- StudyBlue
- Alabama
- Auburn University
- Management
- Management 3810
- Haynie
- Chapter 14
Chapter 14
Management 3810 with Haynie at Auburn University
About this deck
By: angel callens
Created: 2011-12-05
Size: 43 flashcards
Views: 5
Created: 2011-12-05
Size: 43 flashcards
Views: 5
About StudyBlue
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Physiological Needs
The need for air, food and water.
Safety Needs
The need to be safe from danger, pain, or an uncertain future.
Social Needs
The need to bond with other human beings, to be loved, and to form lasting attachments with them.
Esteem needs
The desire to be respected by one's peers, feeling important, and being appreciated.
Self-Actualization Needs
The quality of becoming all you are capable of becoming.
Existence
The need corresponds to Maslow's physiological and safety needs.
Relatedness
This need corresponds to social needs.
Growth
This need refers to Maslow's esteem and self-actualization.
Hygiene Factors
The factors that include company policies, supervision, working conditions, salary, safety and security on the job.
Motivators
The factors that are intrinsic to the job, such as achievement, recognition interesting work, increased responsibilities, advancement, and growth opportunities.
Need for Achievement
Having a strong need to be successful.
High Need for Affiliation
The need to be liked and accepted by others
Need for Power
The desire to influence other ad control their environment.
Referent
A person we compare ourselves to in equity theory.
Equity Sensitivity
A personality trait that explains different reactions to inequity.
Benevolents
Individuals who give without waiting to receive much in return.
Entitleds
Individuals who expect to receive a lot without giving much in return.
Distributive Justice
The degree to which the outcomes received from the organization are fair.
Procedural Justice
The degree to which fair decision-making procedures are used to arrive at a decision.
Interactional Justice
The degree to which people are treated with respect kindness and dignity in interpersonal interactions.
Expectancy
The extent to which a person believes that thigh levels of effort will lead to outcomes of interest such as performance or success.
Instrumentality
The degree to which the person believes that performance is related to secondary outcomes such as rewards.
Valence
The value of the rewards awaiting the person as a result of performance.
Positive Reinforcement
Reinforcement that involves making sure that behavior is met with positive consequences.
Negative Reinforcement
Reinforcement that involves removal of unpleasant outcomes once desired behaviors is demonstrated.
Extinction
The removal of rewards following negative behavior.
Punishment
The presentation of negative consequences following unwanted behaviors.
Continuous Schedule
A schedule in which reinforcers follow all instances of positive behavior.
Fixed Ratio Schedule
A schedule in which reinforcers reward every nth time the right behavior is demonstrated.
Fixed Interval Schedule
A schedule in which reinforcers reward after a specified period of time.
Variable Ratio
A schedule that involves providing the reinforcement on a random pattern.
OB Mod
A systematic application of reinforcement theory to modify employee behaviors in the workplace.
Job Specification
Breaking down tasks to their simplest components and assigning them to employees so that each person would perform few tasks in a repetitive manner.
Job Rotation
Moving employees from job to job at regular intervals.
Job Enlargement
Expanding the task performed by employees to add more varieties.
Job Enrichment
A job redesign technique that allows workers more control over how they perform their own tasks.
Job characteristics model
A model that describes five core job dimensions leading to three critical psychological states, which lead to work related outcomes.
Skill Variety
The extent to which the job requires the person to use multiple high level skills.
Task Identity
The degree to which the person is in charge of completing an identifiable piece of work from start to finish.
Task Significance
The degree to which the person's job substantially affects other people's work, health, or well-being.
Feedback
The degree to which the person learns how effective he or she is being at work.
Autonomy
The degree to which the person has the freedom to decide how to perform one's tasks.
SMART
A goal that is specific, measurable, achievable, realistic and timely.
About this deck
By: angel callens
Created: 2011-12-05
Size: 43 flashcards
Views: 5
Created: 2011-12-05
Size: 43 flashcards
Views: 5
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.
“Simply amazing. The flash cards are smooth, there are many different types of studying tools, and there is a great search engine. I praise you on the awesomeness.”
Dennis
Dennis