Lydia 's Attitude And Work Performance

She is not successful; she didn’t have enough time because she was working both jobs she was trying to manage both but she wasn’t successful. One thing I could of done different from Barbara was to try find better opportunity

Her boss, Ed, has recommended counseling due to decrease in motivation with job activities. After ten years on the job, he feels the alcohol and drugs are affecting performance levels with low motivation in performing every day job duties. Ed is concerned that she has fallen into depression due to breaking up with her boyfriend.

The effort-performance relationship deals with belief of the employee that increased effort will result in improved performance. The performance-reward relationship focuses on the degree to which the employee believes their improved performance will lead to a desired outcome. The rewards-personal goals relationship is the degree to which the rewards of improved performance will meet the personal desires of the employee. Throughout the case, Stacy makes it clear that she feels undervalued by Royce. The case discusses how Stacy’s department has had to deal with a number of cutbacks that have resulted in a decrease in performance and higher turnover. This has undoubtedly had a negative effect on the image of the Student Activities department, which has clearly bothered Stacy. Furthermore, Royce has acknowledged that Stacy has “managed it all,” however he has not recognized this as an accomplishment on Stacy’s part. That feeling of being undervalued has resulted in a lack of motivation on Stacy’s end. The expectancy theory explains how an employee might ask themselves “if I give maximum effort, will it be recognized in my performance appraisal?” If Stacy were to ask herself that question, her answer would be a resounding “no.” She acknowledged this by admitting to having thoughts

Another step Sally could take to brighten her future would be to talk more and engage in conversation as well. She was extremely shy and nervous around me at first, but after working with her a little while she finally started opening up. I believe in order to work with the public in general you have to have a personality.

Alice enters my office wanting to work on her anxiety and mood changes. There were some general goals aligned with her assessing a desire to be less anxious and to control sudden mood changes. She also stated she would like to turn her life around, but has no idea where to start. Alice notes she is not bleak. She has enough guts to leave a lot of her shady past behind and enrolled into college.

Out of all the job’s Tina has had, her favorite job is Davenport West High School because she works with the kids she can understand and interact with them. This is because she has two daughters and relates to the other kids. Since Tina has had three jobs over her career, she says working in the workplace has helped her tremendously. A few ways it has helped her are improving her communication skills and adapting to the different ethnicities. It is a major impact with her working at West High School since; there are all different ethical groups and having to communicate with everyone. In addition, at each job they have taught her different responsibilities and make her feel like she has accomplished all the tasks given to be done. One of the positive’s she’s had working in the work place, is doing the work and receiving a pay check in reward for all her hard work. Negatives that Tina has had are doing the little jobs that she didn’t have to do and dealing with work drama. In conclusion, all of the jobs Tina has had have helped her since; she has learned something new from each

PO attended group on time, and participated in the check-in re: current mood and news. PO received information re: what appropriate behavior on the job is. PO completed The Job Savvy on “How to be a Success at Work”, and learned the importance of looking good on the job. PO demonstrated his learning by sharing with peers about his work ethic and how to follow rules at work. PO had a positive response to

Jenny is more dominant and overbearing, while Connie is more timid. Jenny caused Connie’s attitude to change due to the way she spoke to her about her work. It was even mentioned that Connie now feels there is no point to try so hard when she is treated like she did something wrong, but does not understand what she did incorrectly. Jenny’s “high and mighty” attitude has caused a caring employee to feel like “there is no connection between her efforts and her performance”.

* Extraversion- Wilson strives hard to create positive culture by interacting with employees and respect their feedback. Further individual achievements

1) Review the motivation theories discussed in this chapter. How would each one describe and explain the problems with Simon Lucas’s motivation?

This case is about Paul Reed, a vice president and supervisor at Magic Eye, who is trying to understand the reason his programmers in his firm, are not reaching their potential. For that matter, Paul sought Muriel Tremblay, who is responsible for the personal to discover the issue. Muriel then interviewed an employee named Jeannie Savaria who has worked for the company for over a year and discovered that there had been some lack of motivation from Paul. According to Robbins, S. P. & Judge, (184). Motivation is the process that accounts for an individual’s intensity, direction, and persistence of effort towards attaining a goal. In this paper, I will use the Vroom Expectancy Motivation Theory to explain Jeannine Savaria’s motivation and what can her supervisor do to improve her motivation.

One of her working goals is to train local people eventually to take over her duties. This proved that she wanted to give to people rather than

* Employee’s were losing confidence in Alex as a team member and motivator can be connected to the theory of inter-personal roles as this role includes training and motivating the employees which lacks in this case.

Although Mary Ann did not want to waste time with this open communication process, she would have realized that Mike and Jeanine work better together when each subordinate individually feels useful and important. Mary Ann got the results out of Jeanine that she expected because she made her feel useful and important. If Mike was properly motivated and given

helpful individual, and others viewed his work as being inconsistence and spotty at times. Rios is required to submit a formal performance evaluation on all of her workers, and Barlow’s performance appraisal was the most challenging yet she had to face. Lack of Motivation Barlow’s behavior at the TA can be simply defined as lack of motivation, and this can be further explained in depth by the use of expectancy theory. The expectancy model states, “People are motivated to work when they expect to achieve things they want from their jobs. A basic premise of the expectancy model is that employees are rational people. They think about what they have to do to be rewarded and how much the rewards mean to them before they perform their jobs.”