How should Donna proceed? In answering this question, draw extensively on Hackman and Oldham’s Job Characteristics Model. Specifically, describe to Donna the core job characteristics (CJCs) the model identifies that might need attention. When these characteristics are present in a job, tell her what positive consequences are predicted to follow, and why. Also inform her about the individual difference and situational factors that are likely to determine whether a job high in the CJCs will have the predicted positive effects on employee attitudes and behavior. What are some of the job re-design strategies that Donna can apply to implement the CJCs at TMM? Choose any hypothetical job you wish that might exist at TMM as an example to illustrate your thinking.
What would you tell Don about how to motivate these employees to behave in organizationally desirable ways? Specifically, tell him how human needs operate, and how needs relate to the design of an effective reward system. In developing your answer, draw heavily on the frameworks presented by Maslow and Alderfer and McGregor’s Theory X and Theory Y. What are the key characteristics of these theories? How are they different? Which of these approaches do you consider to be most relevant to Don’s situation, and why?
Go beyond a discussion of needs, and tell Don what else he should do to assure that his employees’ behavior will be directed toward organizational goal achievement rather than something else. Also, tell him what he should do to increase the likelihood that this desirable employee behavior will be sustained over time. In developing your answer, draw extensively on Expectancy and Equity theories of motivation. Finally, provide an overview of the hungry caterpillar model of self- esteem. What insights from this model might be useful to Don in his efforts to motivate and develop his employees?
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What should Jennifer know about job attitudes that would help her to deal with this situation? Specifically, let her know what aspects, or facets, of a job her employees might be satisfied with, and why the relationship between job satisfaction and job performance is a complex one. Educate Jennifer about Herzberg’s Motivator-Hygiene approach to job satisfaction and the Discrepancy approach to satisfaction, and show her how the approach you think is most useful can be used to improve the job satisfaction and performance of organizational members.
Help Bill become an effective manager and build a cohesive team. Enlighten him about the self-oriented member concerns and behaviors that might get in the way of team development. Tell him what specific task- and relationship-oriented leadership roles he is likely to need if this team is to become effective, and why. Talk to Bill about the potential positive and negative consequences of team heterogeneity (assuming team members have diverse characteristics and backgrounds). Tell him what informal group norms are, how their emergence could affect the behavior and performance of team members both positively and negatively, and how to avoid the danger of “groupthink.” What insights are provided by Jerry Harvey’s ill-fated trip to Abilene?
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