Wallace just got a new batch of articles to edit. He is enthused about starting something new. He decides to put all other distractions aside and focus on this task. He gets a great deal done, but after three hours, he is ready for something else. Deciding to quit after a few hours demonstrates the effect of Wallace's motivation on his ________ of effort.
- sincerity
- direction
- intensity
- persistence
- expectancy
Motivation is defined as a set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence. Persistence is how long the effort lasts.
Resistance: When a target refuses to perform a request and puts forth an effort to avoid having to do it.
Bobbi invests a great deal of energy in her job. She focuses closely, finds her tasks so interesting that she loses track of time, and takes a lot of initiative. Bobbi demonstrates a high level of
- expectancy.
- engagement.
- instrumentality.
- goal acceptance.
- equity appreciation.
Bobbi is a highly engaged employee.
Engagement: A term commonly used in the contemporary workplace to summarize motivation levels.
Effective job performance is most often a function of
- motivation and emotions.
- emotions and ability.
- ability and expectations.
- motivation and ability.
- expectations and emotions.
Motivation is a critical consideration because effective job performance often requires high levels of both ability and motivation.
Spatial Ability: Capabilities associated with visual and mental representation and manipulation of objects in space.
Motivation has a ________ effect on job performance.
- strong positive
- moderate positive
- weak positive
- moderate negative
- strong negative
Motivation has a strong positive effect on job performance. People who experience higher levels of motivation tend to have higher levels of task performance.
Job Performance: Employee behaviors that contribute either positively or negatively to the accomplishment of organizational goals.
Kwame designs and delivers public outreach programs for Hydro Sun Electric. He seems to never take a break, he always talks about work, and he often reaches the end of the day wishing he could do more and not realizing how late it has gotten. Kwame's behavior demonstrates the concept of
- vicariousness.
- engagement.
- feedback.
- valence.
- equity.
You can think of engagement as a contemporary synonym, more or less, for high levels of intensity and persistence in work effort. Employees who are "engaged" completely invest themselves and their energies into their jobs. Outwardly, engaged employees devote a lot of energy to their jobs, striving as hard as they can to take initiative and get the job done. Inwardly, engaged employees focus a great deal of attention and concentration on their work, sometimes becoming so absorbed, involved, and interested in their tasks that they lose track of time.
Engagement: A term commonly used in the contemporary workplace to summarize motivation levels.
Intrinsic motivation is controlled by some contingency that depends on task performance.
Motivation that is controlled by some contingency that depends on task performance is called extrinsic motivation.
Intrinsic Motivation: Desire to put forth work effort due to the sense that task performance serves as its own reward.
________ is the set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence.
- Organizational commitment
- Job satisfaction
- Job performance
- Motivation
- Leadership
Motivation is defined as a set of energetic forces that originates both within and outside an employee; initiates work-related effort; and determines its direction, intensity, and persistence.
Motivation: A set of energetic forces that determine the direction, intensity, and persistence of an employee’s work effort.
Motivation is not one thing but rather a set of distinct forces.
Motivation is not one thing but rather a set of distinct forces. Some of those forces are internal to the employee, such as a sense of purpose or confidence, whereas others are external to the employee, such as the goals or incentives an employee is given.
Motivation: A set of energetic forces that determine the direction, intensity, and persistence of an employee’s work effort.
Motivation determines the direction, intensity, and outcome of effort.
Motivation determines the direction, intensity, and persistence of effort.
Motivation: A set of energetic forces that determine the direction, intensity, and persistence of an employee’s work effort.
In which of the following scenarios is the compensation plan element of gainsharing used?
- Florida receives a set payment for each dog she grooms.
- Landon gets an additional 10 percent increase in salary each year if he meets his goals.
- Nigel gets an extra paycheck because his supervisors rank him as their most valuable employee.
- The members of Shae's distribution unit get an extra seven percent salary if they meet their goals.
- Angelina gets a free large screen television because she stayed after work hours to fix a software glitch.
Gainsharing is a bonus received for meeting unit goals for criteria controllable by employees.
Goal Setting Theory: A theory that views goals as the primary drivers of the intensity and persistence of effort.
Merit pay represents the most common element of organizational compensation plans.
Merit pay represents the most common element of organizational compensation plans.
Trust: The willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions.
Russell works in a canvas factory where workers are paid five dollars for every tent they sew together. Workers who are very fast may make twice as much money as some of the slower workers. Which of the following compensation plan elements is used at Russell's factory?
- merit pay
- piece-rate
- gainsharing
- profit sharing
- lump-sum bonus
A piece rate is a specified rate is paid for each unit produced, each unit sold, or each service provided.
A lump-sum bonus is a bonus received by members of a unit for meeting unit goals.
Lump-sum bonuses and gain sharing provide a forum for assigning difficult and specific goals; the former does so at the individual level and the latter at the unit level.
Which of the following is a unit-focused compensation plan element?
- merit pay
- lump-sum bonus
- gainsharing
- profit sharing
- piece-rate
Gainsharing is a bonus received for meeting unit goals for criteria controllable by employees.
Bargaining: The third stage of the negotiation process, during which each party gives and takes to arrive at an agreement.