New User Special Price Expires in

Let's log you in.

Sign in with Facebook


Don't have a StudySoup account? Create one here!


Create a StudySoup account

Be part of our community, it's free to join!

Sign up with Facebook


Create your account
By creating an account you agree to StudySoup's terms and conditions and privacy policy

Already have a StudySoup account? Login here

management motivation chapter notes

by: Isabelle Hue

management motivation chapter notes MGMT3080

Marketplace > University of Cincinnati > MGMT3080 > management motivation chapter notes
Isabelle Hue
GPA 3.9
View Full Document for 0 Karma

View Full Document


Unlock These Notes for FREE

Enter your email below and we will instantly email you these Notes for Management

(Limited time offer)

Unlock Notes

Already have a StudySoup account? Login here

Unlock FREE Class Notes

Enter your email below to receive Management notes

Everyone needs better class notes. Enter your email and we will send you notes for this class for free.

Unlock FREE notes

About this Document

notes on motivation chapter
Heather Vough
Class Notes
Management, notes, Chapter, motivation, Weekly notes




Popular in Management

Popular in Department

This 4 page Class Notes was uploaded by Isabelle Hue on Tuesday April 5, 2016. The Class Notes belongs to MGMT3080 at University of Cincinnati taught by Heather Vough in Spring 2016. Since its upload, it has received 11 views.


Reviews for management motivation chapter notes


Report this Material


What is Karma?


Karma is the currency of StudySoup.

You can buy or earn more Karma at anytime and redeem it for class notes, study guides, flashcards, and more!

Date Created: 04/05/16
motivation-A set of energetic forces that determine the direction, intensity, and persistence of an employee's work effort. • originates within and outside an employee • initiates work related effort  engagement- A term commonly used in the contemporary workplace to summarize moti vation levels expectancy theory- A theory that describes the cognitive process employees go through to ma ke choices among different voluntary responses. • effort is directed toward behaviors when effort is believed to result in performance (expectancy), performance is believed to result in outcomes (instrumentality) and those outcomes are anticipated to be valuable (valence). expectency- The belief that exerting a high level of effort will result in successful perfor mance on some task self efficacy - The belief that a person has the capabilities needed to perform the behavi ors required on some task, past accomplishments- The level of success or failure with similar job tasks in the past, vicarious experiences - Observations of and discussions with others who have performed some w ork task, verbal persuasion- Pep talks that lead employees to believe that they can “get the job done,” emotional cues- Positive or negative feelings that can help or hinder task accomplishment, instrumentality- The belief that successful performance will result in the attainment of som e outcomes valence- The anticipated value of the outcomes associated with successful perform ance, needs- Groupings or clusters of outcomes viewed as having critical psychological  or physiological consequences, extrinsic motivation- Desire to put forth work effort due to some contingency that depends on t ask performance, intrinsic motivation- Desire to put forth work effort due to the sense that task performance serv es as its own reward, meaning of money- The idea that money can have symbolic value (e.g, achievement, respect, f reedom) in addition to economic value, GOAL SETTING THEORY goal setting theory- A theory that views goals as the primary drivers of the intensity and persistence of effort. • goals become strong drivers of motivation and performance when they are difficult & specific  • d&s goals effect performance by increasing self set goals and task strategies ◦ these effects occur more often when ▪ employees receive feed back  ▪ tasks are not too complex ▪ goal commitment is high  specific and difficult goals- oals that stretch an employee to perform at his or her maximum level while  still staying within the boundaries of his or her ability. self set goals- The internalized goals that people use to monitor their own progress, task strategies-Learning plans and problem- solving approaches used to achieve successful performance feedback-In job characteristics theory, it refers to the degree to which the job itself provides information about ho w well the job holder is doing. In goal setting theory, it refers to progress updates on work goals. task complexity- The degree to which the information and actions needed to complete a tas k are complicated, goal commitment - The degree to which a person accepts a goal and is determined to reach it , S.M.AR.T. goals-Acronym that stands for • Specific • Measurable • Achievable • Results-Based • Time-Sensitive goals EQUITY THEORY equity theory-a theory that suggests that employees create a mental ledger of the outcom es they receive for their job inputs, relative to some comparison other. • rewards are equitable when a person ratio of outcomes to inputs matches those of some relevant comparison other.  • sense of inequity triggers equity distress • under-reward inequity results in lower levels of motivation or high counterproductive behavior • over-reward inequity results in cognitive distortion in which inputs are reevaluated in a more positive light   comparison other - Another person who provides a frame of reference for judging equity equity distress- An internal tension that results from being overrewarded or underrewarded  relative to some comparison other, cognitive distortion- A reevaluation of the inputs an employee brings to a job, often occurring in response to equity distress internal comparisons- Comparing oneself to someone in the same company, external comparisons- Comparing oneself to someone in a different company PHSYCOLOGICAL EMPOWERMENT psychological empowerment- An energy rooted in the belief that tasks are contributing to some larger pu rpose. • is fostered when ◦ work goals appeal to employees passions(meaningfulness), ◦ employees have a sense of choice regarding work tasks (self determination) ◦ employees feel capable of performing successfully (competence) ◦ employees feel they are making progress toward fulfilling their purpose (impact) meaningfulness- A psychological state reflecting one's feelings about work tasks, goals, and purposes, and the degree to which they contribute to society and fulfill one's ideals a nd passions, self determination- A sense of choice in the initiation and continuation of work tasks competence-The capability to perform work tasks successfully, impact-The sense that a person's actions “make a difference”— that progress is being made toward fulfilling some important purpose, ON JOB PERFORMANCE & COMMITMENT  • motivation has a strong positive relationship with job performance • moderate positive relationship with organizational commitment • self efficacy/competence (of all the energetic forces subsumed by motivation) has the strongest relationship with performance  COMPETENCE PRACTICES **used to increase motivation, practices include  1. Individual Focused Elements  ◦ piece-rate ◦ merit pay ◦ lump sum bonuses ◦ recognition awards  2. Unit Focused Elements ◦ gain sharing 3. Organization Focused Elements  ◦ profit sharing


