of results
Card Set
Ob 1.txt
ob 1