9/1/23, 10:40 PM
Concepts and Terms [ BUSI 240 - Document Eight]
about:blank
1/5
Concepts and Terms
BUSI 240
Document Eight
9/1/23, 10:40 PM
Concepts and Terms [ BUSI 240 - Document Eight]
about:blank
2/5
Need for Affiliation (nAff)
a learned need in which people seek approval from others, conform to the wishes and
expectations and avoid conflict and confrontation
Need for Power (nPow)
a learned need in which people want to control their environment, including people and material
resources, to benefit either themselves (personalized power) or others (socialized power)
Needs
goal-directed forces that people experience
Organizational Behavior Modification (OB Mod)
a theory that explains employee behavior in terms of the antecedent conditions and consequences
of that behavior
Procedural Justice
perceived fairness of the procedures used to decide distribution of resources
Self-Reinforcement
reinforcement that occurs when an employee has control over a reinforcer but doesn't "take" it
until completing a self-set goal
9/1/23, 10:40 PM
Concepts and Terms [ BUSI 240 - Document Eight]
about:blank
3/5
Social Cognitive Theory
a theory that explains how learning and motivation occur by observing and modeling others as
well as by anticipating the consequences of our behavior
Strengths-Based Coaching
a positive organizational behavior approach to coaching and feedback that focuses on building
and leveraging employee's strengths rather than trying to correct his or her weaknesses
Drives (Primary Needs)
hardwired characteristics of the brain that correct deficiencies or maintain an internal equilibrium
by producing emotions to energize individuals
Drive to Acquire
the drive to seek out, take, and control, and retain objects and personal experiences. also
motivates competition
Drive to Bond
a variation of the need for belonging and affiliation. motivates people to cooperate and,
consequently, is essential for organizations and societies
9/1/23, 10:40 PM
Concepts and Terms [ BUSI 240 - Document Eight]
about:blank
4/5
Drive to Comprehend
a variation of Maslow's primary need to know. motivates people to discover answers to unknown
as well as conflicting ideas
Drive to Defend
the drive to protect ourselves physically, psychologically, and socially
Antecedents
events preceding the behavior, informing employees that a particular action will produce specific
consequences
Positive Reinforcement
when the introduction of a consequence increases or maintains the frequency or future
probability of a specific behavior (receiving encouragement from co-workers)
Negative Reinforcement
negative reinforcement occurs when the removal or avoidance of a consequence increases or
maintains the frequency or future probability of a specific behavior
Extinction
occurs when a consequence eliminates the frequency or future probability of a specific behavior
completely
9/1/23, 10:40 PM
Concepts and Terms [ BUSI 240 - Document Eight]
about:blank
5/5
Continuous Reinforcement
providing positive reinforcement after every occurrence of the desired behavior
Variable Ratio Schedule
employee behavior is reinforced after a variable number of times (salesmen)
Feedback
information that lets us know whether we have achieved the goal or are properly directing our
effort toward it
Goal Setting
the process of motivating employees and clarifying their role perceptions by establishing
performance objectives
Strength-Based Coaching
a positive organizational behavior approach to coaching and feedback that focuses on building
and leveraging the employee's strengths rather trying to correct his or her weaknesses
Distributive Justice
perceived fairness in the outcomes we receive compared to our contributions and the outcomes
and contributions of others
