Case Activity: Chapter 12: Motivating Employees

If Bob and Mike were analyzing how they motivate their employees in terms of Maslow's hierarchy of needs, which of the following would be true? A. Learning at seminars could meet an employee's need for growth, and if the employee were not allowed to attend seminars, then he or she might desire greater participation at work or more pay. B. Attending seminars could meet an employee's need for self-actualization, but this would be motivating only if pay, job security, inclusion, and recognition needs were also met. C. The recognition and autonomy offered by attending seminars would result in satisfaction, but employees might also be dissatisfied if pay were poor or their ideas were not valued. D. Employees with a high need for achievement would find the opportunity to learn advanced skills at seminars very motivating, while those with a high need for affiliation or power would be less motivated by seminars.

B. Attending seminars could meet an employee's need for self-actualization, but this would be motivating only if pay, job security, inclusion, and recognition needs were also met.

In the video, Mike Boyle says he has read that meeting with employees regularly is important to motivation. Despite the fact that he and Bob hold weekly staff meetings with their employees, Mike believes they should meet more often. He knows that employee meetings should have a purpose, and he asks you for advice. To make sure meetings are motivational for employees, what should be discussed? Check all that apply. A. What punishments will be administered for various undesired behaviors B. How the organization can support the employee's performance C. How the employee feels the organization's performance could be improved D. Feedback on the employee's performance

B. How the organization can support the employee's performance C. How the employee feels the organization's performance could be improved D. Feedback on the employee's performance

Bob Hanson emphasizes that sending MBSC employees to seminars on a regular basis is highly motivating. It's possible that for some employees, having to attend seminars is a burden. However, for an employee like Marco, who was excited when he found out he could major in strength and conditioning in college, having the opportunity to further their professional development is a major source of satisfaction and it motivates him to work hard for MBSC. Professional development is described in different ways by different theories of motivation. If Bob and Mike were analyzing how they motivate their employees in terms of ERG theory, which of the following would be true? A. Employees with a high need for achievement would find the opportunity to learn advanced skills at seminars very motivating, while those with a high need for affiliation or power would be less motivated by seminars. B. Learning at seminars could meet an employee's need for growth, and if the employee were not allowed to attend seminars, then he or she might desire greater participation at work or more pay. C. The recognition and autonomy offered by attending seminars would result in satisfaction, but employees might also be d

B. Learning at seminars could meet an employee's need for growth, and if the employee were not allowed to attend seminars, then he or she might desire greater participation at work or more pay.

In the video, Mike Boyle says he has read that meeting with employees regularly is important to motivation. Despite the fact that he and Bob hold weekly staff meetings with their employees, Mike believes they should meet more often. He knows that employee meetings should have a purpose, and he asks you for advice. Which of the following purposes for meeting with a staff member could be motivational? Check all that apply. A. To use extinction on an undesirable behavior B. To correct misperceptions around equity C. To set specific, challenging goals D. To fulfill the need for belongingness

B. To correct misperceptions around equity C. To set specific, challenging goals D. To fulfill the need for belongingness

1. Process Perspectives on Motivation Watch this video in which owner Michael Boyle, cofounder Bob Hanson, and personal trainer Marco Sanchez discuss what motivates people to work at Mike Boyle's Strength and Conditioning (MBSC). Then answer the questions below.

Bob Hanson emphasizes that sending MBSC employees to seminars on a regular basis is highly motivating. It's possible that for some employees, having to attend seminars is a burden. However, for an employee like Marco, who was excited when he found out he could major in strength and conditioning in college, having the opportunity to further their professional development is a major source of satisfaction and it motivates him to work hard for MBSC. Professional development is described in different ways by different theories of motivation.

Bob Hanson emphasizes that sending MBSC employees to seminars on a regular basis is highly motivating. It's possible that for some employees, having to attend seminars is a burden. However, for an employee like Marco, who was excited when he found out he could major in strength and conditioning in college, having the opportunity to further their professional development is a major source of satisfaction and it motivates him to work hard for MBSC. Professional development is described in different ways by different theories of motivation. If Bob and Mike were analyzing how they motivate their employees in terms of two-factor theory, which of the following would be true? A. Learning at seminars could meet an employee's need for growth, and if the employee were not allowed to attend seminars, then he or she might desire greater participation at work or more pay. B. Employees with a high need for achievement would find the opportunity to learn advanced skills at seminars very motivating, while those with a high need for affiliation or power would be less motivated by seminars. C. Attending seminars could meet an employee's need for self-actualization, but this would be motivating only if p

D. The recognition and autonomy offered by attending seminars would result in satisfaction, but employees might also be dissatisfied if pay were poor or their ideas were not valued.

In terms of expectancy theory, how could Mike and Bob motivate Marco to be a great personal trainer? In the video, Marco says he was an economics major in college until he discovered he could major in strength and conditioning. Then he switched majors. Clearly, learning about this field is important to him. Mike and Bob are addressing ___ when they send Marco to seminars instead of, for example, increasing his salary in exchange for his continued high performance at MBSC. They could maintain Marco's high level of motivation by: A. Reassuring him that he has a job with MBSC as long as he performs well B. Reimbursing his tuition as he seeks a master's degree in fitness management C. Sending him on an all-expense-paid Caribbean cruise for two weeks D. Setting up an employee discount program at a nearby coffee shop, laundromat, and tanning salon

valance B. Reimbursing his tuition as he seeks a master's degree in fitness management

In terms of expectancy theory, how could Mike and Bob motivate Marco to be a great personal trainer? One day, Marco says, "I'm working hard with my clients and I know what I'm doing. However, I'm not sure the workouts are making a difference in their lives, and that's what really makes me feel good about coming to work." In response, Mike and Bob should address ___ .

performance to outcome expectancy

In terms of expectancy theory, how could Mike and Bob motivate Marco to be a great personal trainer? Suppose Marco says, "I don't think I can reach the goals you've set for me." Mike and Bob should address ___ One way they could do this would be by: A. Sending Marco to an appropriate seminar B. Telling Marco that the other personal trainers have similar goals C. Reassuring Marco that he'll get a bonus if he meets his goals D. Increasing Marco's pay

effort to performance expectancy A. Sending Marco to an appropriate seminar