Exam 13: Motivating for Performance

A satisfied worker is not necessarily more productive than a dissatisfied one.

Jorge, the office manager of Metalblock Inc., believes that providing positive consequences for a job well done will increase the likelihood of good work performance in the future. Jorge personally sends e-mails to his employees to commend their efforts when they perform well. Karla, the CEO of Descriptive Designs Inc., takes her employees off probation early when they perform to her expectations. Barney, the sales manager of Queenstar Corp., often shouts at his employees when they perform poorly. He also fails to appreciate employees when they perform well, which often results in poor performances.Barney has failed to appreciate his employees when they perform well, which has resulted in poor performances. This is an example of

Creekside Robotics Corp. provides free lunch to its employees every day. The work environment is informal and friendly, which allows everyone to get to know each other. The company also holds a recreational event the last weekend of every month. Although the employees are all satisfied with these practices, the company implements a new incentive scheme to give cash rewards to employees who perform well. The company's goal is to keep its employees motivated.By providing free lunch to its employees every day, Creekside Robotics Corp is satisfying the employees' ________ needs.

Sven directs a small team of managers. When he is conducting meetings, Amy frequently interrupts Sven and others. Sven finally warns Amy that if she does not stop interrupting, he will administer a punishment. At the next meeting, he notices that Amy interrupts less than half as much as she usually does. Sven does not want to go so far as to reward Amy, but he does want this behavior to continue. What step would best help him accomplish this?

Diana, a team lead, realizes that her team is composed of people with varying interests. Jin has a strong desire to influence others and encourage them to improve and enhance organizational goals. Merle wishes to be liked by others in the organization. Maria has the tendency to control others and often tries to manipulate and exploit them. Sam is obsessed with accomplishing his goals and strives to succeed. Diana often motivates her team members by giving a raise when they perform well. However, when they perform poorly, Diana assigns them undesirable tasks.According to McClelland's theory, Merle has a need for