Copyright

Employee Motivation, Satisfaction & Commitment Flashcards

Employee Motivation, Satisfaction & Commitment Flashcards
1/26 (missed) 0 0
Create Your Account To Continue Studying

As a member, you'll also get unlimited access to over 79,000 lessons in math, English, science, history, and more. Plus, get practice tests, quizzes, and personalized coaching to help you succeed.

Try it risk-free
Try it risk-free for 30 days. Cancel anytime
Already registered? Log in here for access
Self-Determination Theory: Relatedness

We consider this to be the need to feel like you are included in a group.

Got it
Self-Determination Theory: Competence

The need to believe that you can successfully carry out a task and determine what the outcome of the task will be.

Got it
Self-Determination Theory: Autonomy

This reflects the need to have some level of control over your life. Individuals who can make no choices are denied this. This is decreased by extrinsic motivators.

Got it
Locke's Goal-Setting Theory

This theory argues that you must set goals that are clear and challenging for employees. You must also give them the right tools and offer positive feedback to generate satisfaction.

Got it
Frederick Herzberg

He came up with a theory about employee satisfaction that included hygiene factors and motivators. He never managed to fully connect satisfaction to productivity.

Got it
Hygiene Factors

According to Frederick Herzberg, these are things that raise employee dissatisfaction. As they are taken away, dissatisfaction drops.

Got it
Incentives

These are rewards that cause employees to feel more motivated. In order to be effective, they must be something the employee wants or needs.

Got it
Monetary Incentive

You give your employees this kind of incentive if you give them bonuses or cash.

Got it
Non-Monetary Incentive

These are benefits offered to employees that are not related to earning more wages. The ability to work from home or to gain further training are examples of this.

Got it
Theory Y Managers

Managers who think well of employees and think they are able to be creative and to practice self-direction. These managers were seen as more valid according to Douglas McGregor.

Got it
Theory X Managers

These managers have a poor opinion of employees. They think employees are self-centered and motivated only by money.

Got it
Frustration-Regression

Individuals experience this when higher order needs, like those related to belonging, are not fulfilled, leading people to focus on lower needs, like safety.

Got it
Alderfer's ERG Theory

A theory on the needs of people that takes Maslow's hierarchy and splits those needs into the domains of relatedness, growth and existence.

Got it
26 cards in set

Flashcard Content Overview

The flashcards in this set can help you go over theories related to employee motivation, including:

  • Victor Vroom's Expectancy Theory
  • Self-Determination Theory
  • Locke's Goal-Setting Theory
  • Alderfer's ERG Theory

You can also find cards that cover intrinsic and extrinsic motivation. Ratios and ratings used to measure employees in the workplace are also addressed by this set of cards. Additionally, you can review both monetary and non-monetary incentives.

Front
Back
Alderfer's ERG Theory

A theory on the needs of people that takes Maslow's hierarchy and splits those needs into the domains of relatedness, growth and existence.

Frustration-Regression

Individuals experience this when higher order needs, like those related to belonging, are not fulfilled, leading people to focus on lower needs, like safety.

Theory X Managers

These managers have a poor opinion of employees. They think employees are self-centered and motivated only by money.

Theory Y Managers

Managers who think well of employees and think they are able to be creative and to practice self-direction. These managers were seen as more valid according to Douglas McGregor.

Non-Monetary Incentive

These are benefits offered to employees that are not related to earning more wages. The ability to work from home or to gain further training are examples of this.

Monetary Incentive

You give your employees this kind of incentive if you give them bonuses or cash.

Incentives

These are rewards that cause employees to feel more motivated. In order to be effective, they must be something the employee wants or needs.

Hygiene Factors

According to Frederick Herzberg, these are things that raise employee dissatisfaction. As they are taken away, dissatisfaction drops.

Frederick Herzberg

He came up with a theory about employee satisfaction that included hygiene factors and motivators. He never managed to fully connect satisfaction to productivity.

Locke's Goal-Setting Theory

This theory argues that you must set goals that are clear and challenging for employees. You must also give them the right tools and offer positive feedback to generate satisfaction.

Self-Determination Theory: Autonomy

This reflects the need to have some level of control over your life. Individuals who can make no choices are denied this. This is decreased by extrinsic motivators.

Self-Determination Theory: Competence

The need to believe that you can successfully carry out a task and determine what the outcome of the task will be.

Self-Determination Theory: Relatedness

We consider this to be the need to feel like you are included in a group.

Employee Satisfaction Index: Formula

((Total score / 3) - 1) / 9 x 100

Voluntary Turnover Rate

You can look at this to find out how many employees come to work for your company and then leave on their own in the space of a year.

Performance Index Rating

Businesses use this to measure how efficient their employees are.

Engagement Rating

This rate can tell a business how committed its employees are.

Unscheduled Absence Ratio

Checking this out will tell you how often employees don't come to work without providing an excuse.

Victor Vroom's Expectancy Theory: Expectancy

This tells us how much effort an employee will put forth based on the hope that this effort will improve his or her performance.

Victor Vroom's Expectancy Theory: Performance

The actions an employee takes while working. These can be increased if an employee perceives that he or she will be rewarded for working harder.

Victor Vroom's Expectancy Theory: Rewards

According to this theory, these are things employees consider valuable and that can be given to them if they make a desired effort.

Intrinsic Motivation

This type of motivation comes from inside of you. It isn't based on pay or bonuses, but rather on feelings of satisfaction or fulfillment.

Extrinsic Motivation

The kind of motivation that comes from outside a person. This can include positive rewards or negative punishments, like the threat of being fired.

Indirect Satisfaction Measurement

Businesses use this method to measure employee satisfaction when they track how many employees quit.

Direct Satisfaction Measurement

You measure employee satisfaction in this way if you go out and ask employees how they feel about their work.

Employee Satisfaction

Employees feel this when they are content with their job. These employees want to stay in their job, which may be a bad thing if they are not good workers.

To unlock this flashcard set you must be a Study.com Member.
Create your account

Unlock Your Education

See for yourself why 30 million people use Study.com

Become a Study.com member and start learning now.
Become a Member

Already a member? Log In

Support