c h a p t e r 16 glossaryglossary exit glossary modern management, 9 th edition click on terms for...

Chapter

16

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EXIT Glossary

Modern Management, 9th edition

Click on terms for definitions

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

© Prentice Hall, 2002

RETURN to Chapter terms EXIT Glossary

Alderfer’s ERG theory is an explanation of human needs that divides them into

three basic types: existence needs, relatedness needs, and growth needs.



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.



Behavior modification is a program that focuses on managing human activity by

controlling the consequences of performing that activity.



Content theories of motivation are explanations of motivation that emphasize

people’s internal characteristics.



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.



Esteem needs are Maslow’s fourth set of human needs–including the desires for self-respect and respect from others.



Extrinsic rewards are rewards that are extraneous to the task accomplished.



Flextime is a program that allows workers to complete their jobs within a workweek

of a normal number of hours that they schedule themselves.



Hygiene, or maintenance, factors are items that influence the degree of job

dissatisfaction.



Intrinsic rewards are rewards that come directly from performing a task.



Job enlargement is the process of increasing the number of operations an

individual performs in a job.



Job enrichment is the process of incorporating motivators into a job

situation.



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.



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.



Motivating factors, or motivators, are items that influence the degree of job

satisfaction.



Motivation is the inner state that causes an individual to behave in a way that ensures

the accomplishment of some goal.



Motivation strength is an individual’s degree of desire to perform a behavior.



The needs-goal theory is a motivation model that hypothesizes that felt needs

cause human behavior.



Negative reinforcement is a reward that consists of the elimination of an

undesirable consequence of behavior.



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.



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.



Positive reinforcement is a reward that consists of a desirable consequence of

behavior.



Process theories of motivation are explanations of motivation that emphasize

how individuals are motivated.



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.



Security, or safety, needs are Maslow’s second set of human needs––reflecting the human desire to keep free from physical

harm.



Self-actualization needs are Maslow’s fifth, and final, set of human needs–

reflecting the human desire to maximize personal potential.



Social needs are Maslow’s third set of human needs––reflecting the human desire

to belong, including longings for friendship, companionship, and love.



Theory X is a set of essentially negative assumptions about human nature.



Theory Y is a set of essentially positive assumptions about human nature.



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.



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.

c h a p t e r 16 glossaryglossary exit glossary modern management, 9 th edition click on terms for...

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relatedness needs

existence needs

growth needs

job situation

explanation of human

specialized job

explanation of motivation