MANA3335 MindTap Case Activity: Chapter 10: Managing Employee Motivation and Performance

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:

*effort to performance expectancy *Sending Marco to an appropriate seminar {Marco is expressing concern about effort to performance expectancy, or whether he can meet his objectives by putting in effort. Without this belief, he is unlikely to be motivated to try hard. His managers could address this by offering him training, such as by sending him to a seminar that will teach him what he needs to know. Increasing his pay may meet Marco's lower-level needs, but it's uncertain whether those needs are motivating him right now and, in any event, this would not address his concern. Managing Marco's perceptions of what other trainers are being asked to do could be part of equity theory, but perceptions of inequity are not the issue here. Reassuring Marco that he'll get a bonus would speak to performance to outcome expectancy and to extrinsic rewards, but it would not address his concern that he can't achieve the performance necessary to get the bonus}

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?

*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 terms of ERG theory, attending seminars could meet employees' need for growth. Employees seek to meet all three levels of needs at once: existence, relatedness, and growth. Thus, they might be motivated by professional development opportunities even if, for example, they had to work another part-time job to make ends meet because pay was low. If they did not have opportunities for growth, they would seek greater fulfillment of existence and relatedness needs}

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.

*To correct misperceptions around equity *To set specific, challenging goals *To fulfill the need for belongingness {Setting specific, challenging goals is a powerful way to motivate employees. Also, conversations that correct misperceptions around the relative inputs and outputs of employees, or equity among employees, can increase motivation, as an employee who feels he is being treated unfairly may change his mind. In addition, sharing information with employees and listening to their ideas can help meet their need for belongingness, need for affiliation, or drive to bond. However, using extinction to eliminate an undesired behavior involves ignoring it, so this is not a good reason to meet with an employee}