Management Chapter 8 Homework Employees who participate in their own goals would understand the need for the goal as well as how the goal was developed

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Student Resource

Scandura, Essentials of Organizational Behavior, 3e

SAGE Publishing, 2022

Sample Answers to In–Text Questions

Note: Answers to Case Questions are available in the Case Notes. Answers to Toolkit Activities

are personal to the student therefore there are no sample answers.

Chapter 8: Motivation: Core Concepts

Critical Thinking Questions

1. What is the relationship between high self-actualization (Maslow) and nAch. Next,

explain the relationship between high self-actualization and motivators.

Question Location: Need Theories

Ans: High self-actualization and need for achievement are highly related. The drive to meet our

fullest capacity is very similar to the drive to succeed at high levels. The relationship between

2. Why would allowing followers to participate in setting their own goals make a

difference? Provide an example.

Question Location: “SMART” Goals

Ans: Employees who participate in their own goals would understand the need for the goal as

well as how the goal was developed. They would likely think the goal is fairer and more realistic

if they participated in the setting of the goals. An example would be a salesperson helping to set

3. How do growth needs relate to higher order needs as described in the need theories

earlier in this chapter? How can a leader identify growth needs in followers?

Question Location: The Motivating Potential of Work

Ans: Growth needs refer to a person’s need to learn new things and to grow and develop from

working. This relates with higher order needs of esteem and self-actualization, especially self-

Student Resource

Scandura, Essentials of Organizational Behavior, 3e

SAGE Publishing, 2022

4 What limitations (if any) would you put on allowing followers to craft their own work?

What are the risks of not putting any limitations on job crafting?

Question Location: Job Crafting

Ans: I would make sure that the crafting is in line with the requirements of the job and the needs

of the organization. I would also make sure that it would not impact the work or justice

5. Do you believe that other forms of justice can compensate for distributive justice (what

people get)? Provide an example of when this happens.

Question Location: Developing a Fair Reputation

Ans: I do think that procedural, interpersonal, and informational justice can all compensate for

distributive justice. If I feel that the process was handled fairly, that my needs were considered,

and that leaders communicated the needs for the distribution, then I could overlook the perceived

6. Apply expectancy theory to explain whether a talented junior football player should go

to the professional football league or stay and finish his college degree. What are the

valences, expectancies, and instrumentalities the player might have?

Question Location: Expectancy Theory Predictions of Effort and Motivation

Ans: If the football players believe that the effort will lead to good performance in the pros, then

expectancy will be high. If the player believes that the good performance will be evaluated

accurately at the professional level, then instrumentality will be high. If the player believes that

Student Resource

Scandura, Essentials of Organizational Behavior, 3e

SAGE Publishing, 2022

7. Based on what you have learned about the Galatea effect, how can you use the concept to

improve your grades? Develop two or three positive feedback messages that will impact

your performance.

Question Location: The Golem Effect

Ans: The Galatea effect is present when individuals set high expectations for themselves. I can

Research in Action

Who Cares About Fairness?

1. Given the descriptions just given, do you consider yourself to be equity sensitive? In

other words, do you believe that employees should be rewarded relative to their

contributions?

Question Location: Research in Action

Ans: I think that I am equity sensitive. I will often compare my contributions/outcomes to those

2. Explain why overpayment satisfies employees regardless of whether they are equity

sensitive or not.

Question Location: Research in Action

3. Why is it important for a manager to consider the equity sensitivity of their followers?

Question Location: Research in Action

Ans: If employees feel that inequity is prevalent in the organization, then that will affect their

Student Resource

Scandura, Essentials of Organizational Behavior, 3e

SAGE Publishing, 2022

What’s #Trending in OB?

Putting the Past Behind You: Performance Resets and Motivations

1. Do you experience a “performance reset” at the start of a new semester? If so, explain

how this either motivates you or demotivates you.

Ans: I experience a “performance reset” in a positive way. I work later into the night at the

beginning of the semester, I attend every class, and I stay on top of homework. Starting over

2. What are some other reasons why performance resets affect motivation?

Ans: A reason why performance reset might negatively affect motivation is that material covered

or the position of where a salesperson stands in the rankings might not change. For example, in

3. How can a leader influence follower motivation using performance resets for

(1) a poor-performing employee and

(2) a high-performing employee?

Ans: (1) For a poor-performing employee, reconsidering where the employee could play a great

role could give them a totally clean slate. By moving a low performing sales rep to the marketing