mgmt 340 exam 2 UPDATED ACTUAL Questions And Correct Answers
Terms in this set (127)
Motivation Processes that account for an individual's intensity, direction, and persistence of
effort toward attaining a goal.
Intensity How hard a person tries.
Direction The orientation of effort that benefits the organization or individual.
Persistence How long a person can maintain effort over time.
Theory A method used to give understanding and explain why something happens.
Theory Steps Observation, description, possible theory or hypothesis, reading, research, more
reading, accepting rejecting or modifying the hypothesis, and publication.
Maslow's Hierarchy of Needs Early motivation theory proposing that people move through different levels of
needs and must meet lower needs before moving to higher ones.
Herzberg's Two-Factor Theory Theory stating that hygiene factors prevent dissatisfaction, but motivators tied to
the work itself create satisfaction.
Hygiene Factors Factors that prevent dissatisfaction when adequate, but do not by themselves
create satisfaction.
Motivators Intrinsically rewarding factors associated with the work itself or outcomes directly
derived from it.
McClelland's Theory of Needs Theory focused on the need for achievement, need for power, and need for
affiliation.
Need for Achievement (nAch) Drive to excel, achieve in relation to standards, and strive to succeed.
High Achievers People who perform best when they see their chance of success as about 50 50
and prefer moderately challenging goals.
Need for Power (nPow) Need to make others behave in a way they otherwise would not have behaved.
Need for Affiliation (nAfl) Desire for friendly and close interpersonal relationships.
Contemporary Motivation Theories Newer theories that expand understanding of worker motivation through more
research and categories of explanation.
Content Theories Theories focused on fundamental motives and individual motivation states
common to people.
, Context Theories Theories focused on sources of motivation from the contexts people are in.
Process Theories Theories focused on how people choose goals and strive toward them.
Self-Determination Theory Theory stating that well-being and performance are influenced by whether
motivation is autonomous or controlled.
Autonomous Motivation Motivation that is freely chosen.
Controlled Motivation Motivation driven by pressure from others or outside control.
Intrinsic Motivation Motivation that comes from genuine interest, enjoyment, or internal satisfaction.
Extrinsic Motivation Motivation that comes from outside rewards or pressures.
Cognitive Evaluation Theory Subtheory stating that extrinsic rewards can reduce intrinsic interest in a task.
Self-Concordance Theory Theory that looks at whether a person's reasons for pursuing goals match their
interests and core values.
Regulatory Focus Theory Theory stating that people regulate goal pursuit through either promotion focus
or prevention focus.
Promotion Focus Striving for advancement and moving toward goals.
Prevention Focus Striving to fulfill duties and avoid negative outcomes that pull a person away from
desired goals.
Job Engagement Theory Theory focused on a person's investment in and engagement with their job.
Reinforcement Theory Theory stating that behavior is shaped by its consequences.
Operant Conditioning Theory Theory stating that people learn to behave to get what they want or avoid what
they do not want.
Social Learning Theory Theory stating that people learn through observation and direct experience.
Expectancy Theory Theory stating that people act based on the expectation that effort will lead to
performance, performance will lead to rewards, and rewards will satisfy personal
goals.
Effort Performance Relationship Belief that effort will lead to good performance.
Performance Reward Relationship Belief that good performance will lead to rewards.
Rewards Personal Goals Relationship Belief that rewards will satisfy personal goals or needs.
Goal-Setting Theory Theory stating that telling employees what needs to be done and setting goals
helps motivate them.
Terms in this set (127)
Motivation Processes that account for an individual's intensity, direction, and persistence of
effort toward attaining a goal.
Intensity How hard a person tries.
Direction The orientation of effort that benefits the organization or individual.
Persistence How long a person can maintain effort over time.
Theory A method used to give understanding and explain why something happens.
Theory Steps Observation, description, possible theory or hypothesis, reading, research, more
reading, accepting rejecting or modifying the hypothesis, and publication.
Maslow's Hierarchy of Needs Early motivation theory proposing that people move through different levels of
needs and must meet lower needs before moving to higher ones.
Herzberg's Two-Factor Theory Theory stating that hygiene factors prevent dissatisfaction, but motivators tied to
the work itself create satisfaction.
Hygiene Factors Factors that prevent dissatisfaction when adequate, but do not by themselves
create satisfaction.
Motivators Intrinsically rewarding factors associated with the work itself or outcomes directly
derived from it.
McClelland's Theory of Needs Theory focused on the need for achievement, need for power, and need for
affiliation.
Need for Achievement (nAch) Drive to excel, achieve in relation to standards, and strive to succeed.
High Achievers People who perform best when they see their chance of success as about 50 50
and prefer moderately challenging goals.
Need for Power (nPow) Need to make others behave in a way they otherwise would not have behaved.
Need for Affiliation (nAfl) Desire for friendly and close interpersonal relationships.
Contemporary Motivation Theories Newer theories that expand understanding of worker motivation through more
research and categories of explanation.
Content Theories Theories focused on fundamental motives and individual motivation states
common to people.
, Context Theories Theories focused on sources of motivation from the contexts people are in.
Process Theories Theories focused on how people choose goals and strive toward them.
Self-Determination Theory Theory stating that well-being and performance are influenced by whether
motivation is autonomous or controlled.
Autonomous Motivation Motivation that is freely chosen.
Controlled Motivation Motivation driven by pressure from others or outside control.
Intrinsic Motivation Motivation that comes from genuine interest, enjoyment, or internal satisfaction.
Extrinsic Motivation Motivation that comes from outside rewards or pressures.
Cognitive Evaluation Theory Subtheory stating that extrinsic rewards can reduce intrinsic interest in a task.
Self-Concordance Theory Theory that looks at whether a person's reasons for pursuing goals match their
interests and core values.
Regulatory Focus Theory Theory stating that people regulate goal pursuit through either promotion focus
or prevention focus.
Promotion Focus Striving for advancement and moving toward goals.
Prevention Focus Striving to fulfill duties and avoid negative outcomes that pull a person away from
desired goals.
Job Engagement Theory Theory focused on a person's investment in and engagement with their job.
Reinforcement Theory Theory stating that behavior is shaped by its consequences.
Operant Conditioning Theory Theory stating that people learn to behave to get what they want or avoid what
they do not want.
Social Learning Theory Theory stating that people learn through observation and direct experience.
Expectancy Theory Theory stating that people act based on the expectation that effort will lead to
performance, performance will lead to rewards, and rewards will satisfy personal
goals.
Effort Performance Relationship Belief that effort will lead to good performance.
Performance Reward Relationship Belief that good performance will lead to rewards.
Rewards Personal Goals Relationship Belief that rewards will satisfy personal goals or needs.
Goal-Setting Theory Theory stating that telling employees what needs to be done and setting goals
helps motivate them.
