| 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | Appendix A | Appendix B | attribution theory Suggests that we attribute causes to behavior based on observations of certain characteristics of that behavior. Employees observe their own behavior, determine whether it is a response to external or internal factors, and shape their future motivated behavior accordingly.
avoidance (negative reinforcement) The opportunity to avoid or escape from an unpleasant circumstance after exhibiting behavior. Avoidance occurs when the interacting parties' goals are incompatible and the interaction between groups is relatively unimportant to the attainment of the goals.
classical conditioning A simple form of learning that links a conditioned response with an unconditioned stimulus.
continuous reinforcement With this type of reinforcement, behavior is rewarded every time it occurs.
effort-to-performance expectancy A person's perception of the probability that effort will lead to performance.
equity The belief that we are being treated fairly in relation to others.
equity theory Focuses on people's desire to be treated with what they perceive as equity and to avoid perceived inequity.
expectancy theory Suggests that people are motivated by how much they want something and the likelihood they perceive of getting it.
extinction Decreases the frequency of behavior by eliminating a reward or desirable consequence that follows that behavior.
fixed-interval reinforcement Provides reinforcement on a fixed time schedule.
fixed-ratio reinforcement Provides reinforcement after a fixed number of behaviors.
inequity The belief that we are being treated unfairly in relation to others.
learning A relatively permanent change in behavior or behavioral potential resulting from direct or indirect experience.
negative reinforcement (avoidance) The opportunity to avoid or escape from an unpleasant circumstance after exhibiting behavior.
organizational behavior modification (OB mod) The application of reinforcement theory to people in organizational settings.
outcome Anything that results from performing a particular behavior.
performance-to-outcome expectancy An individual's perception of the probability that performance will lead to certain outcomes.
positive reinforcement A reward or other desirable consequence that a person receives after exhibiting behavior.
process-based perspectives These perspectives focus on how people behave in their efforts to satisfy their needs.
punishment An unpleasant, or aversive, consequence that results from behavior.
reinforcement The consequences of behavior.
reinforcement discrimination The process of recognizing differences between behavior and reinforcement in different settings.
reinforcement generalization The process through which a person extends recognition of similar or identical behavior-reinforcement relationships to different settings.
reinforcement theory This theory is based on the idea that behavior is a function of its consequences.
schedules of reinforcement Indicate when or how often managers should reinforce certain behaviors.
social learning Occurs when people observe the behaviors of others, recognize their consequences, and alter their own behavior as a result.
valence The degree of attractiveness or unattractiveness a particular outcome has for a person.
variable-interval reinforcement Varies the amount of time between reinforcements.
variable-ratio reinforcement Varies the number of behaviors between reinforcements.