On page 335 of HR5 by Denisi and Griffin, in the closing case "Driving Employee Motivation," which basic motivation concepts and theories are illustrated in this case?
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- In the case Driving Employee Motivation by Denisi and Griffin, if the motivation approach outlined in this case is indeed valid, how might it be used in other settings?Would Nucor’s employee profit-sharing system work at much larger company? At what point does a company become too large for profit sharing to making a difference in employee motivation?Your duties as HR manager in the area of job analysis has been described as very challenging. Do you agree or disagree with this positon?
- Your company is considering implementing a 360° appraisal system where up to 10 people in theorganization provide feedback on every employee as part of the annual performance appraisal process.This feedback will come from subordinates, peers, and senior managers as well as individuals in otherdepartments. You have been asked to prepare a memo to the director of human resources about thepositive and negative effects this could have on the motivation of employees. Note that not all of theemployees are on a bonus plan that will be impacted by this feedback.Mr. Wong, a supervisor in a manufacturing company realizes that a few of his workers are not motivated enough to increase the quantity and quality of the products in his department though he has introduced various incentives to spur them to improve. Differentiate between 'intrinsic'compensation and 'extrinsic' compensation. Explain how both types of compensation lead to a good compensation package that can Incentivize the employees to be more motivated in their job? Give TWO (2) examples of intrinsic' compensation and TWO (2) examples of 'extrinsic compensation.Daniel Pink is an author and speaker who gave a TED Talk titled “The Puzzle of Motivation” 1(Pink, 2009). In his talk, he argues that traditional rewards like money can improve performance for simple tasks, but can reduce performance for creative tasks. He suggests that people need autonomy, mastery, and purpose to be engaged and motivated in their work. He cites scientific studies and experiments to support his claim 1 (Pink, 2009). what would be a real life scenario where motivation was important? Describe how you have personally been impacted by either a lack of autonomy, mastery and purpose or have had an adequate amount of autonomy, master and purpose.
- On page 335 of HR5 by Denisi and Griffin, In the closing case "Driving Employee Motivation" how would you assess Nussbaum’s incentive program?Compare and contrast three different (3) motivation theories. Describe the strengths, weaknesses, and appropriate applications of each using at least six peer-reviewed sources for each theory. Lastly, reference them in correct 7th edition APA formatted Reference section.Create a motivational plan or strategy for a real-life situation. Present the reasoning and story behind the workplace scenario that needs a motivational boost. Think of a structured plan that considers all levels of employment and would be feasible financially. Instructions This activity would involve the following steps: Select a real-life situation where motivation is a challenge. Describe the company type and the industry (use a company/industry type you haven’t mentioned yet.) Analyze the situation and identify the key factors that are contributing to the motivational challenge. Based on your analysis, create a motivational plan or strategy that addresses the key factors of motivating employees. The plan should include specific actions, timelines, and measurable goals. Demonstrate how a motivational plan can help increase innovation during times of change.
- 3. Briefly describe four-drive theory and explain how drives influence employee motivation. Second your organization wants to improve employee motivation. Employees already have strong P-to-O expectancy and the outcome valences are quite favorable for strong performance, but they seem to have a low E-to-P expectancy. Identify any two strategies that would potentially increase employee motivation by improving the E-to-P expectancy.What are the four drives identified by Lawrence and Nohira, and how can they be harnessed to improve employee motivation in a business or other organisation?W hat are the expected outcomes and benefits that an organization aims to achieve through the successful implementation of an employee orientation program?"