Management, Loose-Leaf Version
13th Edition
ISBN: 9781305969308
Author: Richard L. Daft
Publisher: South-Western College Pub
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Question
Chapter 16, Problem 13EE
Summary Introduction
To Select:
Rate the statement on the scale of 1 to 7 "Significance of opportunity to create close friendship under the job".
Introduction:
A close friend is one with whom one can share everything. A close friendship is one wherein both the parties are at comfort without having any fear of opinion.
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3a. Even when he started his first job, Dewayne was not content to be just one of the employees. His boss noticed that he often coached his coworkers about ways to improve their work, even when it wasn't his job. Dewayne probably has a.
a.
low need for achievement.
b.
high need for atten tion.
c.
high need for achievement.
d.
high need for power.
e.
high need for affiliation.
“It is common in consulting work to encounter managers who believe that job attitudes do not matter—if someone quits, they will just hire another person to replace that person. What might you say to these types of managers?”
You are a manager in a mid-sized marketing firm, and you have noticed a decline in your team's motivation and performance. Despite your best efforts, team members seem disengaged and lack enthusiasm. You decide to apply guidelines for motivating people to improve the situation.
2.1. Based on the scenario, discuss three key guidelines for motivating employees in a corporate setting. Provide practical examples.
2.2. In the given scenario, you have decided to use the Expectancy Theory to motivate your team. Explain how this theory works and how you plan to apply it to boost your team's motivation. Provide specific steps and examples to illustrate your approach
Chapter 16 Solutions
Management, Loose-Leaf Version
Ch. 16 - Prob. 2OTJVCCh. 16 - Prob. 1DQCh. 16 - Prob. 2DQCh. 16 - Prob. 3DQCh. 16 - Prob. 4DQCh. 16 - Prob. 5DQCh. 16 - Prob. 6DQCh. 16 - Prob. 7DQCh. 16 - Prob. 8DQCh. 16 - Prob. 9DQ
Ch. 16 - Prob. 10DQCh. 16 - Prob. 1EECh. 16 - Prob. 2EECh. 16 - Prob. 3EECh. 16 - Prob. 4EECh. 16 - Prob. 5EECh. 16 - Prob. 6EECh. 16 - Prob. 7EECh. 16 - Prob. 8EECh. 16 - Prob. 9EECh. 16 - Prob. 10EECh. 16 - Prob. 11EECh. 16 - Prob. 12EECh. 16 - Prob. 13EECh. 16 - Prob. 1SGBCh. 16 - Prob. 1EDCh. 16 - Prob. 2EDCh. 16 - Prob. 3EDCh. 16 - Prob. 1CFCACh. 16 - Prob. 2CFCACh. 16 - Prob. 3CFCA
Knowledge Booster
Similar questions
Research on relationships at work indicates
a)
most people don't expect, or even want, personal relationships with coworkers.
b)
the development of a trust-based relationship with the manager is positively related to job attitudes.
c)
if pay is satisfactory, personal relationships don't impact job attitudes.
d)
as long as some of our coworkers are our friends, being treated unfairly by the organization won't matter that much.
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EMPLOYEES AT APPLE, GOOGLE, BIG TECH: WE’RE FEELING DEMOTIVATEDNick KolakowskiDecember 7, 2020As we approach the end of 2020, are technologists feeling burned out and demotivated? According to a new study by Blind, which anonymously surveys technologists, the answer to that question is a definite “Yes.”Overall, some 80 percent of technologists said they were demotivated at work (at FAANG firms, that rose to 83 percent). However, the number of the de-motivated varies wildly from company to company; for example, a stunning 87 percent of Facebook employees say they’re gripped by ennui, versus 73 percent at Apple.What’s behind these high numbers of demotivated technologists? It could be a consequence of the end of a very long, very difficult year for many people. Since the COVID-19 pandemic began, technologists have not only had to radically adjust to remote work, but also unexpected challenges. For product managers and engineers, for example, release schedules for apps, services, and…
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A Gallup Organization survey shows that most workers rate having a caring boss even higher than they value money. How should managers interpret this information? What are the implications?
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If you were in a situation like Steve Job where you had to take over a failing company, state which process theory ofmotivation (Expectancy or Equity) you will employ, to motivate staff and provide a detailed explanation to substantiate yourchoice.
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Evaluate theory X and theory Y. Would you rather work for a manager who helps the theory X or theory Y assumptions? Why?
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10. Based on content perspective theories of motivation, identify the level/ factor for following situations. (Each column to be filled with respective level/factor)
a. Zaheer Ahmed is working to develop a product for handicapped to serve humanity.
b. Shakir Ali is kind to his subordinates and colleagues , always listening and helping others. 8
Maslow ERG Acquired Need Herzberg’s two factor
a
b
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Referring to case "On the cost of being nice" Do you think employers must choose between agreeable employees and top performers? Why or why not?
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It’s been said that money is not enough to motivate anyone for long and that people really work for their boss, not the company. If you’ve had experience as an employee, as a manager, or both, then you no doubt have some insight into this statement. If you’ve never been involved in the workplace or business, then consider what you’ve heard from other people about their experiences in the workplace. Have something in mind? Great! Now, consider what the text had to say about the leadership skills required of sales managers and especially about how they motivate their sales force. State your insight and the experience you base it on. Would your example/insight motivate or demotivate sales professionals? Why? How can a sales manager motivate their staff
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