MGT 301 SEU Performance and Employees Motivation in Workplace Questions Discussion

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College of Administrative and Financial Sciences Assignment 1 Deadline: 15/10/2020 @ 23:59 Course Name: Organizational Behavior Student’s Name: Course Code: MGT301 Student’s ID Number: Semester: 1st CRN: Academic Year: 1441/1442 H For Instructor’s Use only Instructor’s Name: Dr xxxxxxxxxxxxxxx Students’ Grade: Marks Obtained/ 05 Level of Marks: High/Middle/Low Instructions – PLEASE READ THEM CAREFULLY • The Assignment must be submitted on Blackboard (WORD format only) via allocated folder. • Assignments submitted through email will not be accepted. • Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page. • Students must mention question number clearly in their answer. • Late submission will NOT be accepted. • Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions. • All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism). • Submissions without this cover page will NOT be accepted. Course Learning Outcomes-Covered 1 Demonstrate a clear understanding of human work behavior in the organizational setting and the implications of organizational behavior in the process of management (Lo 1.2). 2 Recognize the impact of organizational culture on shaping values, attitudes and behavior (Lo 1.9). Assignment 1 Reference Source: Textbook:Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2019). Organizational behaviour: Improving performance and commitment in the workplace (6th ed). Burr Ridge, IL: McGraw-Hill Irwin. Case Study: - 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): 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? (1.25 Marks ) 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? (1.25 Marks ) 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? (1.25 Marks ) 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 6-2 are 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? (1.25 Marks ) Due date for the submission of Assignment:- 1 • Assignment-1 should posted in the Black Board by end of Week-04. • The due date for the submission of Assignment-1 is end of Week-07. Answer: 1. 2. 3. . .
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College of Administrative and Financial Sciences

Assignment 1
Deadline: 15/10/2020 @ 23:59
Course Name: Organizational Behavior

Student’s Name:

Course Code: MGT301

Student’s ID Number:

Semester: 1st

CRN:
Academic Year: 1441/1442 H

For Instructor’s Use only
Instructor’s Name: Dr xxxxxxxxxxxxxxx
Students’ Grade: Marks Obtained/ 05

Level of Marks: High/Middle/Low

Assignment 1
Question 1
I support Bock's perspective that compared to the average performers, the top performers should
get a lot more compensation. The top performers are the cream of the company and are responsible for
most of its productivity. The case study state that the star 5 percenters are responsible for a substantial
amount of its productivity. To be more specific, they bring about roughly 25 percent of its productivity.
There is a need for the firm to do whatever it can to motivate such employees. One way the company
can do that is by giving the star performers a considerable pay compared to the average performers. It
will make them feel appreciated and valued, and the chances of them leaving the company will be very
minimal. However, if the start performers perceive that their effort/sweat result in just a little more
pay, they may feel they are not appreciated and either decide to lower their efforts or leave the firm
altogether. Also, by paying the start performers much more than the others, it may act as an incentive
for average performers to pull up their socks so that they can also get the considerable pay allocated
to the star performers.
Based on Bock's belief, persons who score 5s and 4s in their evaluation should not receive the same
compensation package or salary raise as those who scored 3s. For instance, if a person who scored 3
is allocated a salary raise of 2 percent, those who scored 4’s and 5...


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