Ch.13
Management 3303 with Konopaske at Texas State University-San Marcos
About this deck
By: Grayson Jones
Textbook:
MGMT 3 (with Review Cards and Marketing CourseMate with eBook Printed Access Card)
Created: 2011-04-17
Size: 38 flashcards
Views: 10
Textbook:
MGMT 3 (with Review Cards and Marketing CourseMate with eBook Printed Access Card)Created: 2011-04-17
Size: 38 flashcards
Views: 10
About StudyBlue
STUDYBLUE makes things that make you better at school.
Things like online flashcards with photos and audio.
Things like personalized quizzes and friendly reminders about when (and what) to study next.
Think of it as a digital backpack™: access to all of your study materials online and on your phone.
STUDYBLUE exists to make studying efficient and effective for every student, for free. Join us.
“I have been getting MUCH better grades on all my tests for school. Flash cards, notes, and quizzes are great on here. Thanks!”
Kathy
Kathy
Sign up (free) to study this.
Motivation
set of forces that initiates,directs, and makes people persist in their efforts to accomplish a goal.
needs
the physical or psychological requirements that must be met to ensure survival and well being.
3 types of "needs" theories
Maslow- motivated by physiological, safety, belongingness, esteem, and self-actualization. needs arranged low to high
Alderfer- existence, relatedness, and growth. more than one need at a time.can go up or down the heirarchy of needs..
McClellads- Affiliation, achievment, and power.needs are learned. people are motivated by differerent things
2 basic need catagories
lower order needs- concerned with safety, physiological, and existence requirements. need to be met first.
higher-order needs- concerned with relationships, challenges and accomplshments, and influence..
extensive rewards
tangible and visible to others and are given to employees contingent on the performance of specific task or behaviors.
intrinsic reward
a natural reward associated with performing a task or activity for its own sake. feeling of achievment.
steps of mativating employees
1.ask what needs are 2. satisfy lower-order needs first. 3.expect peoples needs to change. 4. as needs change and lower-order needs are satisfied, create opportunities for employees to satisfy higher-order needs.
equity theory
a theory that states that people will be motivated when they perceive that they are being treated fairly
inputs
in equity theory, the contributions employees make to the organization
outcomes
in equity theory, the rewards employees receive for their contribution to the organizations.
referents
in equity theory, others with hom people compare themselves to determine if they have been treated fairly
output/input ratio
in equity theory, an employees perception of how the rewards received from an organization compare with the employees contribution to that organization.
underreward
a form of inequity in which you are getting fewer outcomes relative to inputs than your referent is getting.
overreward
a form of inequity in which you are getting more outcomes relative to inputs than your referent.
distributive justice
the percieved defree to which outcomes and rewards are fairly distributed or allocated
procedural justice
the perceived fairness of the process used to make reward allocation decisions
expectancy theory
a theory that states that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards
valence
the attractivenes or desirability of a reward or outcome
expectancy
the perceived relationship between performance and rewards
instrumentality
the perceived relatioship between performance and rewards
reinforcement theory
theory that states that behavior is a function of its consequences, that behaviors followed by positive consequences will occur more frequently, and that behaviors followed by negative consequences, or not followed by positive consequences, will occur less frequently.
schedule of reinforcement
rules that secify which behaviors will be reinforced, which consequences will follow those behaviors, and the schedule by which those consequences will be delivered.
positive reinforcement
reinforcement that strengthens behavior by following behaviors with desirable consewquences.
negative reinforcement
reinforcement that weakens behavior by following behaviors with undesirable consequences.
punishment
reinforcement that weakens behavior by following behaviors with undesirable consequences.
extinction
reinforcement in which a positive consequence is no longer allowed to folow a previously reinforced behavior, thus weakening the behavior.
continuous reinforcement schedule
a schedule that reuires a consequence to be administered following every instance of a behavior
intermittent reinforcement schedule
a schedule in which consequences are delivered after a specified or average time has elapsed or after a specified or average number of behaviors has occurred
fixed interval reinforcement schedule
an intermittent schedule in which consequences follow a behavior only after a fixed time has elapsed.
variable interval reinforcement schedule
an intermitent schedule in which consequences are delivered following specific number of behaviors.
fixed ratio reinforcement schedule
an intermittent schedule in which consequences are delivered following a specific number of behaviors
variable ratio reinforcement schedule
an intermittent schedule in which consequences are delivered following a different number of behaviors, sometimes more and some times less, that vary around a specified average number of behaviors.
goal
a target, objective, or result that someone tries to accomplish.
goal-setting theory
a theory that states that people will be motvated to the extent to which they acept specific, challenging goals and receive feedback that indicates their progress toward goal achievement
goal specificity
the extent to which goals are detailed, exact , and unambiguous
goal difficulty
the extent to which a goal is hard or challenging to accomplish
goal acceptance
the extent to which people consciously understand and agree to goals.
performance feedback
information about the quality or quantity of past performance that indicates whether progress is being made toward the accomplishment ofa a goal
About this deck
By: Grayson Jones
Textbook: MGMT 3 (with Review Cards and Marketing CourseMate with eBook Printed Access Card)
Created: 2011-04-17
Size: 38 flashcards
Views: 10
Textbook:
MGMT 3 (with Review Cards and Marketing CourseMate with eBook Printed Access Card)Created: 2011-04-17
Size: 38 flashcards
Views: 10
About StudyBlue
STUDYBLUE makes things that make you better at school.
Things like online flashcards with photos and audio.
Things like personalized quizzes and friendly reminders about when (and what) to study next.
Think of it as a digital backpack™: access to all of your study materials online and on your phone.
STUDYBLUE exists to make studying efficient and effective for every student, for free. Join us.
“I have been getting MUCH better grades on all my tests for school. Flash cards, notes, and quizzes are great on here. Thanks!”
Kathy
Kathy