Resource: Diagnostics Surveys for Motivating Others in on pp.

Resource: Diagnostics Surveys for Motivating Others in on pp.

Assignment

Resource: Diagnostics Surveys for Motivating Others in on pp. 328 and 329 of Developing Management Skills, Ch. 6

Complete the Diagnostics Surveys for Motivating Others.

Prepare a 15- to 18-slide Microsoft^® PowerPoint^® presentation with speaker’s notes using the following criteria:

• Summarize your results individually and compare and contrast them with other team members’ results.
• Discuss the results for Diagnosing Poor Performance and Enhancing Motivation Assessment and the Work Performance Assessment.
• Display the mean average of the team’s results.
• Focus on factors that most effectively motivate personnel to perform.
• Include both the pre- and post-assessment results.
• Include a summary, with input from all members that identifies the most effective motivating factors for employees.

Supplement your research with at least one library article or website per person in addition to your text resource.

Provide appropriate citations for any references used. 

Format consistent with APA formatting guidelines.

Click the Assignment Files tab to submit your assignment.

 

Break Down between 3 of us- I also have the Intro slide

Hi Team,

 

This week, let’s try to have our individual portions done early on Sunday so that we don’t have to rush on Monday.  Here is a proposed breakdown of the assignment.  Again, we should each complete four slides; I will complete the extra ones.

• Summarize your results individually and compare and contrast them with other team members’ results.- I will handle the team comparison portion if you have your individual assessment results slides completed by Saturday.
• Discuss the results for Diagnosing Poor Performance and Enhancing Motivation Assessment and the Work Performance Assessment.
• Display the mean average of the team’s results.
• Focus on factors that most effectively motivate personnel to perform.
• Include both the pre- and post-assessment results.- We should include this in our individual results slides.
• Include a summary, with input from all members that identifies the most effective motivating factors for employees. – We will each need to complete this in a discussion thread so it can be compiled into one slide.  I will compile the slide.
• Intro and conclusion slides.

I have attached a PPT to get us started.  Please let me know if anything else is needed.

Team Mate 1 results

Hi Team,

 

Here are my assessment results.  As you can see, I have some room for growth when diagnosing poor performance and enhancing motivation, specifically, determining whether poor performance is related to a lack of ability or a lack of interest.  I have always been under the impression that once we provide training, the individual should be able to complete assigned tasks or ask if they need further assistance.  My thought process was that employees should ask for additional information if needed, otherwise, if they didn’t complete the task, it was out of laziness.  It seems that I will have to reevaluate my thought process and investigate the cause of poor performance further.  Someone can receive training but still not understand the assignment or not have the ability to complete it.

 

Diagnosing Poor Performance and Enhancing Motivations: 

Pre-assessment:  96 or 3rd Quartile

Post-assessment:  105 or 2nd Quartile

 

The reason for the change is that I answered certain questions conservatively on the pre-assessment, in other words, I sold myself short on “Linking Performance to Rewards and Discipline” as well as “Facilitating Performance”.  After reading the chapter, I realized that I actually do link performance and enhance ability more than I initially thought.

 

Work Performance Assessment:

 

Perception:  3

Training:  3

Aptitude:  3

Resources:  3

Expectations:  4

Incentives:  5

Reward Salience:  3

 

Total Score:  24 or 3rd Quartile.  According to the results, I need to work on expectations and incentives.  I feel that I do set clear and realistic expectations but it seems that I need to ask for clarification from my boss.  This is true, she is quite inconsistent with what she expects day to day.  I will complete a task to her specifications this month and when I do the same thing next month, it won’t be what she wants.  I have just been dealing with it since I know she will be retiring soon, but apparently, I should not.  I should expect the same thing that I give, clear, concise, and consistent expectations.  I am fair and consistent with incentives for performance, but again, my boss is not.  I have been rewarded (in the same company) by previous bosses for my hard work and contributions, but this one rewards seniority and people that “cater” to her.  I am someone that says what I think, always professionally, but differing opinions are not met favorably.  Again, this is something that I should probably discuss with her since she may not realize that this is how she comes across.

 

Please share your thoughts!

 

Team Mate 2 results

Pre-assessment:  81 – Bottom Quartile

Post-assessment:  91 – Bottom Quartile

 

I believe the reason for my low scores is because I don’t feel like it’s my responsibility to motivate the people at work. In my own personal opinion I feel they should motivate themselves and want to succeed. I’m all about support those who want support but when it come to certain people who don’t want to help themselves then I don’t like wasting my time or energy.

 

Work Performance Assessment:

 

Perception:  2

Training:  3

Aptitude:  2

Resources:  2

Expectations:  2

Incentives:  3

Reward Salience:  3

 

Total Score = 17 – Bottom Quartile

 

I’m not sure if I agree with my results, I thought maybe I scored it wrong but I did follow the instructions correctly. I feel I know very well what I am doing and what is expected of me at work. I don’t feel at all that I have anything at work that could hinder my growth or performance. I am actually very happy about everything at my current job…for once. I enjoy my work and I love my boss and the resources that are available to us. I really don’t have much at all to complain about at my current job.

