DISCUSSION QUESTIONS
1. What are the primary similarities and differences between job enrichment and the approach
proposed by job characteristics theory?
Both job enrichment and the job characteristics theory focus on changing objective characteristics of
2. What are the motivational consequences of increased employee involvement from the frame of
reference of expectancy and equity theories?
The motivational consequences of increased employee involvement can be explained in terms of both
the expectancy and equity theories of motivation. From the standpoint of expectancy theory,
participation should serve to enhance expectancies. For example, by participating in quality circle
3. What motivational problems might result from an organization’s attempt to set up work teams?
Organizations may have motivational problems with work teams if individuals or circles are not
4. Which form of a flexible work schedule might you prefer? How do you think you would like
telecommuting?
Students’ responses will vary on the first question, depending on the types of work they may have
already done. They could relate their preferences for alternative work schedules back to their needs
5. Develop a framework whereby an instructor could use goal setting in running a class such as
this one.
The frameworks developed by the students should specify how the four goal attributes will be
6. Why are employees having their performance measured and evaluated all the time instead of
simply being left alone to do their jobs?
Employees are evaluated at regular intervals for several reasons. In general, performance
measurement is necessary because of the information it provides about work behaviors. It is useful for
7. In what ways is your performance as a student evaluated? How is the performance of your
instructor measured? What are the limitations of this method?
Students’ performances are evaluated in terms of exams, class participation, class attendance, and
written assignments. Generally, students are evaluated individually. If the number or percentage of
Instructor performance measurement will vary as to method and frequency. Typically, a one-page
questionnaire is administered at the end of the course, requesting an assessment of a number of
8. Can performance on some jobs simply not be measured? Why or why not?
If performance in a job is important to organizational success, then there must be some way to
9. As a student in this class, what “rewards” do you receive in exchange for your time and effort?
Rewards students might receive from a class are a sense of accomplishment, new acquaintances,
GROUP EXERCISE – Fad versus Substance
Summary: Albert Q. Fixx, the founder and CEO of your company, a small manufacturer of auto parts,
has spent the past weekend at a seminar conducted by a nationally respected consultant on management
effectiveness. The principal speaker and the group sessions focused squarely on the use of employee
participation as means of improving company-wide productivity and enhancing employees’ commitment
to their jobs.
So inspired was Mr. Fixx, that he composed and sent an e-mail that all managers would find in their
inboxes bright and early on Monday morning.
I am convinced that participative management is the key to improving
productivity at this company. Because you did not have the advantage of
attending the same seminar that I did, I am attaching copies of all the
handouts that were given to participants. They explain everything you
need to know about practicing participative management, and I expect all
of you to begin putting these principles into practice, starting this week.
As of now, both I myself and this company are committed to
participative management. Those of you who do not undertake the
application of participative-management principles in your departments
will find it very difficult to remain with a forward-looking company like
A.Q. Fixx.
Task: Divide the class into groups of four to seven people. Each member of the group will pretend to be
a manager at A.Q. Fixx, and your group of “managers” will discuss each of the following issues. Be
prepared to discuss the group’s thinking on each issue, even if the group doesn’t reach a consensus.
1. What are the chances that Mr. Fixx’s e-mail will spur effective participative management at
the company? Are the odds better or worse than 50/50?
2. How has each individual manager responded to the e-mail? Is your response consistent with
that of most group members, or do you find yourself taking a stance that’s different, even if
only slightly so? If you’ve taken a different stance, do you think it’s worthwhile trying to
convince the group to come around to your way of thinking? Why or why not?
3. What is the group’s opinion of Mr. Fixx’s approach to implementing participative
management at the company? If you don’t regard his approach as the best way of
implementing participative practices – or his e-mail as the best means of introducing the
subject – discuss some ways in which he could have improved his approach.
VIDEO EXERCISE
Flight 001
Summary: Until the late 1990s, Brad John and John Sencion worked in different areas of New York’s
fashion industry. During a flight from New York to Paris in 1998, the weary travelers came up with an
idea for a one-stop travel shop targeted at fashion-forward globetrotters like themselves. They called it
Flight 001 and began selling guidebooks, cosmetics, laptop bags, luggage, electronic gadgets, passport
covers, and other consumer products. Now, Flight 001 is one of the most exciting businesses in the
industry.
In addition to selling useful travel merchandise, the New York-based retailer offers a unique shopping
experience: Flight 001 stores resemble airplane fuselages tricked out with retro airport décor and
accessories. In the years to come, the founders expect to be in every major city in the United States,
Europe, and Asia.
Co-founder Brad John is determined to make Flight 001 the international authority on travel, but
ambitious plans will require changes to the company’s staffing, merchandising, and financial planning.
With all the talk about expansion and new product lines, it will be increasingly important that Flight 001
not become distracted from what makes it special in the first place: location, design, and an impeccable
product line.
1. Can you describe Brad’s motivation in terms of the goal-setting theory of motivation?
Brad’s goal making Flight 001 the international authority on travel is ambitious and a difficult goal to
2. How does Emily see her job from the standpoint of motivating Flight 001 employees? What
motivates her?
Emily believes that employees feel a sense of personal connection and loyalty to the store because the
owners have an open door policy and available for any employee who wishes to call them on the
3. What are the roles of performance management and individual rewards in a start-up company
like Flight 001?
Owners of start-ups must recognize that managers can, and should, manage employee performance.
Effective performance management is an essential element in rewarding effectively. Using
Now What?
Imagine that a coworker is complaining to you about being upset after learning that another coworker is
being paid more despite the complaining coworker being at the company a year longer. What do you say
or do? Go to this chapter’s “Now What?” video, watch the challenge video, and choose a response. Be
sure to also view the outcomes of the two responses you didn’t choose.
OB Concepts Applied: distributive justice; equity theory; surface and symbolic reward value, ethics,
attributions
Discussion Questions
1. What role do rewards play in this situation? How do the surface and symbolic values of the
rewards influence what happens?
In this situation, the reward is base pay. Ryan is upset that John makes more money even though
Ryan has worked at Happy Time Toys longer. Ryan was only comparing the numbers and not
thinking objectively about the extra contributions John brings to the company or the extra hours John
2. In chapter 5 we discussed equity theory. How do the concepts from equity theory apply to this
situation? Explain your answer.
Ryan wants fair treatment and defines an inequity in the fact that John makes more money Ryan has
been at Happy Time Toys for longer. Ryan likely arrived at this perception after going through the
four-step process. First, Ryan evaluated his own pay and secondly, compared it to John’s base pay.
3. As a manager, what could you have done to better handle the situation? Why would this be a
better solution?
Alex handled the situation best in the third alternative. Pointing out the extra value John brings to the
company and the additional hours he works is enough to sway Ryan’s perceptions of the pay