io 9.2

45問 • 1年前

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

realistic job preview

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

job characteristics theory

- using variety of skills

skills variety

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

job expectations

- connect their efforts to an outcome

task identification

- appreciated by coworkers as well as by others in society

task significance

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

needs theory

system arranged by rank.

hierarchy

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

basic biological needs

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

safety needs

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

social needs

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

ego needs

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

self-actualization needs

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

ERG theory

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.

two-factor theory

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

hygiene factors

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

motivators

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

goal setting

smart

specific, measurable, attainable, relevant, time-bound

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).

operant conditioning

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

reinforcer

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

premack principle

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

specific

setting higher goals

attainable

rank-ordered list of reinforcers for an individual.

reinforcement hierarchy

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

social recognition

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

pay for performance

being paid for each unit of something sold

commission

being paid for each unit of something produced

piecework

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

merit pay

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

profit sharing

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

gainsharing

level of productivity before the implementation of a gainsharing plan.

baseline

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.

Stock options

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

expectancy theory

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

expectancy

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

instrumentality

extent to which an employee values a particular consequence.

valence

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

internal locus of control

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.

equity theory

. the elements that employees put into their jobs.

inputs

what employees get from their jobs.

outputs

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

input/output ratio

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.

organizational justice

rank the need theory from first to last

basic biological needs, safety needs, social needs, ego needs, self-actualization needs

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders

valerie · 100問 · 2年前

AB PSY CHAPTER 7: Eating and Sleep-Wake Disorders