Buy Material

Are you sure you want to buy this material for

0 Karma

Buy Material

BOOM! Enjoy Your Free Notes!

We've added these Notes to your profile, click here to view them now.


You're already Subscribed!

Looks like you've already subscribed to StudySoup, you won't need to purchase another subscription to get this material. To access this material simply click 'View Full Document'

Why people love StudySoup

Jim McGreen Ohio University

"Knowing I can count on the Elite Notetaker in my class allows me to focus on what the professor is saying instead of just scribbling notes the whole time and falling behind."

Kyle Maynard Purdue

"When you're taking detailed notes and trying to help everyone else out in the class, it really helps you learn and understand the I made $280 on my first study guide!"

Steve Martinelli UC Los Angeles

"There's no way I would have passed my Organic Chemistry class this semester without the notes and study guides I got from StudySoup."

Parker Thompson 500 Startups

"It's a great way for students to improve their educational experience and it seemed like a product that everybody wants, so all the people participating are winning."

Become an Elite Notetaker and start selling your notes online!

Refund Policy


All subscriptions to StudySoup are paid in full at the time of subscribing. To change your credit card information or to cancel your subscription, go to "Edit Settings". All credit card information will be available there. If you should decide to cancel your subscription, it will continue to be valid until the next payment period, as all payments for the current period were made in advance. For special circumstances, please email


StudySoup has more than 1 million course-specific study resources to help students study smarter. If you’re having trouble finding what you’re looking for, our customer support team can help you find what you need! Feel free to contact them here:

Recurring Subscriptions: If you have canceled your recurring subscription on the day of renewal and have not downloaded any documents, you may request a refund by submitting an email to

Satisfaction Guarantee: If you’re not satisfied with your subscription, you can contact us for further help. Contact must be made within 3 business days of your subscription purchase and your refund request will be subject for review.

Please Note: Refunds can never be provided more than 30 days after the initial purchase date regardless of your activity on the site.