Ch. 6

  1. Motivation
    a set of energetic forces that originates both within an outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence.
  2. Engagement
    A term commonly used in the contemporary workplace to summarize motivation levels.
  3. Expectancy theory
    describes the cognitive process that employees go through to make choices among different voluntary responses.
  4. Expectancy
    represents the belief that exerting a high level of effort will result in the successful performance of some task.
  5. Self-efficacy
    as the belief that a person has the capabilities needed to execute the behaviors required for task success.
  6. Past accomplishments
    the degree to which they have succeeded or failed in similar sorts of task in the past.
  7. Vicarious experiences 
    observations and discussion with others who have performed such tasks
  8. Verbal persuasion
    pep talks that lead employees to believe that they can "get the job done"
  9. Emotional cues
    positive or negative feelings that can help or hinder task accomplishment.
  10. Instrumentality
    represents the belief that successful performance will result in some outcomes.
  11. Valence
    reflects the anticipated value of the outcomes associated with performance.
  12. Needs
    defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences.
  13. Extrinsic motivation
    motivation that is controlled by some contingency that depends on task performance.
  14. Intrinsic motivation
    motivation that is felt when task performance serves as its own reward.
  15. Meaning of money
    the idea that money can have symbolic value in addition to economic value.
  16. Goal setting theory
    views goals as the primary drivers of the intensity and persistence of effort.
  17. Specific and difficult goals
    Goals that stretch an employee to perform at his or her maximum level while still staying within the boundaries of his or her ability
  18. Self-set goals
    the internalized goals that people use to monitor their own task progress.
  19. Task strategies
    Defined as learning plans and problem-solving approaches used to achieve successful performance.
  20. Feedback
    Which consists of updates on employee progress toward goal attainment.
  21. Task complexity
    reflects how complicated the information and action involved in a task are, as well as how much the task changes.
  22. Goal commitment
    the degree to which a person accepts a goal and is determined to try to reach it.
  23. S.M.A.R.T. Goals
    Specific, Measurable, Achievable, Results-based, and Time-sensitive.
  24. Equity theory
    acknowledges that motivation doesn't just depend o your own beliefs and circumstances but also on what happens to other people.
  25. Comparison other
    some person who seems to provide an intuitive frame of reference for judging equity.
  26. Equity distress
    an internal tension that can only be alleviated by restoring balance to the ratios.
  27. Cognitive distorition
    a reevaluation of the inputs an employee brings to a job, often occurring in response to equity distress.
  28. Internal comarisons
    refer to someone in the same company
  29. External comparisions
    they refer to someone in a different company,
  30. Psychological empowerment
    reflects an energy rooted in the belief that work task contribute to some larger purpose.
  31. Meaningfulness
    Captures the value of a work goal or purpose, relative to a person's own ideals and passions
  32. Self-determination
    reflects a sense of choice in the initiation and continuation of work tasks.
  33. Competence
    captures a person's belief in his or her capability to perform work tasks successfully
  34. Impact
    reflects the sense that a person's actions make a difference, that progress is being made toward fulfilling some important purpose.
Card Set
Ch. 6
Ch. 6 vocab