Motivation Theories

3. Reflects whether employees feel their organization informs them well.
5. Concerns the fairness of the outcomes received.
9. Emotional and cognitive investment in job performance.
13. Theory that posits motivation as a result of individual's assessment of effort and outcomes.
16. Belief in one's ability to succeed in specific situations.
20. Positive consequence that strengthens behavior it follows.
22. The drive to excel and achieve.
23. A form of justice that looks at the allocation of resources.
24. Targets that are specific and challenging to enhance performance.

1. Focuses on the interpersonal nature of fairness.
2. A theory that examines how behavioral outcomes are influenced by rewards or punishments.
4. The perception of being treated with dignity and respect.
6. The theory that emphasizes control over actions for intrinsic motivation.
7. A state of fairness in the workplace impacting motivation.
8. Maslow's highest level of needs.
10. Factors intrinsic to work that lead to job satisfaction.
11. Desire for friendly relationships, according to McClelland.
12. The need for interpersonal relationships.
14. Effort leading to performance appraisal expectation.
15. Factors leading to dissatisfaction, as identified by Herzberg.
16. The need for safety and security.
17. Involves the fairness and transparency of the process.
18. First level of human needs focused on basic survival according to Maslow.
19. McClelland identified this as a desire to influence others.
21. The desire for respect and esteem.