the set of employee behaviors that contribute, either positively or

negatively, to organizational goal accomplishment

includes behaviors that are Job Performance:
within the control of employees
a set of energetic forces both within and outside employees,
initiates work-related effort, determines its direction...
employee behaviors that are directly involved in the Motivation
transformation of organizational resources into the goods or Definition
a critical consideration --> effective job performance
services that the organization produces
Task Performance
the set of explicit obligations that an employee must fulfill to exerting a high level of effort will result in the
Expectancy successful performance
receive compensation and continued employment.
Expectancy theory Instrumentality that successful performance will result in some outcomes
reflects the anticipated value of the outcomes associated with
Valence
performance
a list of activities: oservations, surveys, and interviews of positive, negative or zero
employees

each activity is rated by "subject matter experts" according to Organizations identify behaviors that underlie task as the primary drivers of the intensity and
things like the importance and frequency of the activity. performance persistence of effort
people know what their best is
The activities that are rated highly in terms of their Specific and difficult goals more effective than do-your-best They help employees gauge
importance and frequency are retained and used to define the effort and time needed to meet defined criteria.
task performance
Feedback: consists of updates on employee progress toward
goal attainment.
Why exactly do specific and difficult goals have such positive Task complexity : reflects how complicated the information and
interpersonal citizenship behavior : behaviors benefit effects? actions
coworkers and colleagues and involve assisting,
Goal commitment : defined as the degree to which a person
supporting, and developing other organizational members
2 most common types accepts a goal and is determined to try to reach it
first: rewards, ex: promotions, bonuses, recognition
organizational citizenship behavior : support and protect the
company, work to improve the company's performance, second: relate to sharing progress and outcomes
Citizen Behavior Strategies for Fostering Goal Commitment
third: support, include: provide necessary resources and
guidance, enhance the likelihood of goal achievement
behavior is relevant to almost every job goal setting theory fourth: participation, entails individuals in the goal-setting
process, fostering ownership and commitment
change significantly over time Importanct points
Final: resources, providing tools, equipment, and personnel to
tempting to downplay the importance of citizenship behaviors - achieve their goals
focusing only on your own job duties and putting the “extra”
things aside Specific: clearly goals and specifically defined
Measurable : goals should always be measurable
Achieveable: goals should be achievable and fit in your present
schedule
What are S.M.A.R.T Goals?
actions, behaviors, or activities that harm the organization, its LESSON 4 Relevant: The goals should not be wage and be realistic
employees, or its operations
Time-based: There should be a time frame attached to your goal
Definition which will give you the motivation to work towards it.
significant negative consequences, impacting productivity,
morale, and even the organization's financial well-being
motivation doesn’t just depend on your own beliefs and
circumstances but also on what happens to other people
behaviors that harm the organization’s assets and possessions Definition
Property deviance employees create a mental ledger of the inputs they put into their
Ex: sabotage, theft job duties.

against the org but focus on reducing the efficiency of work First: the ratio of outcomes to inputs is balanced between
output you and your comparison other
Production
Ex: wasting resources, substance abuse Second: your ratio of outcomes to inputs is less than your
comparison other’s ratio.
3 possible outcomes
intentionally disadvantage other individuals rather than larger org Types Third: your ratio of outcomes to inputs is greater than your
Counterproductive behavior comparison other’s ratio
Political
Ex: gossiping, incivility
Job equity: Compare yourself to others doing the same job,
Equity theory same company, with = levels of education, seniority and
hostile verbal and physical actions directed toward other performance
employees
Personal aggression Company Equity: compare ... same company but deffirent jobs,
Ex: harassment, abuse = levels of resonsibility and working conditions
Occupational Equity : doing same job but different company
different comparison others
employees are good at the particular job tasks that fall within Educational Equity: compare yourself to others who have
their job description attained the same education
Good performer?
The goal for any manager is, therefore, to have employees who Age: compare yourself to others of the same age
fulfill all three pieces of this good performer description.

Meaningfulness: the value of a work goal or

purpose, relative to a person's own ideals and
a reflection of the changing nature of work from industrial to
knowledge-based
passions
Self-determination: a sense of choice in the
The change is complexity of technology, the globalization of initiation and conituation of work tasks
Knowledge work
markets, and the rise of the service economy
competence a person's belief in his/her capability to
Psychological empowerment
more fluid and dynamic, Facts, data, and information are always perform work
changing
Impact a person's actions ""make a difference"
Workplace trends today's organiztions
expectations for knowledge workers are increasingly high
strongest performance effect is self-efficacy/competence

difficultgoals are the second most powerful motivation

dominated the scene, the fastest-growing sector: the service How important is motivation? high levels of valence, instrumentality, and expectancy
industry (interactions and expertise)
Service work perceptions of equity

moderate posiive effect on organozational commitment

A misstep in a service encounter cannot be masked or rectified
later;

As the service economy continues its ascent, mastering the art

of invisible interaction will become increasingly valuable