Response 1 Every employee needs motivational factors. Everyone has different needs andvalues based on their personal responsibilities. The three basic elements ofmotivation are intensity, persistence, and direction. Ultimately workers mustdirect their efforts toward behaviors that lead to positive outcomes for theorganization. After reading chapters seven and eight of our text, I would have to say thatthe motivational theory that works best to describe the challenges withalternative work arrangements would be Herzberg’s Two-Factor theory. Thistheory shows that there are factors related to positive feelings about work ofwhich are motivators that were associated with the job itself, such as jobcontent, responsibilities, and achievements. The factors that led to negativefeelings are what he deems hygiene factors which tended to be associated withthe job context, such as pay, working conditions, and the manager’s style. According to Herzberg, only the motivational factors lead to motivation andjob satisfaction. The most significant contribution to this theory is that jobcontent is a powerful motivator. I was torn between this theory and Maslow’stheory because personally for me I strive for physical, safety, belonging,esteem, and self-actualization but after reading more closely I have found thatthese are more personal-based and studies show that a person’s needs forself-actualization does not ever reach satiation. At Comcast, we have flex time, voluntary shift bids, holiday shift bids, aswell as the option to telecommunication based on business needs. I firmlybelieve this is why I’ve been with the company for almost nine years and haveseen people retire from the company. We are constantly changing based on theneeds of our internal customers – employees. It is imperative that employeeshave options so that they can balance personal life with their responsibilitiesat work. I do believe that this will continue because employers have learnedwhat motivates employees and suffer when there is turnaround. As we’ve learnedthe cost of high turn around rates are significant and avoid this, employers muststrive to keep their employees motivated and balanced. Response2 Week 2Discussion 1: Motivation Theory’Morerecently, researchers have studied the differences between intrinsic andextrinsic motivation. As with the two-factor theory, these studies differentiatebetween motivation generated by workers’ interest in the job for its own sake(intrinsic motivation) and motivation triggered by tangible, externallygenerated rewards and/or punishments (extrinsic motivation). Much debatesurrounds the relationship between intrinsic and extrinsic motivation. Oneside views the two as additive, overlapping, and complementary. For example,a promotion might be both intrinsically and extrinsically motivating: theformer because the employee desires interesting new work that makes betteruse of his or her skills; the latter because the employee needs a largerincome. Conversely, some studies suggest that extrinsic motivation canadversely affect intrinsic motivation. A hobby, for example, might beinteresting and engaging as long as a person does it for fun (intrinsicallymotivating), but should it become a paying job (motivated by external factorssuch as money), it can become yet another chore to complete and thus losemuch of its motivational power (Wiersma, 1992).’Challenges in work, and the motivation used to performdespite those challenges would be described as extrinsic motivation. Do Ibelieve these practices like flex time and/or a compressed work week willcontinue? Yes, they will, but that is not saying I’m in support of it. Assomeone who has worked in an compressed work week before, the advantages arethere, like a three day weekend and such…but, the possibility of burnoutand worker fatigue is also just as prevalent. I have seen workers suffer fromheat exhaustion to even death at my former job from this kind of workschedule, so I don’t agree with it…but I also know that there are some whoare all for it, so it can go either way.Response3 A. You are a product officer for a high tech company. You havetwo new products to market, but only have funding for one. How will youdetermine which product to introduce?The first step in solving any problem is to first recognize that a problemexists. This makes perfect sense because if we as individuals fail torecognize that a problem exists then the first problem will not have asolution and there can be multiple problems that come from the first problemnot being addressed. For this particular problem we can use thedecision making model that consists of six steps that can be applied to helpwith any decision. I already stated the first step which is obvious inany situation. You cannot solve a problem if you do not believe that aproblem exists. The next step is to identify the criteria and thatmeans that the product officer should determine the purpose of the decisionand the process by which is needed to achieve the goal. Weighing thecriteria would be the next step, and there are different levels of importanceof the criteria. Step four is for the product officer to generate alternatives. The best thing to do for this step is not to limit yourself to only oneoutcome. Figuring out other alternatives is the best thing to dobecause if one decision does not seem to work you can always have a back upplan which is usually how managers and organizational leaders are suppose tothink. Step five is to grade each back up plan to the criteria. Grading eachalternative will give the person an idea of on whether it is even worthkeeping the alternative. If the alternative does not sound like it isgoing to be a good idea then it is best to find another plan. Step sixis computing the optimal decision. The optimal decision is calculatedsimply by multiplying the rating of an alternative by the value of weightedimportance given to each criterion, and then adding the totals for anaggregate score (Youssef, C., & Noon, A. 2012 sec. 8.3). So toanswer the question if I were the product officer I would have to do researchon the product and the people who would actually buy the product to see whichproduct would be most beneficial in the long term. A large advertising agency is working with a client who wants to gainmarket share from its competitors by marketing to young professionals. The agency needs to decide whether to spend all of the marketing fundson a single medium (internet, television, or radio) or to spread it acrossall three.In this particular situation I would have to use the exact same decisionmaking model to solve the problem.You are the corporate acquisition officer for a large oil company that hasan interest in acquiring a small-to medium-sized renewable energycompany(e.g., solar, wind) in order to diversify its capabilities. Whattype of company should your organization acquire?In this case I would still apply the decision making model. I wouldhave to go with the solar. Response 4 Makingdecisions in the workplace can be a daily objective. Knowing how tomake good, informed decisions is essential to managing successfully. Youssef & Noon (2012) describe the rational decision-making model as oneway to select an outcome that has maximum value for the company (p. 524). Thesix steps are:1. Define theproblem2. Identifythe criteria3. Weigh thecriteria4. Generatealternatives5. Rate eachalternative on each of the criteria6. Computethe optimal decision(Youssef& Noon, 2012, pp. 525-527)Here is thesituation: A large advertising agency is working with a client who wants togain market shares from its competitors by marketing to youngprofessionals. The agency needs to decide whether to spend all of themarketing funds on a single form of media (internet, television, or radio) orto spread it across all three. What decision would you make? Why?Gainingmarket shares is a competitive business. Using the six step, rationaldecision-making model, an analysis can be done to determine the best way toachieve the client’s objectives. The first step is to define the problem; inthis scenario the problem is whether to spend the marketing funds on one formof media (internet, television, or radio) or to spread it across allthree. The second step is to identify the criteria, which is how muchgain in market share would be gained by each of the types of media. Thethird step is to weigh the criteria. A good way to weigh the criteriain this situation is to use studies done on what types of media are used byyoung professionals. A study done by Chock, et al. (2013) shows4.92%-8.2% of young people use the internet to find jobs. Though thesespecific percentages seem low, a continued look at the study shows the highpercentages of young people using the internet as their source forinformation. Lenhart, et al. (2010) states, “At the sametime, college-age young people are flocking to social media to fill theirneeds for news, information and entertainment” (as cited in Chock, et al.,2013, p. 96). Another study done by (Sunderberg, 2014) indicates,“Eight-three percent of organizations are now using social media as part oftheir recruitment process” (as cited in Blacksmith& Poeppelman, 2014, p. 114). Each of the studies found could berated numerically as to the significance of the information in recommending aspecific media. Thefourth step would be to generate alternative ideas. In this case alternativesto internet, television, or radio, would be to advertise at job fairs or onuniversity campuses. Then for the fifth step, studies could befound in order to also rate each of the alternatives, and step six is to addup the ratings based on the studies to reach the optimal decision. Based on thelimited information gathered using the six step process, the statisticsindicate the best way to market to young professionals is using theinternet. Therefore, that is what should be recommended to theclient.
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