Mgmt330 Organizational Behavior Ch 5

Valences refer to the combining capacity of an atom or group of atoms in a compound, indicating the number of electrons that an atom can gain, lose, or share. It can be positive when an atom donates electrons, negative when an atom accepts electrons, or zero when an atom neither donates nor accepts electrons. Therefore, valences can indeed be positive, negative, or zero, making the statement true.

People who feel a sense of internal self-confidence tend to outperform those who doubt their capabilities. This is because individuals with self-confidence have a positive belief in their own abilities, which leads to increased motivation, perseverance, and resilience. They are more likely to take on challenges, set higher goals, and put in the necessary effort to achieve success. On the other hand, individuals who doubt their capabilities may have lower motivation, be more prone to self-doubt, and may not fully utilize their skills and talents. As a result, they are less likely to achieve the same level of performance as those with self-confidence.

Intrinsic motivation refers to the motivation that comes from within an individual, where the task itself is rewarding and enjoyable. It is driven by internal factors such as personal interest, satisfaction, and a sense of accomplishment. Intrinsic motivation is not dependent on external rewards or incentives. On the other hand, extrinsic motivation is driven by external factors such as rewards, recognition, or punishment.

Motivation is a critical consideration because job performance is largely a function of two factors: motivation and ability. In other words, an individual's performance in their job is influenced by both their level of motivation and their abilities or skills. Without motivation, even individuals with high ability may not perform well in their job. Motivation serves as the driving force behind an individual's efforts and determines their level of engagement and commitment towards their work, ultimately impacting their job performance.

Goal commitment refers to the degree to which a person accepts a goal and is determined to try to reach it. It is a measure of an individual's dedication and motivation towards achieving a specific objective. When someone is highly committed to a goal, they are more likely to put in the necessary effort, persist in the face of challenges, and actively seek opportunities to achieve the desired outcome. Goal commitment is an important factor in determining an individual's performance and success in accomplishing their goals.

Extrinsic motivation refers to motivation that is driven by external factors such as rewards, recognition, or punishments. It is a type of motivation where individuals are motivated to perform a task because they are seeking some form of external outcome or consequence. In this case, the motivation is controlled by a contingency that depends on task performance, indicating that the individual's motivation is influenced by external factors rather than internal desires or interests.

Motivation is defined as a set of energetic forces that originates both within and outside an employee. It refers to the internal and external factors that drive individuals to take action, set goals, and achieve desired outcomes. These forces can include personal aspirations, job satisfaction, recognition, rewards, and the belief in one's own abilities. Motivation plays a crucial role in determining an individual's level of engagement, performance, and overall job satisfaction.

Self-efficacy refers to an individual's belief in their own abilities to successfully perform tasks. It is the confidence a person has in their capability to execute the necessary behaviors for achieving success. This belief in one's own abilities plays a crucial role in determining motivation levels and the willingness to take on challenging tasks. Self-efficacy can greatly impact an individual's performance, as those with higher self-efficacy are more likely to set ambitious goals, persist in the face of obstacles, and ultimately achieve success.

Feedback consists of updates on employee progress toward goal attainment. It is a process of providing information to employees about their performance, highlighting what they are doing well and areas where they can improve. This helps employees understand how they are performing in relation to their goals and allows them to make necessary adjustments to achieve those goals. Feedback is essential for employee development and motivation, as it provides guidance and recognition, ultimately leading to improved performance and goal achievement.

The effects of specific and difficult goals are almost twice as strong on simple tasks as on complex tasks because when tasks are simple, individuals are more likely to be motivated and focused on achieving specific and challenging goals. This is because simple tasks require less cognitive effort and can be easily broken down into smaller steps, making it easier to set specific and difficult goals. On the other hand, complex tasks may require more cognitive resources and can be overwhelming, making it more challenging to set and achieve specific and difficult goals.

Expectancy represents the belief that exerting a high level of effort will result in the successful performance of some task. This means that individuals with a high level of expectancy believe that their efforts will lead to positive outcomes and successful performance. They have confidence in their abilities and believe that their hard work will pay off. This belief in expectancy is an important factor in motivating individuals to put in the necessary effort and strive for success.

The term "impact" refers to the effect or influence that a person's actions have on others or the world around them. When someone's actions "make a difference," it means that they are having a significant impact or creating a meaningful change. This reflects the idea that the individual's actions are meaningful and have a tangible effect on their surroundings.

