BUAD 309 mistry

Motivation

Latin word for "movement," a set of energetic force that originates both within and outside of an employee

Self-efficacy best practice

Belief that a person has the capabilities needed to execute the behaviors required for task success

Past accomplishments

The degree to which they have succeeded or failed in similar sorts of tasks in the past

Vicarious experiences

Taking into account observations and discussions with credible others who have performed such tasks

Verbal persuasion

Credible coworkers and leaders persuade employees that they can "get the job done"

Emotional cues

Feeling of fear and anxiety create doubts about task accomplishment, whereas pride and enthusiasm can bolster confidence levels

Persistence and Intensity

How hard and for how long will you work, explained by three best practices

Goal setting best practice

Views goals as drivers of the intensity and persistence of effort

Goals

The objective or aim of an action and typically refer to attaining a specific standard of proficiency, often within a specified time limit

Self-set goals

The internalized goals that people use to monitor their own task progress

Task strategies

Learning plans and problem-solving approaches used to achieve successful performance

Task feedback

Updates to the employees on their progress toward goal attainment

Task complexity

The extent to which a leader has tried, hopefully successfully, to simplify the information and actions involved in a task and how much the task changes

Task goal commitment

The degree to which a person accepts a goal and is determined to try to reach it.

Rewards

Tying goal achievement to the receipt of monetary or non monetary rewards

Publicity

Publicizing the goal to significant others and coworkers to create some social pressure to attain it

Support

Providing supportive supervision to aid employees if they struggle to attain the goal

Collaborating

Setting the specific proficiency level and due date for a goal so that the employee feels a sense of ownership over the goal

Resources

Providing the resources needed to attain the goal and remove any constraints that could hold back task efforts

Equity best practice

Acknowledges that motivation doesn't just depend on your own beliefs and circumstances, but also on what happens to other people

Inputs

Performance, skills and abilities, education, training, and seniority

Outcomes

Status symbols, satisfying supervision, workplace perks, intrinsic rewards

Equity distress

Tension within a person that can only be alleviated by restoring balance to the ratios

Self-determination

A sense of choice in the initiation and continuation of work tasks

Piece rate

Pay a specific rate for each unit produced, each unit sold, or each service provided

Merit Pay

Offer an increase to base salary in accordance with performance evaluation ratings

Individual bonuses

Offer a bonus for meeting individual goals

Recognition

Offer tangible awards to recognize achievement

Gainsharing

Offer a bonus for meeting unit goals

Respect rule

Pertains to whether authorities treat fellow employees in a civil, dignified, and sincere manner

Propriety rule

Reflects whether authorities refrain from making improper or offensive remarks

Justification rule

Mandates that authorities explain decision-making procedures and outcomes in a comprehensive and reasonable manner

Truthfulness rule

Requires that those communications be honest and candid

Growth mindset

Enjoy working on new kinds of tasks, even if they fail during their early experiences

Fixed mindset

People tend to work mainly on tasks at which they're already good at

Selective perception

The tendency for people to see their environment only as it affects them and as it is consistent with their expectations

Projection bias

The false assumption people tend to make when it comes to other people, believing others think, feel, and act the same way they do

Representativeness bias

The tendency to assess the likelihood of an event by comparing it to an existing prototype (think stereotype) that already exists in our minds

Escalation of commitment

The decision to continue to follow a failing course of action

Fundamental attribution error

Argues that people have a tendency to judge others' behavior

Personality

Demonstrates people's social reputations and the way they are perceived by others

Traits

Recurring regularities or trends in people's responses to their environment

Conscientiousness

Dependable, organized, reliable, hardworking

Accomplishment striving

A strong desire to accomplish task-related goals as a means of expressing personality

Agreeableness

Warm, kind, cooperative, helpful, sympathetic

Extraversion

Talkative, sociable, assertive, bold, and dominant

Status striving

A strong desire for power and influence in a social structure

Spatial ability

Having a good understanding in your environment (ex. Pilots)

Perceptual ability

Being able to understand and recall patterns of information (ex. Musicians, police officers)

4 Emotional abilities

Self awareness, other awareness, emotional regulation, use of emotions

Emotional regulation

Being able to recover quickly from emotional experiences

Use of emotions

The ability to improve being successful at whatever by strategically harnessing and channeling emotions

Cognitive ability

Strong predictor of job performance, particularly task performance

General cognitive ability

Maximum performance, reflecting performance in brief, special circumstances that demand one's best effort

Formalization

The degree to which rules and procedures are used to standardize behaviors and decisions in an organization

Centralization of authority

Refers to where decisions are formally made in organizations

Spans of control

How many employees each member in the organization has responsibility for

Business environment

Consists of its customers, competitors, suppliers, distributors, and other factors external to the firm

Corporate strategy

An organization's objectives and goals

Size of the firm

As organizations become larger, they need to become more mechanistic in nature

Socialization

(occurs in 3 stages) employees learn the social knowledge that enables them to understand and adapt to the organization's culture

Anticipatory stage

Happens prior to an employee spending even one second on the job

Understanding and adaptation

final stage where newcomers have learned the way things happen within an organization and who to go in order to make things happen