I/OP Chapter 8
🇬🇧
In English
In English
Practice Known Questions
Stay up to date with your due questions
Complete 5 questions to enable practice
Exams
Exam: Test your skills
Test your skills in exam mode
Learn New Questions
Manual Mode [BETA]
The course owner has not enabled manual mode
Specific modes
Learn with flashcards
Complete the sentence
Listening & SpellingSpelling: Type what you hear
multiple choiceMultiple choice mode
SpeakingAnswer with voice
Speaking & ListeningPractice pronunciation
TypingTyping only mode
I/OP Chapter 8 - Leaderboard
I/OP Chapter 8 - Details
Levels:
Questions:
49 questions
| 🇬🇧 | 🇬🇧 |
| Behaviors that are not part of an employee's job but which make the organization a better place to work. | Organizational citizenship behavior |
| Employees will be motivated to perform at levels consistent with their levels of self-esteem | Korman; consistency theory |
| A person's overall feeling about himself | Chronic self esteem |
| Person's feeling about himself in a particular situation | Situational self-esteem |
| How a person feels about himself on the basis of the expectations of others | Socially influenced self-esteem |
| They are given insights into their strengths | Self-esteem workshops |
| Participants learn that they are emotionally and physically strong enough to be successful and to meet challenges. | Outdoor experiential training |
| Idea that people behave in ways consistent with their self-image. performance self-expectation. | Self-fulfilling prophecy |
| Idea that if people believe that something is true, they will act In a manner consistent with that belief | Pygmalion effect |
| When negative expectations of an individual cause a decrease in that individual's performance | Golem effect |
| Work motivation In the absence of such external factors as pays promotion and coworkers | Intrinsic motivation |
| Work motivation that arises from such non personal factors as pays, coworkers and opportunities for advancement | Extrinsic motivation |
| Measure of an individual's orientation toward intrinsic versus extrinsic motivation | Work preference inventory |
| Motivated by jobs that are challenging and over which they have some control | Needs for achievement |
| Motivated by jobs in which and they can work with and help other people | Need for affiliation |
| Method of recruitment in which job applicants are told both the positive and the negative aspects of the job | Realistic job preview |
| Employees would be motivated by and satisfied with their jobs of any given print in time if certain needs were met | Maslow's Hierarchy of needs |
| Theory based on the idea that employees will be satisfied with jobs that satisfy their needs. | Needs theory |
| Describes 3 levels of satisfaction : existence, relatedness and growth ; a person can skip levels | ERG theory (aldefer) |
| Postulating that there are 2 factors involved in job satisfaction: hygiene factors and motivators | Two-factor theory (herzberg) |
| Method of increasing performance in which employees are given specific performance goals to aim for. | Goal setting |
| Type of learning based on the idea that humans learn to behave in ways that will result in favorable outcomes and learn not to behave in ways that result in unfavorable outcomes | Operant conditioning |
| A rank-ordered list of reinforces of an individual | Reinforcement hierarchy |
| Motivation technique using such methods as personal attention, signs of approval and expression and appreciation | Social recognition |
| System in which employees are paid on the basis of how much they individually produce - commission and piecework | Pay for performance/ earnings at risk (EAR) |
| Cost-of-living / automatic annual increases | Step-increases |
| Employees are given the option of buying stock in the future at the price of the stock when the options were granted | Stock options |
| Motivation is a function of expectancy, instrumentality and valence | Expectancy theory |
| Perceived relationship between the amount of effort an employee puts in and the resulting outcome | Expectancy |
| Extent to which the outcome of a worker's performance, if noticed results in a particular consequence | Instrumentatlity |