My results

Pre-assessment:  95 or 3rd Quartile

Post-assessment:  106 or 2nd Quartile

 

Perception:  4

Training:  3

Aptitude:  2

Resources:  4

Expectations:  4

Incentives:  5

Reward Salience:  3

 

Survey

 

L ASSESSMENT

DIAGNOSTIC SURVEYS

FOR MOTIVATING OTHERS

DIAGNOSING POOR PERFORMANCE

AND ENHANCING MOTIVATION

Step 1: Before you read the material in this chapter, respond to the following statements by

writing a number from the rating scale that follows in the left-hand column (Pre-Assessment).

Your answers should reflect your attitudes and behaviors as they are now, not as you would

like them to be. Be honest. This instrument is designed to help you discover your level of

competency in motivating others so you can tailor your learning to your specific needs. When

you have completed the survey, use the scoring key at the end of the chapter to identify the

skill areas discussed in this chapter that are most important for you to master.

Step 2: After you have completed the reading and the exercises in this chapter and, ideally,

as many as you can of the Skill Application assignments at the end of the chapter,

cover up your first set of answers. Then respond to the same statements again, this time

in the right-hand column (Post-Assessment). When you have completed the survey, use

the scoring key at the end of the chapter to measure your progress. If your score remains

low in specific skill areas, use the behavioral guidelines at the end of the Skill Learning

section to guide your further practice.

Rating Scale

1 Strongly disagree

2 Disagree

3 Slightly disagree

4 Slightly agree

5 Agree

6 Strongly agree

Assessment

Pre- Post-

When another person needs to be motivated:

______ ______ 1. I approach a performance problem by first establishing whether it is caused by a lack

of motivation or ability.

______ ______ 2. I establish a clear standard of expected performance.

______ ______ 3. I offer to provide training and information, without offering to do tasks myself.

______ ______ 4. I am honest and straightforward in providing feedback on performance and assessing

advancement opportunities.

______ ______ 5. I use a variety of rewards to reinforce exceptional performances.

______ ______ 6. When discipline is required, I give specific suggestions for improvement.

______ ______ 7. I design task assignments to make them interesting and challenging.

______ ______ 8. I provide the rewards that each person values.

ISBN 1-323-05694-7

Developing Management Skills, Eighth Edition, by David A. Whetten and Kim S. Cameron. Published by Prentice Hall. Copyright © 2011 by Pearson Education, Inc.

MOTIVATING OTHERS CHAPTER 6 325

______ ______ 9. I make sure that people feel fairly and equitably treated.

______ ______ 10. I make sure that people get timely feedback from those affected by task performance.

______ ______ 11. I carefully diagnose the causes of poor performance before taking any remedial or disciplinary

action.

______ ______ 12. I help people establish performance goals that are challenging, specific, and time bound.

______ ______ 13. Only as a last resort do I attempt to reassign or release a poorly performing individual.

______ ______ 14. Whenever possible, I make sure valued rewards are linked to high performance.

______ ______ 15. I discipline when effort is below expectations and below capabilities.

______ ______ 16. I combine or rotate assignments so that people can use a variety of skills.

______ ______ 17. I arrange for an individual to work with others in a team, for the mutual support of all.

______ ______ 18. I make sure that people use realistic standards for measuring fairness.

______ ______ 19. I provide immediate compliments and other forms of recognition for meaningful

accomplishments.

______ ______ 20. I determine if a person has the necessary resources and support to succeed in a task.

WORK PERFORMANCE ASSESSMENT

Respond to the following statements, based on your current (or recent) work situation.

Then turn to the scoring key at the end of this chapter.

Rating Scale

1 Strongly disagree

2 Disagree

3 Neutral

4 Agree

5 Strongly agree

_______ 1. My supervisor and I agree on the quality of my performance.

_______ 2. I feel I have adequate training to perform my current job assignments.

_______ 3. I believe that my native skills and abilities are matched very well with my job

responsibilities.

_______ 4. I believe that I have adequate resources and supplies to do my job well.

_______ 5. I understand my boss’s expectations and generally feel they are realistic.

_______ 6. I believe that rewards are distributed fairly, on the basis of performance.

_______ 7. The rewards and opportunities available to me if I perform well are attractive to

me personally.

_______ 8. My supervisor indicates that I am not performing as well as I should, but

I disagree.

_______ 9. I could do a much better job if I had more training.

_______ 10. I believe that my job is too difficult for my ability level.

_______ 11. I believe that my job performance is hindered by a lack of supplies and resources.

_______ 12. I believe my boss’s expectations are unclear and unrealistic.

_______ 13. I believe my boss plays favorites in allocating rewards.

_______ 14. I do not find the rewards and opportunities available to high performers

very appealing.

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