Description
Case: Google
Please read the case “Google” from Chapter 6 “Motivation.” Page: - 187 given in your textbook – Organizational behaviour: Improving performance and commitment in the workplace (6th ed).by Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2019) and Answer the following Questions:
Assignment Question(s):
Part:-1
1.Do you agree with Bock that star performers should get a lot more—not just a little more—than average performers? If someone earning a 3 on Google’s evaluation system gets a 2 percent raise, what should employees earning 4’s and 5’s get?
2.Given the budget issues created by giving star performers more, should someone earning a 3 get a 2 percent raise—or should they get less? What are the arguments for and against a 2 percent raise level for average performers?
3.Consider all the things Google’s People Operations group does to motivate its employees. Which motivation theories do they seem to be leveraging, and how?
Part:-2
Discussion question: Page: -167, please see the table and read carefully and then give your answers on the basis of your understanding.
4.Which of the outcomes in Table 6-2are most appealing to you? Are you more attracted to extrinsic outcomes or intrinsic outcomes? Do you think that your preferences will change as you get older?
Guidelines for the assignment: ((Follow the instructions in the attached file carefully))
- Use font Times New Roman, 12 font size
- Ensure that you follow the APA style in your project and references.
- Each question should not be less than 120 words
- Plagiarism is forbidden
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Explanation & Answer
Attached.
Running head: ORGANIZATIONAL BEHAVIOUR
Organizational Behavior
Name:
Institution:
Course Code:
October 7, 2020
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ORGANIZATIONAL BEHAVIOUR
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Part:-1
1.Do you agree with Bock that star performers should get a lot more—not just a little
more—than average performers? If someone earning a 3 on Google’s evaluation system
gets a 2 percent raise, what should employees earning 4’s and 5’s get?
I agree with Google's performance management strategy and Bock 's opinion that more should be
charged to star performers. If an individual with a rating of 3 on the evaluation system gets a 2
percent increase, a 10 percent increase should be given to star performers with a rating of 5.
Someone with a rating of 4, on the other hand, can possibly get a 4% boost. This is a simple
differentiation, so that the top performer would be able to see that their hard work and
commitment are both acknowledged in a concrete and significant way and compensated
monetarily. In addition, the differentiation between the employee earning a 3 and the employee
earning a salary of 4 is significant enough to inspire 3 to bring in the additional effort to earn a 4.
With the disparity in pay between the employee receiving a 4 and the one receiving a 5, the same
holds true. As the experience of top performers with the organization increases, they become
much more valuable assets for a corporation. While the large wage raise...