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14 Cards in this Set
- Front
- Back
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A coworker or idealized other person to which the individual compares himself or herself in determining perceived equity. |
Comparison other |
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ratio that results when employees compare their inputs and outcomes to those of others to determine if they are being treated equitably. |
Outcome/input ratio |
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mazlo proposed a universal set of needs, expressed as internal drives. He further proposed a hierarcal arrangement of these needs: |
One need set must be fulfilled before the next higher set is activated. Mazzlo's theory has been popular way to think about work motivation, even though there has been relatively little research supporting it. |
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2 principles from behaviors reinforcement theory ( Contingent reinforcement and differing schedules of renforcement) are often applied in the work context. Nevertheless, as a complete theory of work motivation, behaviorism falls short because it... |
Fails to acknowledge higher mental activities such as reasoning and judgment. |
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Motivational approach that assumes that individuals are intentional in their behavior. |
Person as intentional approach |
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Theory proposed by Loch and colleagues in which the general concept of a goal is adapted to work motivation. In this approach, a goal is seen as motivational force, and individuals who set specific, difficult goals perform better than individuals who simply adopt a do your best goal or no goal at all. |
Goal setting theory |
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Connection between knowledge of results and the intermediate States that occur between goal commitment and performance. |
Feedback loop |
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Theory based on the principle of a feedback loop that assumes that an individual compares a standard to actual outcome and adjust behavior to bring the outcome into agreement with the standard. |
Control Theory |
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process by which individuals take in information about behavior and make adjustments or changes based on that information. These changes, in turn, affect subsequent behavior. |
Self regulation |
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The belief in one's capability to perform a specific task or reach a specific goal. |
Self efficacy |
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The most representative of a person as intentional approach is... |
Goal setting theory, which has evolved into a mature and comprehensive approach to work motivation. The notion of a goal as a motivational force as well established. |
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Most studies indicate that specific, difficult goals lead to... |
Higher performance, assuming that the individual has accepted the goals. |
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Based on the principle of a feedback loop, which deals with a discrepancy between the set goal and the actual goal. Suggests that people are active self regulators who depend on feedback for adjusting to change in their environment. |
Control theory |
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Playing an increasingly important role in most modern theories of work motivation, can be developed through mastery experiences, modeling, social persuasion, or physiological States. |
Self efficacy |
