| A | B |
|---|
| Motivation | Motivation is the intention of achieving a goal, leading to goal-directed behavior. |
| Ability | Ability is having the skills and knowledge required to perform the job. |
| Physiological needs | Physiological needs refers to the need for air, food, and water. |
| Safety needs | Safety needs refers to being safe from danger, pain, or an uncertain future. |
| Social needs | Social needs refers to the needs of bonding with other human beings, being loved, and forming lasting attachments with them. |
| Esteem needs | Esteem needs refers to the desire to be respected by one's peers, feeling important, and being appreciated. |
| Self-actualization | Self-actualization refers to becoming all you are capable of becoming. |
| Existence | Existence need corresponds to Maslow's physiological and safety needs. |
| Relatedness | Relatedness need corresponds to social needs. |
| Growth | Growth need refers to Maslow's esteem and self-actualization. |
| Hygiene factors | Hygiene factors include company policies, supervision, working conditions, salary, safety and security on the job. |
| Motivators | Motivators are factors that are intrinsic to the job, such as achievement, recognition, interesting work, increased responsibilities, advancement, and growth opportunities. |
| Need for achievement | Need for achievement refers to having a strong need to be successful. |
| High need for affiliation | High need for affiliation refers to wanting to be liked and accepted by others. |
| Need for power | Need for power refers to wanting to influence others and control their environment. |
| Thematic Apperception Test | Thematic Apperception Test (TAT) is a test that assesses a person's dominant needs. |
| Referent | Referent is a person we compare ourselves to in equity theory. |
| Equity sensitivity | Equity sensitivity is a personality trait that explains different reactions to inequity. |
| Benevolents | Benevolents are individuals who give without waiting to receive much in return. |
| Entitleds | Entitleds are individuals who expect to receive a lot without giving much in return. |
| Distributive justice | Distributive justice refers to the degree to which the outcomes received from the organization are fair. |
| Procedural justice | Procedural justice refers to the degree to which fair decision making procedures are used to arrive at a decision. |
| Interactional justice | Interactional justice refers to the degree to which people are treated with respect, kindness, and dignity in interpersonal interactions. |
| Expectancy | Expectancy is whether the person believes that high levels of effort will lead to outcomes of interest such as performance or success. |
| Instrumentality | Instrumentality is the degree to which the person believes that performance is related to secondary outcomes such as rewards. |
| Valence | Valence is the value of the rewards awaiting the person as a result of performance. |
| Positive Reinforcement | Positive Reinforcement involves making sure that behavior is met with positive consequences. |
| Negative Reinforcement | Negative Reinforcement involves removal of unpleasant outcomes once desired behavior is demonstrated. |
| Extinction | Extinction is the removal of rewards following negative behavior. |
| Punishment | Punishment involves presenting negative consequences following unwanted behaviors. |
| Continuous schedule | Continuous schedule refers to when reinforcers follow all instances of positive behavior. |
| Fixed ratio schedules | Fixed ratio schedules involve providing rewards every nth time the right behavior is demonstrated. |
| Variable ratio | Variable ratio involves providing the reinforcement on a random pattern. |
| OB Mod | OB Mod is a systematic application of reinforcement theory to modify employee behaviors in the workplace. |
