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In brief, the effort heuristic follows a tendency to judge objects that took a longer time to produce to be of higher value. [1] The more effort invested in an object, the better it is deemed to be. This is especially true in situations where value is difficult to assess or the evaluator lacks expertise in the appraisement of an item.
Effort justification is an idea and paradigm in social psychology stemming from Leon Festinger's theory of cognitive dissonance. [1] Effort justification is a person's tendency to attribute the value of an outcome they put effort into achieving as greater than the objective value of the outcome.
Learned industriousness theory asserts that reinforcing an individual for achieving a performance standard increases the likelihood of that individual's performing those behaviors again. If the individual exerted high levels of effort during the completion of the task, the effort takes on its own reinforcing value.
The expectancy theory of motivation explains the behavioral process of why individuals choose one behavioral option over the other. This theory explains that individuals can be motivated towards goals if they believe that there is a positive correlation between efforts and performance, the outcome of a favorable performance will result in a desirable reward, a reward from a performance will ...
Grit involves maintaining goal-focused effort for extended periods of time, often while facing adversity, but it does not require a critical incident. Importantly, grit is conceptualized as a trait while resilience is a process. Finally, resilience has been almost exclusively studied in children who are born into "at-risk" situations. [20]
[8] Subjective task values can be broken into four subcategories: [1] Attainment Value (Importance for identity or self), Intrinsic Value (Enjoyment or Interest), Utility Value (Usefulness or Relevance), and Cost (loss of time, overly-high effort demands, loss of valued alternatives, or negative psychological experiences such as stress ...
Examples for the latter are loose language use (saying "I earn €2000 a month" when one really earns €1997.32), hyperbole, and metaphor. In other words, relevance theory views figurative language, just as literal language, as a description of an actual state of affairs (path (c) in the diagram), the only difference being the extent to which ...
The track of scientific research around employee recognition and motivation was constructed on the foundation of early theories of behavioral science and psychology. [3] The earliest scientific papers on employee recognition have tended to draw upon a combination of needs-based motivation (for example, Hertzberg 1966; Maslow 1943) theories and reinforcement theory (Mainly Pavlov 1902; B.F ...