In the equation explaining how motivation determines performance: P = M + A + E A. M = Motivation, A = Attitude, E = Environment B. M = Motivation, A = Ability, E = Environment C. M = Motivation, A = Ability, E = Emotion D. M = Motivation, A = Attitude, E = Emotion
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In the equation explaining how motivation determines performance: P = M + A + E
| A. |
M = Motivation, A = Attitude, E = Environment |
|
| B. |
M = Motivation, A = Ability, E = Environment |
|
| C. |
M = Motivation, A = Ability, E = Emotion |
|
| D. |
M = Motivation, A = Attitude, E = Emotion |
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- In the case Driving Employee Motivation by Denisi and Griffin, if the motivation approach outlined in this case is indeed valid, how might it be used in other settings?Daniel Pink is an author and speaker who gave a TED Talk titled “The Puzzle of Motivation” 1(Pink, 2009). In his talk, he argues that traditional rewards like money can improve performance for simple tasks, but can reduce performance for creative tasks. He suggests that people need autonomy, mastery, and purpose to be engaged and motivated in their work. He cites scientific studies and experiments to support his claim 1 (Pink, 2009). what would be a real life scenario where motivation was important? Describe how you have personally been impacted by either a lack of autonomy, mastery and purpose or have had an adequate amount of autonomy, master and purpose.What do profit-sharing plans, stock options, and gain-sharing plans all have in common? They are systems that reward for results rather than behaviors. They are systems that reward for behaviors rather than results. They are nonmonetary and noneconomic in nature. They are not effective in motivating performance.
- Some research studies (Ilies & Judge, 2003; Saari & Judge, 2004) report that genetics play a very important part in whether an employee has a high level of job satisfaction. Their work suggests that the attitudes, personality, and values that a person brings to the workplace are better predictors of whether the employee will be satisfied than any of the external factors a company or manager might provide the employee. In fact, their studies indicate that a person with high satisfaction will generally report being highly satisfied, no matter the situation within the company. Similarly, a person who reports low satisfaction will consistently report low satisfaction, no matter what the company may do to increase the employee's satisfaction. If these studies are correct, then there would seem to be some rationality in only hiring applicants with positive personalities. In this assignment, you will develop a ten item survey that will be given to all applicants at your company. The…An employee incentive program can help organizations improve their productivity, reduce their production costs and reduce employee retention. It can also build employee engagement and encourage teamwork. In addition, it can boost the morale of their workers. Describe and discuss TWO (2) types of pay (incentive) for individual performance and TWO (2) types of pay (incentive) for group performance.Which one of the following option is a major motivator for whistleblowing? a. moral reason b. money c. fear d. personal gain
- In Chapter 3 the text highlights six determinants of job satisfaction. Beginning in 2021, a phenomena called the Great Resignation started to impact industries across the nation. What fueled this? And, is there any relationship between job satisfaction and the Great Resignation?One of the reasons that make Pay-for-Performance (PFP) plans fail is that employees do not have control over performance due to task constraints. According to the Expectancy/Instrumentality Theory, this is due to: A. Misalignment between rewarded performance and organizational goals. B. Weak expectancy link C. Low valence D. Weak instrumentality linkMotivation can be described as the driving force within individuals that impels them to action. a) Explain the Model of Motivation Process; b) Identify and discuss different types of needs; c) identify and describe different Types of Perceived Risk.
- Which one is more important for employees in the workplace, internal motivation or external motivation? Justify your answer with real-life examples.According to the equity theory, employees value their own outcomes in relation to their own inputs. Then they compare the outcomes-to-inputs ratio to: Group of answer choices the employee's own past experience in a different position in the current organization the employee's own past experience in a different organization another employee's experience inside the current organization another employee's experience outside the organization any or all of the aboveWhat is the difference between intrinsic and extrinsic motivation? Give your viewpoint on using extrinsic rewards.