| A | B |
|---|
| Person-job fit | the extent to which a person’s contributions and the organization’s inducements match one another |
| Psychological Contract | set of expectations held by an employee concerning what he or she will contribute to an organization (referred to as contributions) and what the organization will in return provide the employee (referred to as inducements) |
| Attitudes | a person’s beliefs and feelings about specific ideas, situations, or people |
| Job Satisfaction | degree of enjoyment that people derive from performing their jobs |
| Organizational Commitment | an individual’s identification with the organization and its mission |
| Self-awareness | a person’s capacity for being aware of how they are feeling |
| Managing emotions | a person’s capacities to balance anxiety, fear, and anger so that they do not overly interfere with getting things accomplished |
| Counterproductive Behaviors | Absenteeism, Turnover, Theft, Sabotage, Sexual harassment, Workplace violence |
| Telecommuting | form of flextime that allows people to perform some or all of a job away from standard office settings |
| Work Sharing (Job Sharing) | method of increasing job satisfaction by allowing two or more people to share a single full-time job |
| Equity Theory | theory of motivation holding that people evaluate their treatment by the organization relative to the treatment of others |
| Expectancy Theory | theory of motivation holding that people are motivated to work toward rewards that they want and that they believe they have a reasonable chance of obtaining |
| Two-Factor Theory | theory of motivation holding that job satisfaction depends on two factors, hygiene and motivation |
| Hierarchy of Human Needs Model | theory of motivation describing five levels of human needs and arguing that basic needs must be fulfilled before people work to satisfy higher-level needs |
| Theory X | theory of motivation holding that people are naturally lazy and uncooperative |
| Theory Y | theory of motivation holding that people are naturally energetic, growth-oriented, self-motivated, and interested in being productive |
| Hawthorne Effect | tendency for productivity to increase when workers believe they are receiving special attention from management |
| Classical Theory of Motivation | theory holding that workers are motivated solely by money |
| Human resource management (HRM) | the set of organizational activities directed at attracting, developing, and maintaining an effective workforce. |
| Job Description | description of the duties and responsibilities of a job, its working conditions, and the tools, materials, equipment, and information used to perform it |
| Job Specification | description of the skills, abilities, and other credentials and qualifications required by a job |
| Job Analysis | systematic analysis of jobs within an organization |
| Selecting Human Resources | Application forms, Tests, Drug Tests, Interview, Polygraph, References |
| Wages | compensation in the form of money paid for time worked |
| Salary | compensation in the form of money paid for discharging the responsibilities of a job |
| Merit Salary System | individual incentive linking compensation to performance in non-sales jobs |
| Pay for Performance (Variable Pay) | Individual incentive that rewards a manager for especially productive output |
| Gainsharing Plan | incentive plan that rewards groups for productivity improvements |
| Profit-Sharing Plan | incentive plan for distributing bonuses to employees when company profits rise above a certain level |
| Pay-for-Knowledge Plan | incentive plan to encourage employees to learn new skills or become proficient at different jobs |
