Organizational Behaviour - Chapter 5 Flashcards Preview

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Flashcards in Organizational Behaviour - Chapter 5 Deck (28)
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1

An individual's emotional and cognitive( logical) motivation, particularly a focused, intense, persistent, and purposive effort toward work-related goals

Employee engagement

2

hard wired characteristics of the brain that attempt to keep us in balance by correcting deficiencies

Drive

3

What are the 5 things that make up Maslow's Needs Hierarchy?

Self Actualization
Esteem
Belongingness
Safety
Physiological

4

What are the two innate drives that do not fit into Maslow's Hierarchy?

1. Need to know
2. Need for aesthetic beauty

5

motivation controlled by the individual and experienced from the activity itself

Intrinsic motivation

6

When people are motivated for instrumental reasons to receive something that is beyond their personal control

Extrinsic motivation

7

What are the 3 needs in the learned needs theory?

Need for Achievement
Need for Power
Need for Affiliation

8

What are the four drives inside the four drive theory?

1. Drive to acquire
2. Drive to bond
3. Drive to comprehend
4. Drive to defend

9

Work effort is directed toward behaviors tha people believe will produce the most favorable outcomes

Expectancy theory

10

What are the three components of the expectancy theory model?

1. E to p expectancy
2. P to o expectancy
3. outcome valence

11

Individual's perception that his or her effort will result in a particular level of performance

E to p expectancy

12

The perceived probability that a specific behavior or performance level will lead to a particular outcome

P to O expectancy

13

The anticipated satisfaction or dissatisfaction that an individual feels toward an outcome

Outcome valence

14

What are the A-B-C's of OB Mod?

Antecedents
Behaviour
Consequences

15

events following a particular behaviour that influence its future occurrence

Consequences

16

Events preceeding the behaviour that inform employees that a particular action will produce specific consequences

Antecedents

17

What are the four types of consequences (called the contingencies of reinforcement?)

1. Positive reinforcement
2. Punishment
3. Extinction
4. Negative Reinforcement

18

states that much learning occurs by observing and modeling others as well as by anticipating the consequences of our behavior

Social Cognitive theory

19

What are the two ways that goal setting potentially improves employee performance?

1. Amplifying the intensity and persistence of effort
2. Giving employees a more precise understanding of their role obligations to their effort is channeled toward behaviours that will imnprove work performance

20

What does the Acronym Smarter stand for?

Specific
Measurable
Achieveable
Relevant
Time-Framed
Exciting
Reviewed

21

Maximizing employees' potential by focusing on their strengths rather than weaknesses

Strength-based coaching

22

Refers to perceived fairness in the outcomes we receive compared to our contributions and the outcomes and contributions of others.

Distributive justice

23

Refers to fairness of the procedures used to decide the distribution of resources

Procedural Justice

24

Operates when we believe that everyone in the group should receive the same outcomes

Equality principles

25

applied when we believe that those with the greatest need should receive more outcomes than others with less need

Need principles

26

Decrees that people should be paid in proportion to their contribution

Equity principles

27

Employees determine feelings of equity be comparing their own outcome/input ratio to the outcome/input ratio of some other person.

Equity theory

28

What are the actions that reduce inequity tension?

1. Change our inputs
2. Change our outcomes
3. Change other's inputs
4. Change other's outcomes
5. Change our perceptions
6. Change comparison other
7. leave the field