ORGB364-Chapter 5-8 Definitions
distributive justice
Perceived fairness in the distribution of outcomes and contributions relative to others.
drives
Innate brain characteristics that produce emotions to energize individuals and maintain equilibrium.
employee engagement
Motivation characterized by focused, intense, persistent, and purposive effort towards work-related
goals.
equity theory
Explains how people perceive fairness in the distribution and exchange of resources.
expectancy theory
Motivation theory based on the belief that work effort is directed towards behaviors leading to
desired outcomes.
four-drive theory
Motivation theory based on innate drives to acquire, bond, learn, and defend, incorporating emotions
and rationality.
goal setting
Process of motivating employees and clarifying their role perceptions by establishing performance
objectives.
Maslow's needs hierarchy theory
Motivation theory arranging needs in a hierarchy, where higher needs are pursued as lower ones are
fulfilled.
need for achievement (nAch)
Learned need to accomplish challenging goals and receive unambiguous feedback and recognition for
success.
need for affiliation (nAff)
Learned need to seek approval, conform to others' wishes, avoid conflict, and maintain harmony.
need for power (nPow)
Learned need to control the environment, including people and resources, for personal or social
benefit.
needs
Goal-directed forces experienced by individuals.
, organizational behaviour modification (OB Mod)
Theory explaining employee behavior based on antecedent conditions and consequences.
procedural justice
Perceived fairness of procedures used to decide resource distribution.
self-reinforcement
Reinforcement occurring when an employee has control over a reinforcer but delays taking it until
completing a self-set goal.
social cognitive theory
Theory explaining learning and motivation through observation, modeling, and anticipation of
behavior consequences.
strengths-based coaching
Approach to coaching and feedback focusing on building and leveraging employee strengths rather
than correcting weaknesses.
employee share ownership plans (ESOPs)
Reward system encouraging employees to buy company shares.
empowerment
Psychological concept where individuals experience self-determination, meaning, competence, and
impact in their organizational role.
gainsharing plan
Team-based reward calculating bonuses from work unit's cost savings and productivity improvement.
job characteristics model
Job design model linking motivational properties of jobs to personal and organizational consequences.
job design
Process of assigning tasks to a job, including interdependency with other jobs.
job enlargement
Practice of adding more tasks to an existing job.
job enrichment
Practice of giving employees more responsibility for scheduling, coordinating, and planning their own
work.
job evaluation
Systematically rating job worth by measuring required skill, effort, responsibility, and working
conditions.
distributive justice
Perceived fairness in the distribution of outcomes and contributions relative to others.
drives
Innate brain characteristics that produce emotions to energize individuals and maintain equilibrium.
employee engagement
Motivation characterized by focused, intense, persistent, and purposive effort towards work-related
goals.
equity theory
Explains how people perceive fairness in the distribution and exchange of resources.
expectancy theory
Motivation theory based on the belief that work effort is directed towards behaviors leading to
desired outcomes.
four-drive theory
Motivation theory based on innate drives to acquire, bond, learn, and defend, incorporating emotions
and rationality.
goal setting
Process of motivating employees and clarifying their role perceptions by establishing performance
objectives.
Maslow's needs hierarchy theory
Motivation theory arranging needs in a hierarchy, where higher needs are pursued as lower ones are
fulfilled.
need for achievement (nAch)
Learned need to accomplish challenging goals and receive unambiguous feedback and recognition for
success.
need for affiliation (nAff)
Learned need to seek approval, conform to others' wishes, avoid conflict, and maintain harmony.
need for power (nPow)
Learned need to control the environment, including people and resources, for personal or social
benefit.
needs
Goal-directed forces experienced by individuals.
, organizational behaviour modification (OB Mod)
Theory explaining employee behavior based on antecedent conditions and consequences.
procedural justice
Perceived fairness of procedures used to decide resource distribution.
self-reinforcement
Reinforcement occurring when an employee has control over a reinforcer but delays taking it until
completing a self-set goal.
social cognitive theory
Theory explaining learning and motivation through observation, modeling, and anticipation of
behavior consequences.
strengths-based coaching
Approach to coaching and feedback focusing on building and leveraging employee strengths rather
than correcting weaknesses.
employee share ownership plans (ESOPs)
Reward system encouraging employees to buy company shares.
empowerment
Psychological concept where individuals experience self-determination, meaning, competence, and
impact in their organizational role.
gainsharing plan
Team-based reward calculating bonuses from work unit's cost savings and productivity improvement.
job characteristics model
Job design model linking motivational properties of jobs to personal and organizational consequences.
job design
Process of assigning tasks to a job, including interdependency with other jobs.
job enlargement
Practice of adding more tasks to an existing job.
job enrichment
Practice of giving employees more responsibility for scheduling, coordinating, and planning their own
work.
job evaluation
Systematically rating job worth by measuring required skill, effort, responsibility, and working
conditions.
