mgt3303 exam 2 study guide - 1 Chapter 6 Work Motivation-...

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Chapter 6 Work Motivation- psychological forces that determine the direction of a persons behavior in an organization, a persons level of effort, and a persons level of persistence. Direction of behavior- which behaviors does a person choose to perform in org. Level of Effort- How hard does a person work to perform a chosen behavior Level of persistence- How hard does a person keep trying to perform a chosen behavior Intrinsically motivated work behavior- behavior that is performed for its own sake Extrinsically motivated work behavior- behavior performed for material or social rewards or avoid punishment Need theory- group of theories about work motivation that focuses on employees needs as the success of motivation Need- requirement for survival and well being Maslows Hierarchy of Needs S elf-actualization- realize ones full potential as human being E steem- needs to feel good about oneself and ones capabilities, be respected by others B elongings - needs for social interaction, friendship, affection, and love S afety - needs for security, stability, and a safe environment P hysiological – basic needs for things such as food, water, shelter – for survival Alderfers ERG Theory G rowth Needs- needs for self-development and creative and productive work R elatedness Needs- needs to have interpersonal relations, to share thoughts and feelings E xistence Needs- basic needs for human survival such as the need for food, water, clothing, shelter, and a secure and safe environment Expectancy theory- theory about work motivation that focuses on how employees make choices among alternative behaviors and levels of effort. Valence – desirability of an outcome to an individual Instrumentality- perception about the extent to which performance of 1 or more Behaviors will lead to the attainment of a particular outcome Expectancy- perception about the extent to which effort will result in a level of Performance Equity theory- theory of work motivation that focuses on employees perceptions of their work outputs and inputs Overpayment Inequity- output/input ratio is greater then a referent Underpayment Inequity- output/input ratio is less then a referent 1
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Organizational Justice Theory - employees perception of overall fairness in an org. Distributive Justice- perceived fairness of the distribution of outcomes in an org Procedural- perceived fairness of the procedures used to make decisions about The distribution of outcomes in an organization Interpersonal- perceived fairness of the interpersonal treatment employees rec. Informational – perceptions of the extent to which managers explain their Decisions and procedures Counterproductive work behaviors – behaviors by employees that violate Organizational values and norms and that can harm individuals in the org. 2
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This note was uploaded on 05/02/2008 for the course MGT 3023 taught by Professor Suazo during the Spring '08 term at The University of Texas at San Antonio- San Antonio.

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mgt3303 exam 2 study guide - 1 Chapter 6 Work Motivation-...

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