method of recruitment in which job applicants are told both the positive and the negative aspects of a job.

suggests that certain characteristics of a job will make the job more or less satisfying, depending on the particular needs of the worker.

- using variety of skills

what an employee expected a job to be like and the reality of the job can affect motivation

- connect their efforts to an outcome

- appreciated by coworkers as well as by others in society

theory based on the idea that employees will be satisfied with jobs that satisfy their needs.

system arranged by rank.

concerning survival needs for food, air, water, and the like.

concerning the need for security, stability, and physical safety.

concerning the need to interact with other people (working with others).

concerning the individual’s need for recognition and success (awards, praise).

concerning the need to realize one’s potential. ● searching for new challenges ebridey

Aldefer’s needs theory, which describes three levels of satisfaction: existence, relatedness, and growth

Herzberg’s needs theory, postulating that there are two factors involved in job satisfaction: hygiene factors and motivators. ● presence of both can bring job satisfaction and motivation.

job-related elements that result from but do not involve the job itself.

elements of a job that concern the actual duties performed by the employee.

method of increasing performance in which employees are given specific performance goals to aim for

smart

type of learning based on the idea that humans learn to behave in ways that will result in favorable outcomes (rewards) and learn not to behave in ways that result in unfavorable outcomes (punished).

most effective if it occurs soon after the performance of the behavior.

idea that reinforcement is relative both within an individual and between individuals.

- the more specific the goal, the greater the productivity.

setting higher goals

rank-ordered list of reinforcers for an individual.

motivation technique using such methods as personal attention, signs of approval, and expressions of appreciation.

a system in which employees are paid on the basis of how much they individually produce.

being paid for each unit of something sold

being paid for each unit of something produced

incentive plan in which employees receive pay bonuses based on performance appraisal scores.

provide employees with a percentage of profits above a certain amount.

group incentive system in which employees are paid a bonus based on improvements in group productivity.

level of productivity before the implementation of a gainsharing plan.

group incentive method in which employees are given the option of buying stock in the future at the price of the stock when the options were granted.

motivation is a function of expectancy, instrumentality, and valence.

perceived relationship between the amount of effort an employee puts in and the resulting outcome.

extent to which the outcome of a worker’s performance, if noticed, results in a particular consequence.

extent to which an employee values a particular consequence.

extent to which people believe that they are responsible for and in control of their success or failure in life.

theory of job satisfaction stating that employees will be satisfied/motivated if their ratio of effort to reward is similar (fair) to that of other employees.

. the elements that employees put into their jobs.

what employees get from their jobs.

ratio of how much employees believe they put into their jobs to how much they believe they get from their jobs.

theory that postulates that if employees perceive they are being treated fairly, they will be more likely to be satisfied with their jobs and motivated to do well.

rank the need theory from first to last