Needs can be defined as cognitive groupings or clusters of outcomes that are viewed as having critical psychological or physiological consequences. Needs are essential for human survival and well-being, and they drive individuals to take action in order to fulfill them. They can include basic physiological needs such as food, water, and shelter, as well as psychological needs such as belonging, self-esteem, and self-actualization. Meeting these needs is crucial for individuals to maintain their physical and mental health.

Competence refers to a person's belief in their ability to successfully perform work tasks. It is the confidence and self-assurance that an individual has in their skills, knowledge, and abilities to complete their job responsibilities effectively. This belief in one's own competence plays a crucial role in motivating and driving performance, as individuals who have a high level of competence are more likely to take on challenging tasks, persist in the face of obstacles, and achieve desired outcomes.

Equity distress refers to a state of internal tension that arises when there is an imbalance in ratios. This imbalance can be in terms of fairness, justice, or equality. When there is inequity in ratios, it creates a sense of distress or discomfort within individuals or groups. The only way to alleviate this distress is by restoring balance to the ratios, ensuring fairness and equality.

Valence reflects the anticipated value of the outcomes associated with performance. In other words, it refers to the degree of attractiveness or desirability an individual places on the potential outcomes of their actions. It is a subjective assessment of how much an individual values the rewards or consequences that may result from their performance. Valence plays a crucial role in expectancy theory, which suggests that individuals are motivated to exert effort based on their expectations of achieving desired outcomes.

Meaningfulness captures the value of a work goal or purpose, relative to a person's own ideals and passions. It refers to the extent to which individuals feel that their work is significant, worthwhile, and aligned with their values and beliefs. When work is meaningful, individuals are more likely to feel a sense of fulfillment and satisfaction, as they see their contributions as meaningful and purposeful. This can lead to increased motivation, engagement, and overall well-being in the workplace.

Profit sharing is unlikely to have a strong motivational effect on employee effort compared to individual incentives. This is because profit sharing distributes rewards among all employees, regardless of their individual performance or effort. This can lead to a lack of motivation as employees may feel that their efforts are not directly rewarded. On the other hand, individual incentives provide a clear link between effort and reward, which can be more motivating for employees.

Expectancy theory suggests that motivation is not solely determined by an individual's own beliefs and circumstances, but also by what happens to other people. This theory emphasizes the importance of understanding how external factors, such as feedback and the behavior of others, can impact an individual's motivation. It suggests that individuals are motivated when they believe that their efforts will lead to desired outcomes and that these outcomes are valued. Therefore, the expectancy theory aligns with the idea that motivation is influenced by both personal and external factors.

Expectancy theory is the correct answer because it explains the cognitive process that employees go through to make choices among different voluntary responses. According to this theory, individuals consider the likelihood of their efforts resulting in desired outcomes, the value they place on those outcomes, and their belief in their ability to perform the necessary tasks. This cognitive evaluation process ultimately influences their motivation and decision-making regarding their voluntary responses in the workplace.

Research suggests that men are more likely than women to view money as representing achievement, respect, and freedom. This may be due to societal factors that have traditionally placed a greater emphasis on men as breadwinners and providers. Men may feel a greater pressure to succeed financially and see money as a measure of their success and status. On the other hand, women may prioritize other aspects of life such as relationships and personal fulfillment over financial achievement. However, it is important to note that these are general trends and individual perspectives on money can vary greatly.

Psychological empowerment refers to an individual's perception of having control over their work and the belief that their work tasks contribute to a larger purpose. It involves feeling competent, having a sense of autonomy, and being able to make meaningful contributions. This concept recognizes that individuals are motivated when they feel empowered and connected to the purpose and impact of their work.

Equity refers to fairness and justice in the workplace. When employees feel a sense of equity, they perceive that they are being treated fairly in terms of rewards, recognition, and opportunities. This perception creates a positive emotional attachment to their firms and a stronger sense of obligation to stay. Employees who believe that their contributions are valued and that they are being treated equitably are more likely to be motivated and committed to their organizations.

Instrumentality represents the belief that successful performance will result in some outcome(s). This means that individuals believe that their efforts and performance will lead to desired rewards or outcomes. In other words, they believe that if they perform well, they will receive positive outcomes such as promotions, recognition, or financial rewards. Instrumentality is an important concept in motivation theory as it helps explain why individuals are motivated to put in effort and perform well in order to achieve certain outcomes.