| balanced scorecard (BSC) | A reward system that pays bonuses for improved results on a composite of financial, customer, internal process, and employee factors.
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| drives | Instinctive tendencies to seek particular goals or maintain internal stability.
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| employee engagement | Employees' emotional and cognitive (rational) motivation, their perceived ability to perform the job, their clear understanding of the organization's vision and their specific role in that vision, and their belief that they have been given the resources to get the job done.
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| employee stock ownership plans (ESOPs) | Reward systems that encourage employees to buy company stock.
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| empowerment | A psychological concept represented by four dimensions: self-determination, meaning, competence, and impact of the individual's role in the organization.
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| equity theory | A theory that explains how people develop perceptions of fairness in the distribution and exchange of resources.
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| expectancy theory | A motivation theory based on the idea that work effort is directed toward behaviors that people believe will lead to desired outcomes.
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| extrinsic reward | Anything received from another person that the recipient values and is contingent on his or her behavior or results.
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| four-drive theory | A motivation theory based on the innate drives to acquire, bond, learn, and defend that incorporates both emotions and rationality.
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| gainsharing plan | A reward system in which team members earn bonuses for reducing costs and increasing labor efficiency in their work process.
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| goal setting | The process of motivating employees and clarifying their role perceptions by establishing performance objectives.
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| intrinsic reward | A positive emotional experience resulting directly and naturally from the individual's behavior or results.
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| job characteristics model | A job design model that relates the motivational properties of jobs to specific personal and organizational consequences of those properties.
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| job enrichment | A job design practice in which employees are given more responsibility for scheduling, coordinating, and planning their own work.
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| MARS model | A model that outlines the four factors that influence an employee's voluntary behavior and resulting performance—motivation, ability, role perceptions, and situational factors.
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| Maslow's needs hierarchy theory | A motivation theory of needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one becomes gratified.
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| motivation | The forces within a person that affect his or her direction, intensity, and persistence of voluntary behavior.
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| needs | Mostly conscious deficiencies that energize or trigger behaviors to satisfy those needs.
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| performance appraisal | A systematic process of evaluating an employee's performance.
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| piece rate systems | Systems that reward employees based on the number of units produced.
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| profit-sharing plan | A reward system that pays bonuses to employees based on the previous year's level of corporate profits.
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| self-actualization | The need for self-fulfillment in reaching one's potential.
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| stock options | A reward system that gives employees the right to purchase company stock at a future date at a predetermined price.
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| 360-degree feedback | Performance feedback received from a full circle of people around an employee.
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