Motivation Theories and Organizational Justice, Exams of Nursing

Download Motivation Theories and Organizational Justice and more Exams Nursing in PDF only on Docsity! BADM 1101 CH 7 self actualization - ✅the drive to become what a person is capable of becoming theory x - ✅employees are lazy and dislike work, must be coerced to perform theory y - ✅assumption that employees like work and can do self-direction two-factor theory - ✅theory that relates intrinsic factors to job satisfaction and extrinsic factors to dissatisfaction. Also called motivation-hygiene theory hygiene factors - ✅factors such as company policy and administration, supervision and salary- that when adequate in a job, placate workers. When they are inadequate, workers are dissatisfied. McClelland's theory of needs - ✅theory states that power, achievement and affiliation are important needs that help explain motivation Need for achievement - ✅nAff Need for power - ✅nPow Need for affiliation - ✅nAff self-determination theory - ✅beneficial effects of intrinsic motivation. harmful effect of extrinsic. It's the two-factor theory applied outside of work. cognitive evaluation theory - ✅version of self-determination theory that holds that allocating extrinsic rewards for behavior has been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling self concordance - ✅degree to which people's 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 - ✅specific and difficult goals, with feedback, lead to greater performance management by objectives (MB0) - ✅a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress self efficacy - ✅when a person believes they can complete a task reinforcement theory - ✅behavior is a function of its consequences behaviorism - ✅theory that argues that behavior follows stimuli in a relatively unthinking manner social learning theory - ✅we learn through direct observation and experience, four ways to experience this 1. attentional processes 2. retention process 3. motor reproduction process 4. reinforcement equity theory - ✅individuals compare their job inputs and outcomes with those of others and then respond by eliminating injustices organizational justice - ✅overall perception of what is fair in the workplace, composed of distributive, procedural and interactional justice distributive justice - ✅perceived fairness of the amount and allocation of rewards among individuals procedural justice - ✅perceived fairness of the process used to determine the distribution of rewards interactional justice - ✅perceived degree to which an individual is treated with dignity, concern and respect expectancy theory - ✅theory that states that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual effort-performance relationship - ✅exerting an amount of effort will lead to performance performance-reward relationship - ✅performing a certain way will lead to reward rewards personal goals relationship - ✅organizational rewards fulfill personal goals self actualization - ✅the drive to become what a person is capable of becoming theory x - ✅employees are lazy and dislike work, must be coerced to perform theory y - ✅assumption that employees like work and can do self-direction two-factor theory - ✅theory that relates intrinsic factors to job satisfaction and extrinsic factors to dissatisfaction. Also called motivation-hygiene theory Need for affiliation - ✅nAff self-determination theory - ✅beneficial effects of intrinsic motivation. harmful effect of extrinsic. It's the two-factor theory applied outside of work. cognitive evaluation theory - ✅version of self-determination theory that holds that allocating extrinsic rewards for behavior has been previously intrinsically rewarding tends to decrease the overall level of motivation if the rewards are seen as controlling self concordance - ✅degree to which people's 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 - ✅specific and difficult goals, with feedback, lead to greater performance management by objectives (MB0) - ✅a program that encompasses specific goals, participatively set, for an explicit time period, with feedback on goal progress self efficacy - ✅when a person believes they can complete a task reinforcement theory - ✅behavior is a function of its consequences behaviorism - ✅theory that argues that behavior follows stimuli in a relatively unthinking manner social learning theory - ✅we learn through direct observation and experience, four ways to experience this 1. attentional processes 2. retention process 3. motor reproduction process 4. reinforcement equity theory - ✅individuals compare their job inputs and outcomes with those of others and then respond by eliminating injustices organizational justice - ✅overall perception of what is fair in the workplace, composed of distributive, procedural and interactional justice distributive justice - ✅perceived fairness of the amount and allocation of rewards among individuals procedural justice - ✅perceived fairness of the process used to determine the distribution of rewards interactional justice - ✅perceived degree to which an individual is treated with dignity, concern and respect expectancy theory - ✅theory that states that the strength of a tendency to act in a certain way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual effort-performance relationship - ✅exerting an amount of effort will lead to performance performance-reward relationship - ✅performing a certain way will lead to reward rewards personal goals relationship - ✅organizational rewards fulfill personal goals