Motivation
A theory where effort is determined by rational calculation.
Expectancy Theory
True/False: Self-efficacy predicts performance outcomes.
True
The ways people are similar or different from each other.
Diversity
Opinions, beliefs, and feelings about our environment.
Attitude
Pay raise based on past performance.
Merit Pay
Factors intrinsic to the job, such as recognition and growth.
Motivators
Paying attention to parts of the environment while ignoring others.
Selective Perception
Traits that are highly visible (e.g., race, gender, age).
Surface-Level Diversity?
Feelings people have toward their job.
Job Satisfaction
One-time reward following a specific accomplishment.
Bonuses
Desire to be respected and appreciated.
Esteem Needs
Process of detecting and interpreting environmental stimuli.
Perception
Generalizations about a particular group.
Stereotypes
Voluntary behaviors that benefit the organization.
Organizational Citizenship Behaviors
A goal that is specific, measurable, aggressive, realistic, and time-bound.
SMART Goal
Basic need for food and water
Physiological Needs
Personality trait reflecting curiosity and creativity.
Openness
Values, beliefs, and customs that exist in society.
Culture
People who report wrongdoing.
Whistleblowers
Expanding tasks to add variety.
Job Enlargement
Desire to achieve a goal
Motivation
People have Stable life goals.
Values
True/False: Diverse teams always have faultlines.
False
True/False: A good relationship with a manager does not affect job satisfaction.
False
Breaking down jobs into simple components.
Job Specialization