CHAPTER 8

Question 1

motivation

Answer 1

Concerns the
conditions responsible for
variations in intensity, persistence, quality, and direction of ongoing behavior.

Question 2

instinct

Answer 2

Inborn tendency
that is thought to
direct behavior.

Question 3

need

Answer 3

Internal motivation that is thought to be
inborn and universally
present in humans.

Question 4

drive

Answer 4

Nonhuman
equivalent of “motives”
and “needs.”

Question 5

behaviorist approach

Answer 5

Approach
developed by B. F. Skinner
that placed the emphasis
for behavior and directed
activity directly on the
environment rather than
on any internal needs or
instincts.

Question 6

field theory

Answer 6

Approach
developed by Kurt Lewin,
who proposed that various
forces in the psychological
environment interacted
and combined to yield a
final course of action.

Question 7

group dynamics

Answer 7

Field that
grew out of the application of Kurt Lewin’s field
theory to industry

Question 8

person as machine

Answer 8

Metaphor that suggests that
people’s behaviors/
actions are reflexive and
involuntary and are per
formed without conscious
awareness

Question 9

person as scientist

Answer 9

Metaphor that suggests that
people are active information gatherers and analysts
who seek knowledge
and understanding as a
way of mastering their
environment.

Question 10

limited rationality

Answer 10

The
inability of humans to reason and make decisions in
perfectly rational ways.

Question 11

person as judge

Answer 11

Metaphor
in which an individual
seeks information about
the extent to which the
person and others are
perceived as responsible
for positive and negative
events. The person looks
for evidence of intention
in the actions of others and considers those
intentions in choosing a
personal course of action

Question 12

work-life balance

Answer 12

Area of
research that investigates
whether the satisfaction
that one experiences at
work is in part affected by
the satisfaction that one
experiences in nonwork
and vice versa, particularly to the extent that
one environment has
demands that conflict with
the other.

Question 13

locus of control

Answer 13

The
extent to which an individual views events as resulting from his or her own
actions (an internal LOC)
or from outside causes (an
external LOC).

Question 14

Maslow’s need theory

Answer 14

Theory that
proposed that all humans
have a basic set of needs
and that these needs
express themselves over
the life span of the
individual as internal
“pushes” or drives. Identified five basic needs sets:
physiological, security,
love or social, esteem, and
self-actualization.

Question 15

two-factor theory

Answer 15

Theory
proposed by Herzberg
that suggested that there
were really two basic
needs, not five as suggested by Maslow, and that
they were not so much
hierarchically arranged
as independent of
each other.

Question 16

hygiene needs

Answer 16

Lower
level needs described in
Herzberg’s two-factor
theory. Herzberg pro
posed that meeting these
needs would eliminate
dissatisfaction but would
not result in motivated
behavior or a state of positive satisfaction.

Question 17

motivator needs

Answer 17

Higher
level needs described in
Herzberg’s two-factor
theory. Herzberg pro
posed that meeting such
needs resulted in the
expenditure of effort as
well as satisfaction

Question 18

reinforcement theory

Answer 18

Theory that
proposes that behavior
depends on three simple
elements: stimulus,
response, and reward. Pro
posed that if a response in
the presence of a particular stimulus is rewarded
(i.e., reinforced), that
response is likely to occur
again in the presence of
that stimulus.

Question 19

contingent reward

Answer 19

A reward that depends on or
is contingent on a particular response.

Question 20

intermittent reward

Answer 20

A
reward that is given
for only some correct
responses.

Question 21

continuous reward

Answer 21

A
reward that is presented
every time a correct
response occurs.

Question 22

path-goal theory of motivation

Answer 22

First formal
work motivation theory
to suggest that people
weighed options before
choosing among them.
Reasoned that if a worker
saw high productivity as a
path to the goal of desired
rewards or personal goals
(e.g., a pay increase or
promotion, or increased
power, prestige, or responsibility), he or she would
likely be a high producer

Question 23

VIE theory

Answer 23

Motivation
theory that assumed
that individuals ration
ally estimate the relative
attractiveness and unattractiveness of different
rewards or outcomes
(valence), the probability
that performance will lead
to particular outcomes or
rewards (instrumentality),
and the probability that
effort will lead to performance (expectancy).

Question 24

valence

Answer 24

The strength of a
person’s preference for a
particular outcome.

Question 25

instrumentality

Answer 25

The perceived relationship between performance and the attainment of a certain outcome.

Question 26

expectancy

Answer 26

An individual’s belief that a particular behavior (e.g., effort, hard work) will lead to higher performance.

Question 27

dissonance theory

Answer 27

Theory suggested by Festinger that observed that tension exists when individuals hold “dissonant cognitions” (incompatible thoughts). This approach assumes that individuals always seek some sense of “balance” (i.e., absence of tension) and that they will direct their behavior toward reducing the tension resulting from dissonant cognitions.

Question 28

equity theory

Answer 28

Motivational theory developed by Adams (1965) that suggested that individuals look at their world in terms of comparative inputs and outcomes. Individuals compare their inputs and outcomes with others (e.g., peers, coworkers) by developing an input/outcome ratio.

Question 29

inputs

Answer 29

The training, effort, skills, and abilities that employees bring to or invest in their work.

Question 30

outcomes

Answer 30

The compensation, satisfaction, and other benefits employees derive from their work

Question 31

comparison other

Answer 31

A coworker or idealized other person to which the individual compares himself or herself in determining perceived equity.

Question 32

outcome/input ratio

Answer 32

Ratio that results when employees compare their inputs and outcomes to those of others (e.g., peers, coworkers) to deter mine if they are being treated equitably.

Question 33

person-as-intentional approach

Answer 33

Motivational approach that assumes that individuals are intentional in their behavior.

Question 34

goal-setting theory

Answer 34

Theory proposed by Locke and colleagues in which the general concept of a goal is adapted to work motivation. In this approach, a goal is seen as a motivational force, and individuals who set specific, difficult goals perform better than individuals who simply adopt a “do your best” goal or no goal at all.

Question 35

feedback loop

Answer 35

Connection between knowledge of results and the inter mediate states that occur between goal commitment and performance.

Question 36

control theory

Answer 36

Theory based on the principle of a feedback loop that assumes that an individual compares a standard to actual outcome and adjusts behavior to bring the outcome into agreement with the standard.

Question 37

self-regulation

Answer 37

Process by which individuals take in information about behavior and make adjustments or changes based on that information. These changes, in turn, affect subsequent behavior (e.g., strategies, goal commitment)

Question 38

self-efficacy

Answer 38

The belief in one’s capability to perform a specific task or reach a specific goal.

Question 39

motivational trait questionnaire (mtq)

Answer 39

A 48-item questionnaire that provides a standardized method of assessing six distinct aspects of general performance motivation.

Question 40

job enrichment

Answer 40

A motivational approach that involves increasing the responsibility and interest level of jobs in order to increase the motivation and job satisfaction of employees performing those jobs.

Question 41

proMES

Answer 41

The Productivity Measurement and Enhancement System; a motivational approach that utilizes goal setting, rewards, and feedback to increase motivation and performance

Question 42

indicators

Answer 42

Quantitative measures of how well each objective is being met in the ProMES approach.