WGU C715 Organizational Behavior - Ch.7 Motivational Behavior with 100% correct answers already graded A+

What are the three key elements of motivation? intensity, direction, and persistence motivation accounts for an individual's intensity, direction, and persistence of effort toward attaining a goal hierarchy of needs theory (Maslow) 1. Physiological 2. safety 3. social 4. esteem 5. self actualization lower order needs satisfied externally, such as physiological and safety needs. higher order needs satisfied internally, such as social, esteem, and self-actualization needs self-actualization the drive to become what you are capable of becoming Theory X assumption that employees dislike work, are lazy, dislike responsibility, and must be coerced to perform. Theory Y assumption that employees like work, are creative, seek responsibility, and can exercise self-direction. hygiene factors Factors—such as company policy and administration, supervision, and salary—that, when adequate in a job, placate workers. When these factors are adequate, people will not be dissatisfied Hertzberg's two factor (motivation-hygiene) theory relates intrinsic factors to job satisfaction and associates extrinsic factors with dissatisfaction McLelland's theory of needs states achievement, power, and affiliation are three important needs that help explain motivation need for achievement (nAch) need for achievement (nAch) The drive to excel, to achieve in relationship to a set of standards, and to strive to succeed need for power (nPow) The need to make others behave in a way in which they would not have behaved otherwise. need for affiliation (nAff) desire for friendly and close interpersonal relationships self-determination theory theory of motivation that is concerned with the beneficial effects of intrinsic motivation and the harmful effects of extrinsic motivation cognitive evaluation theory version of self-determination theory which holds that allocating extrinsic rewards for behavior that had been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling self-concordance The degree to which peoples' reasons for pursuing goals are consistent with their interests and core values job engagement The investment of an employee's physical, cognitive, and emotional energies into job performance goal-setting theory A theory that says that specific and difficult goals, with feedback, lead to higher performance MBO (management by objectives) A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress self-efficacy theory An individual's belief that he or she is capable of performing a task reinforcement theory says that behavior is a function of its consequences behaviorism argues that behavior follows stimuli in a relatively unthinking manner social-learning theory argues that behavior follows stimuli in a relatively unthinking manner self-determination theory people like to feel in control; motivated when they feel like they have options; also seek positive connections with others and personal competence cognitive evaluation theory when people get paid they feel like they have to do it instead of want to and are less motivated self-concordance considers how consistent a person's reasons for pursuing their goals is with their interests and core values job-engagement the degree to which an employee invests physically, emotionally, and mentally into their job goal-setting theory specific and difficult goals, with feedback, lead to higher performance. management by objectives (MBO) A program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress self-efficacy theory the belief that an individual has that he or she is capable of a specific task reinforcement theory reinforcement conditions behavior behaviorism says that behavior follows stimuli in a relatively unthinking manner (it's automatic) social-learning theory we can learn through observation and direct experience equity theory individuals compare their job inputs and outcomes with those of others and then respond to eliminate any inequities distributive justice perceived fairness of the amount and allocation of rewards among individual organizational justice An overall perception of what is fair in the