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The need for air, food and water.
The need to be safe from danger, pain, or an uncertain future.
The need to bond with other human beings, to be loved, and to form lasting attachments with them.
The desire to be respected by one's peers, feeling important, and being appreciated.
The quality of becoming all you are capable of becoming.
The need corresponds to Maslow's physiological and safety needs.
This need corresponds to social needs.
This need refers to Maslow's esteem and self-actualization.
The factors that include company policies, supervision, working conditions, salary, safety and security on the job.
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.
A person we compare ourselves to in equity theory.
A personality trait that explains different reactions to inequity.
Individuals who give without waiting to receive much in return.
Individuals who expect to receive a lot without giving much in return.
The degree to which the outcomes received from the organization are fair.
The degree to which fair decision-making procedures are used to arrive at a decision.
The degree to which people are treated with respect kindness and dignity in interpersonal interactions.
The extent to which a person believes that thigh levels of effort will lead to outcomes of interest such as performance or success.
The degree to which the person believes that performance is related to secondary outcomes such as rewards.
The value of the rewards awaiting the person as a result of performance.
Reinforcement that involves making sure that behavior is met with positive consequences.
Reinforcement that involves removal of unpleasant outcomes once desired behaviors is demonstrated.
The removal of rewards following negative behavior.
The presentation of negative consequences following unwanted behaviors.
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.
A schedule that involves providing the reinforcement on a random pattern.
A systematic application of reinforcement theory to modify employee behaviors in the workplace.
Breaking down tasks to their simplest components and assigning them to employees so that each person would perform few tasks in a repetitive manner.
Moving employees from job to job at regular intervals.
Expanding the task performed by employees to add more varieties.
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.
The extent to which the job requires the person to use multiple high level skills.
The degree to which the person is in charge of completing an identifiable piece of work from start to finish.
The degree to which the person's job substantially affects other people's work, health, or well-being.
The degree to which the person learns how effective he or she is being at work.
The degree to which the person has the freedom to decide how to perform one's tasks.
A goal that is specific, measurable, achievable, realistic and timely.
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