Management Question

User Generated


Business Finance

Houston Baptist University


Chapter Learning Objectives Responses

On the first page of each of the 14 chapters you will find a list of Learning Objectives (LO) for the chapter. For example, on the first page of Chapter 1, there are six learning objectives. LO1-1 is “Define organizational behavior and organizations.” For each chapters, you must write a response for all of the Learning Objectives on the first page of the chapter. When writing a response to an LO please begin the first paragraph of the response with wording like: “In response to LO-1 …” Do not write out the entire LO. Each response will be worth a maximum of five points.

Your responses for each chapter will be worth up to five points. Your responses for all of the Learning Objectives in a chapter must be a minimum of two full pages in length and no longer than three pages in length. For example, your responses for all six of the Learning Objectives in Chapter 1 must be in the two to three page range (not two to three pages for each of the four Learning Objectives). Each page of your paper must be single-spaced (not Multiple 1.15 or Multiple 1.08, which are the default settings for recent versions of Word) and printed using Times New Roman, size 12 font, with 1.25 inch margins on the side and 1 inch margins on the top and bottom (Office 2003 default in Margin settings in Page Layout on the Word header). Also, please do not use any space saving techniques such as adding extra space between paragraphs (the first sentence of each paragraph should be indented and the After setting in Paragraph should be set at ‘0 pt’), using bulleted or numbered items, using sub-titles or footnotes, including diagrams and tables, or including anything other than the chapter number and your name at the top of your review. Your grade for an assignment will be reduced if you do not follow these technical requirements.

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Explanation & Answer

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Chapter 5
Student Name
In response to LO5-1, employee engagement refers to a personal cognitive and emotional
motivation which is specifically focused, persistent, intense, and purposive energy
towards job-related goals. Employee motivation, on the other hand, is the energy level,
enthusiasm, commitment, and level of creativity which a worker brings to the company
every day. Employee motivation and engagement are directly related as they determine
the general performance or behavior of an employee. When an employee is motivated by
the organizational environment, he or she tends to be more engaged in the assigned duties
and focused to attain set goals within the stipulated time. Beyond, it is the emotional
commitment to, involvement in, and satisfaction with the job and a high level of
engagement in organizational activities which determines employee performance. Also,
the performance and behavior of an employee are highly linked with self-efficacy sense
in performing the assigned work.
In response to LO5-2, there are forces or drivers of motivation within an individual which
impact his or her intensity, direction, and persistence in a certain voluntary behavior in
the workplace. These drivers are also known as the primary needs and are neural
conditions which empower people to maintain or correct deficiencies of internal
equilibrium. Beyond, it is out of these motivation forces that an employee gets job
satisfaction and a corr...

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