Chapter
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EXIT Glossary
Modern Management, 9th edition
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Alderfer’s ERG theory
Argyris’ maturity-immaturity continuum
Behavior modification
Content theories of motivation
Equity theory of motivation
Esteem needs
Extrinsic rewards
Flextime
Hygiene, or maintenance, factors
Intrinsic rewards
Job enlargement
Job enrichment
Job rotation
McClelland’s acquired needs theory
Motivating factors, or motivators
Motivation
Motivation strength
Needs-goal theory
Negative reinforcement
Physiological needs
Porter-Lawler theory
Positive reinforcement
Process theories of motivation
Punishment
Security, or safety, needs
Self-actualization needs
Social needs
Theory X
Theory Y
Theory Z
Vroom expectancy theory
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Alderfer’s ERG theory is an explanation of human needs that divides them into
three basic types: existence needs, relatedness needs, and growth needs.
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Argyris’ maturity-immaturity continuum is a concept that furnishes
insights into human needs by focusing on an individual’s natural progress from
immaturity to maturity.
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Behavior modification is a program that focuses on managing human activity by
controlling the consequences of performing that activity.
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Content theories of motivation are explanations of motivation that emphasize
people’s internal characteristics.
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Equity theory of motivation is an explanation of motivation that emphasizes the individual’s perceived fairness of an employment situation and how perceived
inequities can cause certain behaviors.
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Esteem needs are Maslow’s fourth set of human needs–including the desires for self-respect and respect from others.
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Extrinsic rewards are rewards that are extraneous to the task accomplished.
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Flextime is a program that allows workers to complete their jobs within a workweek
of a normal number of hours that they schedule themselves.
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Hygiene, or maintenance, factors are items that influence the degree of job
dissatisfaction.
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Intrinsic rewards are rewards that come directly from performing a task.
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Job enlargement is the process of increasing the number of operations an
individual performs in a job.
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Job enrichment is the process of incorporating motivators into a job
situation.
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Job rotation is the process of moving workers from one job to another rather
than requiring them to perform only one simple and specialized job over the long
term.
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McClelland’s acquired needs theory is an explanation of human needs that
focuses on the desires for achievement, power, and affiliation that people develop
as a result of their life experiences.
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Motivating factors, or motivators, are items that influence the degree of job
satisfaction.
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Motivation is the inner state that causes an individual to behave in a way that ensures
the accomplishment of some goal.
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Motivation strength is an individual’s degree of desire to perform a behavior.
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The needs-goal theory is a motivation model that hypothesizes that felt needs
cause human behavior.
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Negative reinforcement is a reward that consists of the elimination of an
undesirable consequence of behavior.
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Physiological needs are Maslow’s first set of human needs––for the normal
functioning of the body, including the desires for water, food, rest, sex, and air.
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The Porter-Lawler theory is a motivation theory that hypothesizes that felt needs
cause human behavior and that motivation strength is determined primarily by the
perceived value of the result of performing the behavior and the perceived probability that the behavior performed will cause the
result to materialize.
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Positive reinforcement is a reward that consists of a desirable consequence of
behavior.
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Process theories of motivation are explanations of motivation that emphasize
how individuals are motivated.
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Punishment is the presentation of an undesirable behavior consequence or the removal of a desirable one that decreases
the likelihood that the behavior will continue.
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Security, or safety, needs are Maslow’s second set of human needs––reflecting the human desire to keep free from physical
harm.
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Self-actualization needs are Maslow’s fifth, and final, set of human needs–
reflecting the human desire to maximize personal potential.
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Social needs are Maslow’s third set of human needs––reflecting the human desire
to belong, including longings for friendship, companionship, and love.
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Theory X is a set of essentially negative assumptions about human nature.
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Theory Y is a set of essentially positive assumptions about human nature.
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Theory Z is the effectiveness dimension that implies that managers who use either Theory X or Theory Y assumptions when
dealing with people can be successful, depending on their situation.
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The Vroom expectancy theory is a motivation theory that hypothesizes that felt needs cause human behavior and that
motivation strength depends on an individual’s degree of desire to perform a
behavior.