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Chapter 4

Chapter 4 - MHR 405


Department
Human Resources
Course Code
MHR 405
Professor
Frank Miller
Chapter
4

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MHR 405: Chapter 4 Definitions
MOTIVIATION: The process of arousing and sustaining goal-directed behaviour
JOB SATISFACTION: A pleasureable or positive emotional state resulting from the
appraisal of one's job or job experiences
INTRINSIC MOTIVATION: A person's internal drive to do something because of inter
est, challenge, or personal satisfaction
EXTERINSIC MOTIVATION: Motivation that comes from outside the person, such as pa
y, tangible rewards, or a promotion
EMPLOYEE ENGAGEMENT: A state of emotional and intellectual involvement that empl
oyees have in their organization
CYBERLOAFING: Employees surfing the internet when they should be working
NEED HIERARCHY: Maslow's theory that people are motivated by five sets of needs,
and that as a lower need is gratified, the person becomes motivated by the next
need in hierarchy
PROGRESSION HYPOTHESIS: The lowest level of ungratified need motivates behvaiour
SELF-ACTUALIZATION: The realization of one's full potential
ERG THEORY: Alderfer's theory that people are motivated by existance (E), Relate
dness (R), and Growth (G) needs, and that as a lower need is gratified the perso
n becomes more motivated by the next need in the hierarchy
FRUSTRATION REGRESSION ANALYSIS: The theory that when people are frustrated in t
heir ability to satisfy a higher-order need, they regress to the next lower need
and intensify their desire to gratify this need
NEED FOR ACHIEVMENT: An individual need for excellance, competition, challenging
goals and feedback
NEED FOR POWER: An Individuals need to influence others and make a difference in
life
NEED FOR AFFILIATION: An individuals need to establish and maintain warm, close
relationship, with other people.
THEORY X: A set of assumptions about how to manage individuals who are motivated
by lower-order needs
THEORY Y: A set of assumptions of how to manage individuals who are motivated by
higher-order needs
MOTIVTOR: Intrinsic factor in the job that lead to satisfaction, such as achievm
ent and the work itself
HYGIENE FACTOR: Extrinsic factors surrounding the job that lead to dissatisfacti
on, such as company policies and pay
JOB SATISFACTION: Designing or redesigning jobs by incorporating motivational fa
ctors into them
EXPECTANCY THEORY: The theory that people exert effort if they expect that their
effort will result in good performance, and that this performance will be instr
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