Direction of effort

Intensity of effort
Persistence of effort
Motivation determines the... (3)
expectancy theory
describes the cognitive process that employees go through to
make choices among different voluntary responses
expectancy, instrumentality, and valence
the expectancy theory suggests that our choices depend on 3
specific beliefs that are based in our past learning and
experience:
expectancy
represents the belief that exerting a high level of effort will result
in the successful performance of some task
subjective probability
expectancy is a ?
self-efficacy
defined as the belief that a person has the capabilities needed to
execute the behaviors required for task success
past accomplishments, vicarious experiences, and verbal
persuasion and emotional cues
when employees consider efficacy levels for a given task, they
consider/dictate 4 things
instrumentality
represents the belief that successful performance will result in
some outcome
instrumentality
is a set of subjective probabilities
valence
reflects the anticipated value of the outcomes associated with
performance (v)
salary increases, bonuses, and more informal rewards
examples of positively valenced outcomes
disciplinary actions, demotions, and terminations
examples of negatively valenced outcomes

extrinsic motivation
motivation that is controlled by some contingency that depends
on task performance
intrinsic motivation
motivation that is felt when task performance serves as its own
reward
pay, bonuses, promotions, benefits, praise, job security
extrinsic outcome examples
enjoyment, accomplishment, knowledge gain, personal
expression
examples of intrinsic outcomes
employee's "total motivation" level
taken together, extrinsic and intrinsic motivation represent ?
goal setting theory
views goals as the primary drivers of the intensity and
persistence of effort
assigning employees specific and difficult goals
what results in higher levels of performance?
gives people a number to shoot for - a "measuring stick" that
can be used to tell them how hard they need to work and for
how long
assigning specific and difficult goals gives people ?
one that stretches employees to perform at their maximum
level while still staying within the boundaries of their ability
a difficult goal is one that ?
people's own self-set goals
assignment of a specific and difficult goal shapes ?
self-set goals
the internalized goals that people use to monitor their own task
progress
task strategies
goals triggers the creation of ?
task strategies
learning plans and problem-solving approaches used to achieve
successful performance

moderators
affect the strength of the relationships between variables
feedback, task complexity, and goal commitment
moderators of task performance are ? (3)
feedback
consists of updates on employee progress toward goal attainment
task complexity
reflects how complicated the information and actions involved in
a task are, as well as how much the task changes
goal commitment
the degree to which a person accepts a goal and is determined to
try to reach it
Microsoft
which company recently revised its use of goal setting principles
in an effort to boost goal commitment and task performance
equity theory
acknowledges that motivation doesn't just depend on your own
beliefs and circumstances but also on what happens to other
people
"mental ledger" of the outcomes they get from their job duties
equity theory suggests that employees create a ?
comparison other
some person who seems to provide an intuitive frame of
reference for judging equity
the ratio of some comparison other
equity theory argues that you compare your ratio of outcomes
and inputs to ?r
cognitive calculus
ratio of outcomes to inputs between you and your comparison
other
equity distress
an internal tension that can only be alleviated by restoring
balance to the ratios
equity distress

any imbalance in cognitive calculus ratios triggers ?

equity distress
likely takes the form of negative emotions such as anger or envy
psychological empowerment
reflects an energy rooted in the belief that work tasks contribute
to some larger purpose
meaningfulness
self-determination
competence
impact
psychological empowerment consists of 4 things?
intrinsic motivation
psychological empowerment represents a form of ?
meaningfulness
captures the value of a work goal or purpose, relative to a
person's own ideals and passions
self determination
reflects a sense of choice in the initiation and continuation of
work tasks
competence
captures a person's belief in his or her capability to perform work
tasks successful

impact
reflects the sense that a person's actions "make a difference" that
progress is being made toward fulfilling some important purpose
self-efficacy/competence
the motivating force with the strongest performance effect is the
self-efficacy/competence
people who feel a sense of internal self-confidence tend to
outperform those who doubt their capabilities describe ?
difficult goals
second most powerful motivating force
high levels of valence, instrumentality, and expectancy
third most powerful motivating force

perceptions of equity
4th (weaker) powerful motivating force