1- One day, Marco says, “I’m working hard with my clients and I know what I’m do
ID: 367963 • Letter: 1
Question
1- One day, Marco says, “I’m working hard with my clients and I know what I’m doing. However, I’m not sure the workouts are making a difference in their lives, and that’s what really makes me feel good about coming to work.” In response, Mike and Bob should address
A- performance to outcome expectancy
B- effort to performance expectancy
C- Valence
D- extrinsic rewards
2- They could increase Marco’s motivation by:
A- Giving Marco the job title “Director of Strength and Conditioning”
B- Confirming that if more clients sign up with Marco, he’ll get a bonus at the end of the year
C- Telling Marco he has more expertise than any other trainer at the gym
D- Reviewing fitness data on Marco’s clients that show his work has been improving their health
3- Mike Boyle says he has read that meeting with employees regularly is important to motivation. Despite the fact that he and Bob hold weekly staff meetings with their employees, Mike believes they should meet more often. He knows that employee meetings should have a purpose, and he asks you for advice. If the purpose of meeting with an employee is to motivate that individual, which of the following would be appropriate topics? Check all that apply.
A- How the employee’s job could include more variety and be more meaningful
B- The progress the employee is making toward achieving important goals
C- What rewards the employee values
D- Exactly how the employee should perform each task of the job
Explanation / Answer
1. (A)
According to Victor Vroom’s Expectancy Theory of Motivation, performance to outcome expectancy refers to the probability that good performance will give rise to a credible outcome.
Here Marco is looking for an intrinsic reward of making a difference in his clients’ lives. Mike and Bob should try to convince Marco that his hard work would not go in vain and it would definitely result in a positive outcome for his clients.
2. (D)
Mike and Bob should try to show some proof to Marco that his performance is resulting in a fruitful outcome for his clients. This they can do by carrying out an analysis of his clients’ fitness data and explaining to him that the health of the clients has been improving over a period of time.
3. (A), (B) and (C)
The first three topics all act as important motivating factors for employees.
Job variety and meaningfulness of work are the motivators as per Herzberg’s two-factor theory of motivation.
Accomplishment of important goals can again be classified as a motivator according to Herzberg’s theory. It can also be explained by effort to performance expectancy of Vroom’s motivational theory.
The type of reward and its value as perceived by an employee can again be explained by the valence component of Vroom’s theory of motivation.
Many employees may not like the idea of being instructed about how to carry out each and every task in a job, especially if they fall in McGregor’s Theory Y type of person. Hence, the last topic need not be discussed in the meeting, while the first three topics (i.e., A, B and C) can definitely be discussed in the meeting.
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