Answer questions to responses

timer Asked: Apr 28th, 2015

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Response 1

Every employee needs motivational factors. Everyone has different needs and values based on their personal responsibilities. The three basic elements of motivation are intensity, persistence, and direction. Ultimately workers must direct their efforts toward behaviors that lead to positive outcomes for the organization.

After reading chapters seven and eight of our text, I would have to say that the motivational theory that works best to describe the challenges with alternative work arrangements would be Herzberg’s Two-Factor theory. This theory shows that there are factors related to positive feelings about work of which are motivators that were associated with the job itself, such as job content, responsibilities, and achievements. The factors that led to negative feelings are what he deems hygiene factors which tended to be associated with the job context, such as pay, working conditions, and the manager’s style.

According to Herzberg, only the motivational factors lead to motivation and job satisfaction. The most significant contribution to this theory is that job content is a powerful motivator. I was torn between this theory and Maslow’s theory because personally for me I strive for physical, safety, belonging, esteem, and self-actualization but after reading more closely I have found that these are more personal-based and studies show that a person’s needs for self-actualization does not ever reach satiation.

At Comcast, we have flex time, voluntary shift bids, holiday shift bids, as well as the option to telecommunication based on business needs. I firmly believe this is why I've been with the company for almost nine years and have seen people retire from the company. We are constantly changing based on the needs of our internal customers – employees. It is imperative that employees have options so that they can balance personal life with their responsibilities at work. I do believe that this will continue because employers have learned what motivates employees and suffer when there is turnaround. As we've learned the cost of high turn around rates are significant and avoid this, employers must strive to keep their employees motivated and balanced.  

Response 2

Week 2 Discussion 1: Motivation Theory

"More recently, researchers have studied the differences between intrinsic and extrinsic motivation. As with the two-factor theory, these studies differentiate between motivation generated by workers' interest in the job for its own sake (intrinsic motivation) and motivation triggered by tangible, externally generated rewards and/or punishments (extrinsic motivation). Much debate surrounds the relationship between intrinsic and extrinsic motivation. One side views the two as additive, overlapping, and complementary. For example, a promotion might be both intrinsically and extrinsically motivating: the former because the employee desires interesting new work that makes better use of his or her skills; the latter because the employee needs a larger income. Conversely, some studies suggest that extrinsic motivation can adversely affect intrinsic motivation. A hobby, for example, might be interesting and engaging as long as a person does it for fun (intrinsically motivating), but should it become a paying job (motivated by external factors such as money), it can become yet another chore to complete and thus lose much of its motivational power (Wiersma, 1992)."

Challenges in work, and the motivation used to perform despite those challenges would be described as extrinsic motivation. Do I believe these practices like flex time and/or a compressed work week will continue? Yes, they will, but that is not saying I'm in support of it. As someone who has worked in an compressed work week before, the advantages are there, like a three day weekend and such...but, the possibility of burnout and worker fatigue is also just as prevalent. I have seen workers suffer from heat exhaustion to even death at my former job from this kind of work schedule, so I don't agree with it...but I also know that there are some who are all for it, so it can go either way.

Response 3 A.  You are a product officer for a high tech company.  You have two new products to market, but only have funding for one.  How will you determine which product to introduce?
The first step in solving any problem is to first recognize that a problem exists.  This makes perfect sense because if we as individuals fail to recognize that a problem exists then the first problem will not have a solution and there can be multiple problems that come from the first problem not being addressed.  For this particular problem we can use the decision making model that consists of six steps that can be applied to help with any decision.  I already stated the first step which is obvious in any situation.  You cannot solve a problem if you do not believe that a problem exists.  The next step is to identify the criteria and that means that the product officer should determine the purpose of the decision and the process by which is needed to achieve the goal.  Weighing the criteria would be the next step, and there are different levels of importance of the criteria.  Step four is for the product officer to generate alternatives.  The best thing to do for this step is not to limit yourself to only one outcome.  Figuring out other alternatives is the best thing to do because if one decision does not seem to work you can always have a back up plan which is usually how managers and organizational leaders are suppose to think.  
Step five is to grade each back up plan to the criteria.  Grading each alternative will give the person an idea of on whether it is even worth keeping the alternative.  If the alternative does not sound like it is going to be a good idea then it is best to find another plan.  Step six is computing the optimal decision.  The optimal decision is calculated simply by multiplying the rating of an alternative by the value of weighted importance given to each criterion, and then adding the totals for an aggregate score (Youssef, C., & Noon, A. 2012 sec. 8.3).  So to answer the question if I were the product officer I would have to do research on the product and the people who would actually buy the product to see which product would be most beneficial in the long term.  
A large advertising agency is working with a client who wants to gain market share from its competitors by marketing to young professionals.  The agency needs to decide whether to spend all of the marketing funds on a single medium (internet, television, or radio) or to spread it across all three.In this particular situation I would have to use the exact same decision making model to solve the problem.
You are the corporate acquisition officer for a large oil company that has an interest in acquiring a small-to medium-sized renewable energy company(e.g., solar, wind) in order to diversify its capabilities.  What type of company should your organization acquire?In this case I would still apply the decision making model.  I would have to go with the solar. 

Response 4

Making decisions in the workplace can be a daily objective.  Knowing how to make good, informed decisions is essential to managing successfully.  Youssef & Noon (2012) describe the rational decision-making model as one way to select an outcome that has maximum value for the company (p. 524). The six steps are:

1. Define the problem

2. Identify the criteria

3. Weigh the criteria

4. Generate alternatives

5. Rate each alternative on each of the criteria

6. Compute the optimal decision

(Youssef & Noon, 2012, pp. 525-527)

Here is the situation: A large advertising agency is working with a client who wants to gain market shares from its competitors by marketing to young professionals.  The agency needs to decide whether to spend all of the marketing funds on a single form of media (internet, television, or radio) or to spread it across all three.  What decision would you make?  Why?

Gaining market shares is a competitive business.  Using the six step, rational decision-making model, an analysis can be done to determine the best way to achieve the client’s objectives. The first step is to define the problem; in this scenario the problem is whether to spend the marketing funds on one form of media (internet, television, or radio) or to spread it across all three.  The second step is to identify the criteria, which is how much gain in market share would be gained by each of the types of media.  The third step is to weigh the criteria.  A good way to weigh the criteria in this situation is to use studies done on what types of media are used by young professionals.  A study done by Chock, et al. (2013) shows 4.92%-8.2% of young people use the internet to find jobs.  Though these specific percentages seem low, a continued look at the study shows the high percentages of young people using the internet as their source for information.   Lenhart, et al. (2010) states, “At the same time, college-age young people are flocking to social media to fill their needs for news, information and entertainment” (as cited in Chock, et al., 2013, p. 96).  Another study done by (Sunderberg, 2014) indicates, “Eight-three percent of organizations are now using social media as part of their recruitment process” (as cited in Blacksmith & Poeppelman, 2014, p. 114).  Each of the studies found could be rated numerically as to the significance of the information in recommending a specific media.  The fourth step would be to generate alternative ideas.  In this case alternatives to internet, television, or radio, would be to advertise at job fairs or on university campuses.  Then for the fifth step, studies could be found in order to also rate each of the alternatives, and step six is to add up the ratings based on the studies to reach the optimal decision. 

Based on the limited information gathered using the six step process, the statistics indicate the best way to market to young professionals is using the internet.  Therefore, that is what should be recommended to the client. 

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