avoidance Used to strengthen behavior by avoiding unpleasant consequences that would result if the behavior were not performed

behavior modification (OB mod) A reinforcement program that starts by specifying behaviors that are to be increased or decreased, then ties these target behaviors to specific forms of reinforcement

compressed work schedule Working a full 40-hour week in fewer than the traditional five days

content perspectives Approaches to motivation that try to answer the question: What factor or factors motivate people?

effort-to-performance expectancy The individual's perception of the probability that his or her effort will lead to high performance

empowerment The process of enabling workers to set their own work goals, make decisions, and solve problems within their sphere of responsibility and authority

equity theory Suggests that people are motivated to seek social equity in the rewards they receive for performance

expectancy theory Suggests that motivation depends on two things—how much we want something and how likely we think we are to get it

extinction Used to weaken undesired behaviors by simply ignoring or not reinforcing that behavior

fixed-interval schedule Provides reinforcement at fixed intervals of time, such as regular weekly paychecks

fixed-ratio schedule Provides reinforcement after a fixed number of behaviors regardless of the time interval involved, such as a bonus for every fifth sale

flexible work schedules (flextime) Allowing employees to select, within broad parameters, the hours they work

goal-setting theory Assumes that behavior is a result of conscious goals and intentions

incentive system A reward system whereby people get different pay amounts at each pay period in proportion to what they do

job sharing When two part-time employees share one full-time job.

Maslow's hierarchy of needs Suggests that people must satisfy five groups of needs in order—physiological, security, belongingness, esteem, and self-actualization

merit system A reward system whereby people get different pay raises at the end of the year, depending on their overall job performance

motivation The set of forces that cause people to behave in certain ways

need for achievement The desire to accomplish a goal or task more effectively than in the past

need for affiliation The desire for human companionship and acceptance

need for power The desire to be influential in a group and to control one's environment

outcomes Consequences of behaviors in an organizational setting; usually rewards

participation The process of giving employees a voice in making decisions about their own work

performance-to-outcome expectancy The individual's perception that her or his performance will lead to a specific outcome

positive reinforcement A method of strengthening behavior with rewards or positive outcomes after a desired behavior is performed

process perspectives Approaches to motivation that focus on why people choose certain behavioral options to fulfill their needs and how they evaluate their satisfaction after they have attained these goals

punishment Used to weaken undesired behaviors by using negative outcomes or unpleasant consequences when the behavior is performed

reinforcement theory Approach to motivation that explains the role of rewards as they cause behavior to change or remain the same over time

reward systems The formal and informal mechanisms by which employee performance is defined, evaluated, and rewarded

telecommuting Allowing employees to spend part of their time working off site, usually at home

two-factor theory of motivation Suggests that people's satisfaction and dissatisfaction are influenced by two independent sets of factors—motivation factors and hygiene factors

valence An index of how much an individual desires a particular outcome; the attractiveness of the outcome to the individual

variable-interval schedule Provides reinforcement at varying intervals of time, such as occasional visits by the supervisor

variable-ratio schedule Provides reinforcement after varying numbers of behaviors are performed, such as the use of complements by a supervisor on an irregular basis