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OB CH 6

TermDefinition
motivation A set of energetic forces that determine the direction, intensity, and persistence of an employee's work effort.
engagement A term commonly used in the contemporary workplace to summarize motivation levels.
expectancy theory A theory that describes the cognitive process employees go through to make choices among different voluntary responses.
Expectancy The belief that exerting a high level of effort will result in successful performance on some task.
self-efficacy The belief that a person has the capabilities needed to perform the behaviors required on some task.
past accomplishments The level of success or failure with similar job tasks in the past.
vicarious experiences Observations of and discussions with others who have performed some work task.
verbal persuasion Pep talks that lead employees to believe that they can "get the job done."
emotional cues Positive or negative feelings that can help or hinder task accomplishment.
instrumentality The belief that successful performance will result in the attainment of some outcomes.
valence The anticipated value of the outcomes associated with successful performance.
needs Groupings or clusters of outcomes viewed as having critical psychological or physiological consequences.
extrinsic motivation Desire to put forth work effort due to some contingency that depends on task performance.
intrinsic motivation Desire to put forth work effort due to the sense that task performance serves as its own reward.
meaning of money The idea that money can have symbolic value (e.g, achievement, respect, freedom) in addition to economic value.
goal setting theory A theory that views goals as the primary drivers of the intensity and persistence of effort.
specific and difficult goals Goals that stretch employees to perform at their maximum level while still staying within the boundaries of their ability.
self-set goals The internalized goals that people use to monitor their own progress.
task strategies Learning plans and problem-solving approaches used to achieve successful performance.
feedback In job characteristics theory, it refers to the degree to which the job itself provides information about how well the job holder is doing. In goal setting theory, it refers to progress updates on work goals.
task complexity The degree to which the information and actions needed to complete a task are complicated.
goal commitment The degree to which a person accepts a goal and is determined to reach it.
S.M.A.R.T. goals Acronym that stands for Specific, Measurable, Achievable, Results-Based, Time-Sensitive goals.
equity theory A theory that suggests that employees create a mental ledger of the outcomes they receive for their job inputs, relative to some comparison other.
comparison other Another person who provides a frame of reference for judging equity.
equity distress An internal tension that results from being overrewarded or under rewarded relative to some comparison other.
cognitive distortion A reevaluation of the inputs an employee brings to a job, often occurring in response to equity distress.
internal comparisons Comparing oneself to someone in the same company.
external comparisons Comparing oneself to someone in a different company.
psychological empowerment An energy rooted in the belief that tasks are contributing to some larger purpose.
Meaningfulness Captures the value of a work goal or purpose, relative to a person's own ideals and passions.
self-determination A sense of choice in the initiation and continuation of work tasks.
competence The capability to perform work tasks successfully.
impact The sense that a person's actions "make a difference"—that progress is being made toward fulfilling some important purpose.
Created by: cnwilmoth
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