In Learning Activity 3.1, we were introduced to the Expectancy Theory of Motivation take a moment to re-watch as it will form the basis for our first group discussion.
This group discussion will use the following questions as a guide:
1. Do you believe the Expectancy theory loses its original value when a Sustainable perspective is applied? Why or why not?
2. Do you believe that individuals can be both intrinsically and extrinsically motivated at the same time? (Neubert, M., & Dyck, B. (2014)). Explain.
Next, take a moment to consider the two terms: self-fulfilling prophecy and group efficacy.
Provide specific examples of where you have seen these in play in organizations.
Every organization, large or small, has performance management systems. For your own job and one other job in your organization, analyze the performance management systems, using the following questions as guidelines:
1. What actions and performance are actually, really expected for those doing these jobs? How do you know this?
2. How are they held accountable for these actions or performances? Be specific.
3. What, exactly, are the incentives (or punishments) for these actions and performances?
4. Who and what provides performance feedback for those doing these jobs? How often? How useful are these feedback sources? What specific steps could be taken to improve feedback for these employees?
5. Are these performance management systems seen as fair by those doing the jobs? Why or why not?
Personal Experiences:
Administrative management,
Yuedong Wisdom Technology Co., Ltd., Jun 2020 Current,
Shenzhen, Guangdong China
The main category for this company is sending the shared charging cable to hotels and public places
to let our clients be able to scan the QR code to pay and then charge. As a human resource manager
and investment manager, I usually hire people and analyze whether their skills are eligible for our
team and profits controlled ( Merchants and platforms share profits equally, Employee salary
expenditure, and Administrative management, etc.)
Resources from the lesson:
1. Nahavandi, A. (2015). Organizational Behavior. Thousand Oaks CA: Sage Publication Inc
.
ISBN: 978-1-4522-7860v5 (hardcover) (Ch. 2 & Ch. 15)
2. Pearce L. Jones (2017). Organizational behavior Real Research for Real Managers. Irvine, CA : Melvin & Leigh, Publishers.
ISBN-13: 978-099730841-9 (Ch. 9)
3. Neubert, M., & Dyck, B. (2014). Organizational Behavior. Hoboken, N.J.: Wiley.
ISBN-13: 978-1118153338 (Ch. 12)
4. Latta, G. F. (2009). A Process model of organizational change in cultural context (OC3 model): The impact of organizational culture on leading change. Journal of Leadership & Organizational Studies, 16(1), 19-37.
5. Hansen, J. C., & Leuty, M. E.. (2011). Work values across generations. Journal of Career Assessment, 20(1), 34-52.
Expectation:
1. Use bullet points to address the questions.
2. Please write a speech notation for me with ideas, and I will read it in the class to share with classmates.
3. For personal experiences, you can use your own words to write it but please use my company and my position in the organization as my back ground to address the questions.