PHCLE Culture and Total Rewards Flashcards
with 100% Correct Solutions
Employee Engagement - ANSWER The quality of individuals' interactions with their work
and strength of their commitment to their workplace.
Engaged Employees - ANSWER These employees are highly involved in and enthusiastic
about their work and workplace. They are psychological "owners," drive high
performance and innovation, and move the organization forward.
Disengaged Employees - ANSWER These employees are psychologically unattached to
their work and company. Because their engagement needs are not being fully met,
they're putting time -- but not energy or passion -- into their work.
Actively Disengaged Employees - ANSWER These employees aren't just unhappy at work
-- they are resentful that their needs aren't being met and are acting out their
unhappiness. Every day, these workers potentially undermine what their engaged
coworkers accomplish.
Employee Engagement - ANSWER Engagement survey, pulse survey, stay interiews,
focus groups, measuring recognition, and exit interviews
Employee Satisfaction - ANSWER Extent to which employees are happy or content with
their jobs or work environment.
Expectancy theory - ANSWER Includes valence, expectancy, and instrumentality.
Valence - ANSWER How much the individual values the reward.
,Expectancy - ANSWER Extent to which the individual believes their increased efforts will
lead to improved performance/success at a task.
Instrumentality - ANSWER Belief that if they perform well, they'll receive the reward.
Maslow's Hierarchy of Needs - ANSWER The model of individual motivation that
suggests people have varying levels of needs, each of which must be met before
progressing to the others.
Maslow's Hierarchy of Needs - ANSWER Physiological needs, safety needs, love and
belonging needs, esteem needs, and self-actualization needs.
Motivation Factors - ANSWER Internal and external factors that drive the desire and
energy of someone to be committed to their work or pursue a goal.
Motivation-Hygiene Theory - ANSWER Certain factors cause job satisfaction when they
are present while others cause dissatisfaction when they are absent.
Motivation Factors - ANSWER Certain factors cause job satisfaction when they are
present.
Hygiene Factors - ANSWER Certain factors cause dissatisfaction when they are absent.
Self-Determination Theory - ANSWER The theory that people have three fundamental
needs: autonomy, competence, and relatedness that, when met, foster intrinsic
motivation and overall wellbeing.
Intelligence Theory - ANSWER Entity theory/fixed mindset and incremental
theory/growth mindset
, Theory X - ANSWER Belief that people naturally dislike work and avoid responsibility so
employees must be constantly directed and supervised.
Theory Y - ANSWER Belief that if people find their work satisfying, they will seek out
challenging work and additional responsibility.
Expectancy Theory - ANSWER Behavior is motivated by anticipated results or
consequences.
Self-Determination Theory - ANSWER Autonomy, competence, and relatedness foster
instrinsic motivation.
Theory of Intelligence (Mindsets) - ANSWER Individuals believe that intelligence and
ability are stable traits while a growth mindset that believes that intelligence and ability
are malleable and can be improved.
Growth Mindset - ANSWER Theory of Intelligence.
Theory X and Y - ANSWER People that avoid responsibility must be supervised and
people that find work satisfying will seek additional challenge.
Interest-Based Bargaining - ANSWER Negotiation strategy in which parties collaborate to
develop mutually beneficial agreements. Also referred to as integrative bargaining and
win-win bargaining.
Positional Bargaining - ANSWER Negotiation strategy that involves holding to a fixed
idea.
with 100% Correct Solutions
Employee Engagement - ANSWER The quality of individuals' interactions with their work
and strength of their commitment to their workplace.
Engaged Employees - ANSWER These employees are highly involved in and enthusiastic
about their work and workplace. They are psychological "owners," drive high
performance and innovation, and move the organization forward.
Disengaged Employees - ANSWER These employees are psychologically unattached to
their work and company. Because their engagement needs are not being fully met,
they're putting time -- but not energy or passion -- into their work.
Actively Disengaged Employees - ANSWER These employees aren't just unhappy at work
-- they are resentful that their needs aren't being met and are acting out their
unhappiness. Every day, these workers potentially undermine what their engaged
coworkers accomplish.
Employee Engagement - ANSWER Engagement survey, pulse survey, stay interiews,
focus groups, measuring recognition, and exit interviews
Employee Satisfaction - ANSWER Extent to which employees are happy or content with
their jobs or work environment.
Expectancy theory - ANSWER Includes valence, expectancy, and instrumentality.
Valence - ANSWER How much the individual values the reward.
,Expectancy - ANSWER Extent to which the individual believes their increased efforts will
lead to improved performance/success at a task.
Instrumentality - ANSWER Belief that if they perform well, they'll receive the reward.
Maslow's Hierarchy of Needs - ANSWER The model of individual motivation that
suggests people have varying levels of needs, each of which must be met before
progressing to the others.
Maslow's Hierarchy of Needs - ANSWER Physiological needs, safety needs, love and
belonging needs, esteem needs, and self-actualization needs.
Motivation Factors - ANSWER Internal and external factors that drive the desire and
energy of someone to be committed to their work or pursue a goal.
Motivation-Hygiene Theory - ANSWER Certain factors cause job satisfaction when they
are present while others cause dissatisfaction when they are absent.
Motivation Factors - ANSWER Certain factors cause job satisfaction when they are
present.
Hygiene Factors - ANSWER Certain factors cause dissatisfaction when they are absent.
Self-Determination Theory - ANSWER The theory that people have three fundamental
needs: autonomy, competence, and relatedness that, when met, foster intrinsic
motivation and overall wellbeing.
Intelligence Theory - ANSWER Entity theory/fixed mindset and incremental
theory/growth mindset
, Theory X - ANSWER Belief that people naturally dislike work and avoid responsibility so
employees must be constantly directed and supervised.
Theory Y - ANSWER Belief that if people find their work satisfying, they will seek out
challenging work and additional responsibility.
Expectancy Theory - ANSWER Behavior is motivated by anticipated results or
consequences.
Self-Determination Theory - ANSWER Autonomy, competence, and relatedness foster
instrinsic motivation.
Theory of Intelligence (Mindsets) - ANSWER Individuals believe that intelligence and
ability are stable traits while a growth mindset that believes that intelligence and ability
are malleable and can be improved.
Growth Mindset - ANSWER Theory of Intelligence.
Theory X and Y - ANSWER People that avoid responsibility must be supervised and
people that find work satisfying will seek additional challenge.
Interest-Based Bargaining - ANSWER Negotiation strategy in which parties collaborate to
develop mutually beneficial agreements. Also referred to as integrative bargaining and
win-win bargaining.
Positional Bargaining - ANSWER Negotiation strategy that involves holding to a fixed
idea.
