Motivators
Higher-order needs, such as the needs for cognition, responsibility, achievement, and opportunities for growth development.
Motivators
The desire to engage in challenging and complex activities to meet and exceed personal goals, and to seek excellence.
Need for achievement (nAch)
Theory that states that we are motivated when we feel that our inputs and outcomes at work are fair and just.
Equity Theory
Theory of motivation concerned with people's need for empowerment and their need for relatedness.
Self-Determination Theory
People who try to do everything themselves and criticize every one else's efforts.
Micromanagers
Result of complex set of psychological influences and external forces or conditions that cause a person to behave in a certain way while maintaining a certain level of effort and persistence.
Motivation
The desire for warm, fulfilling, and close personal relationships.
Need for Affiliation (nAff)
Theory that states that motivation is affected by the relationship among effort and performance, performance and outcomes, and the perceived value of outcomes.
Expectancy Theory
Theory that posits that people are motivated to satisfy physiological, then safety, and security, then love and belonging, then self-esteem, and finally self-actualization needs, in that order.
Hierarchy of Needs
A state of mind that includes optimism, an image of a future that is challenging but realistic, and a belief that we can do something to move toward this vision.
Hope
An internal desire to engage in activities even in the absence of external rewards in order to feel a sense of satisfaction, to use or improve one's abilities, or to learn.
Intrinsic Motivation
The desire to have influence, control, and responsibility, either directly or through social status.
Need for Power (nPow)
Theory that states that people are motivated by the process of identifying and achieving goals, and that the characteristics of these goals will have an impact on motivation, performance, and results.
Goal-Setting Theory
Theory that states that people are motivated to satisfy needs related to existence, relatedness, and growth, and that these needs can all be activated at the same time.
ERG Theory
A state of complete engrossment in a task that matches one's skills and requires full use of one's talents.
Flow
Motivation that is the result of forces or attractions outside of the self, such as material rewards, social status, or avoidance of unpleasant consequences.
Extrinsic Motivation
A need for power that drives people to seek control through assertive or aggressive behavior, often for personal gain.
Personalized Power
Theory based on the premise that learning and behavior changes occur when behavior is reinforced, and when behavior is not reinforced or is punished, it will cease.
Operant Conditioning Theory
Theory that states that two distinct sets of factors, called motivators and hygiene factors, affect job satisfaction, motivation, or job dissatisfaction.
Two-Factor Theory (Motivator-Hygiene Theory)
Our perception of the degree to which we have control over what happens in our lives.
Locus of Control
A work environment characterized by excitement, energy, optimism, efficacy, and hope.
Resonant Environment
An expressed need for power that is based on a desire to support the welfare of others, a group, society, or the common good.
Socialized Power
Social Learning Theory
Theory that states that people are motivated by needs for achievement, affiliation, and power.
Three-needs Theory
Physical and Psychological aspects of a job that can lead to dissatisfaction, including salary, working conditions, supervision, relationships with coworkers, and level of job security.
Hygiene Factors