CHAPTER 10 TEST

I. FILL IN THE BLACKNS

1. MOTIVATING
2. SELF-ACTUALIZATION
3. SELF-ACTUALIZATION
4. EXPECTANCY
5. GOAL SETTING
6. JOB DESIGN
7. JOB ENLARGEMENT
8. FLEXIBLE WORK SCHEDULE
9. LIMITED EXPOSURE
10. FEEDBACK ASPECTS

II. MATCH COLUMN A WITH COLUMN B

1. B
2. C
3. D
4. J
5. I
6. E
7. F
8. G
9. H
10. A
CHAPTER EXERCISES

1. DISCUSS HOW IMPORTANT A MOTIVATED PERSON IS IN ACCOMPLISHING WORK.

Apart from the key to an organization’s success, it's also the level of commitment, drive and energy that
a company's workers bring to the role every day. Without it, companies experience reduced
productivity, lower levels of output and it's likely that the company will fall short of reaching important
goals too.

2. CONTRAST THE VARIOUS TECHNIQUES IN MOTIVATION.

Set yourself a bigger goal.

Set smaller goals along the way.
Do your research.
Get support.
Stay positive.

3. EXAMINE HOW CAN MASLOW’S THEORY OF NEED BE USED TO MOTIVATE PEOPLE.

When you understand Maslow's hierarchy of needs, you can use it as a rubric to evaluate the
environment and culture of your workplace. By working to help your employees meet their basic needs,
you are making it possible for them to be motivated toward higher goals within the organization

4. ASSESS THE VALUE OF MOTIVATION TO JOB SATISFACTION.

Job satisfaction is an individual's emotional response to his or her current job condition, while
motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be
easily applied to the workplace.

5. CHOOSE A TYPE OF BUSINESS AND MATCH APPROPIRATE MOTIVATION TECHNIQUE.

FAST-FOOD CHAIN crews can be motivated by celebrating milestones and achievements. Particularly if
a project has a long-term goal, celebrating smaller milestones along the course of the project
can help everyone on the team stay connected to the work and focused on the larger goal.
Gratitude and validation are an important part of recognizing those milestones, but tangible
rewards can also help. Financial bonuses, a lunch party, time off or a gift certificate for meeting
milestones can motivate everyone. 
CASE 10 INDIANA SALES: SKYLINE

LEARNING ASSESSMENT

1. Assess the situation and describe what factor/s of motivation is not innate with Mr.
Cortes.
Mr. Cortes began to change when he knew that he will promote to become a sales supervisor
and maybe he is not interested to his promotion due to the structure of the work as supervisor.
Becoming a sales supervisor takes lot of responsibility because it is responsible for
overseeing the activities of the salesclerk, the utility boy, the driver, the records clerk, the
documents clerk, and the stock clerk. Oftentimes, the sales supervisor had to leave office at
8:00 P.M. due to the requirements of the job.

2. Which motivation theory do you think is appropriate for Mr. Cortes.

The motivation theory that is appropriate for Mr. Cortes is Motivation-Hygiene Theory Also
known as the Two Factory theory; Frederick Herzberg developed this in 1959. It postulates
that different factors in the work environment result in either satisfaction or dissatisfaction;
Herzberg referred to these as "hygiene" factors. Factors that lead to satisfaction include
achievement, recognition and advancement, while those causing dissatisfaction include work
conditions, salary and peer relationships. In general, the theory puts forth that supervisors
must be able to effectively manage factors leading to satisfaction and dissatisfaction to
successfully motivate employees.

3. 3. Devise a plan or strategy to motivate

My plan to motivate Mr. Cortes to accept additional responsibility and performed as expected
is to explain to him “what a supervisor can do?” and “what are the benefits of being a
supervisor? “. Most of people accepted such as responsibility of being supervisor because
they expected the big benefits such as salary, health support and others that can secure them
in living.