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PEOPLE AND ORGANIZATIONS
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REPORT ONE
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10/14/2011
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2. Question one.
Identify activities that you really enjoy. Identify 3 activities that you dislike.
Analyzed your answer to access why some of your activities stimulate your
effort while others not.
In general, expectancy theory is a theory when people act in a rational
manner that they expect will maximize their chances of achieving an attractive
outcome. For example when you expect to get higher marks, you make an
effort to work hard and tend to do some extra works (performance). As a
result, you will be rewarded to get a very good result. You accept and seek
responsibility to achieve higher degree of imagination, ingenuity and creativity
in the solution of organizational objectives. Under the condition of modern
industrial lifestyle, the intellectual potentialities of the average human being
are only utilized.
We come up with three examples that we really enjoy such as playing video
games, playing sports and also reading. These three activities will stimulate our
effort as natural as sleeping or easting because these are the things that we
really enjoy. It is usually self-directed and self-controlled due to the
commitment to objectives is related to the reward associated with our
achievement. Take playing video games as an example, we don’t play video
games to get paid, we play video games because we really love it and hence
when we get a job as soldiers dealing with guns and shooting, since we
practice playing video games that involve shooting, our performance and
respond on targets will be improved. We will be enjoying our work as if we
enjoy eating delicious food. As a reward we may get promotion.
Another example is sports, what we expect from sports is to maintain a
good shape and healthy lifestyle. That’s what drives you to success reaching our
goals i.e. lose weight or stay in shape. So when we like sports we can build a good
leadership and team effort. For example, rugby, not only you get fit but also allow
you to use both your strength and mentality skills while it improves your
responsiveness. As a result, it develops your self-esteem and awareness.

3. The three activities that we do not enjoy (dislike) are gardening, slacking off
and reading newspaper. Although gardening is widely thought of as tiring and
uninteresting, if a person can get the general concept or idea on how to garden,
for example, choosing seeds, finding excellent fertilizers, etc., gardening can be a
very rewarding and interesting activity. But, if a person is very narrow-minded
and is not willing to learn the basics, certain complications might occur, for
example, the fruits harvested, may not be ripe enough, which results in the fruit
not being in its best condition. Gardening also takes much effort and patience, i.e.
planting and replanting if the plant experiences wilting. Therefore, if a person
who is generally lazy or is easily de-motivated, his thoughts will link gardening as a
tiring and boring activity, which is just too troublesome to even be bothered with.
Whereas for slacking off, we agree that it will make us lazy and uncreative.
In addition, it also makes us de-motivated towards our career. Employee slacking
off may be due to lack of supervision, treated like a child or the job is repeating
over and over again. The consequences are wastage of resources in terms of
financial, time wastage and increasing in turnover.
In conclusion, some activities stimulate your effort because it is based on
your self-actualizations – the need to realize one’s potential, to grow, to be
creative, and to accomplish our desire.

4. Question two
Recognition may be motivational for a moment but it doesn’t have any
staying power. It’s an empty reinforce. Why? Because when we go to the
market, they don’t take recognition as form of payment. Do you agree?
Discuss.
Every person has different reasons for working. The reasons for working are to
obtain something that we need from work. The something obtained from work
impacts morale, employee motivation, and the quality of life. To create positive
employee motivation, treat employees as if they matter - because employees
matter.
Employee recognition is not just a nice thing to do for people. Employee
recognition is a communication tool that reinforces and rewards the most
important outcomes people create for your business. When you recognize people
effectively, you reinforce, with your chosen means of recognition, the actions and
behaviors you most want to see people repeat. An effective employee recognition
system is simple, immediate, and powerfully reinforcing.
When you consider employee recognition processes, you need to develop
recognition that is equally powerful for both the organization and the employee.
You must address important issues if you want the recognition you offer to be
viewed as motivating and rewarding by your employees and important for the
success of your organization.
All employees must be eligible for the recognition. The manager must not be
biased and must not be based on self interest and affection. You don't want to
design a process in which managers "select" the people to receive recognition. This
type of process will be viewed forever as "favoritism" or talked about as "it's your
turn to get recognized this month." This is why processes that single out an
individual, such as "Employee of the Month," are rarely effective.
The recognition must supply the employer and employee with specific
information about what behaviors or actions are being rewarded and recognized.

5. Anyone who then performs at the level or standard stated in the criteria receives
the reward. The recognition should occur as close to the performance of the
actions as possible, so the recognition reinforces behavior the employer wants to
encourage.
Employee Recognition Program buy-in from your employees is important,
but only after the basic program concepts have been determined by you. In other
words, it is unlikely an Employee Recognition program based upon an employee
survey will be successful in meeting your Employee Recognition program goals.
Why? Why is the recognition usually an empty reinforcing? The answer is very
simple really, it’s because everyone prefer cash.
Unfortunately cash is the least effective method of Employee Recognition.
Many of the managers and business owners make mistake of thinking all
employees want is cash. Often the cash gift is gone in a second on an elaborate
night out or used to pay off debt. Once it’s gone the employee often doesn’t feel
like they’ve gained anything and in fact, may think they should be paid more
money. Cash is not always a best idea.
Even if you are the President of the White House you still have to pay for
your food. This is based on a true story whereby the U.S former President, George
W. Bush and his family were interviewed by Oprah Winfrey show. On the
interview, they said that they have to pay for everything. The collage fees for their
children, the banquet party, the clothing that they wore and even the water that
they drink.
There are other things – apart from Employee Recognition, that managers
must consider and the important among all is the quality work rather than what
shoes or jewelry they have on. People outside your organization does not identify
you as “high-ranking-employee-who –just-got-recognition”, (in the president case
they did recognize him if he wondering around the streets) but they still see you
as a regular human being. They don’t judge you for what shirts you wear or what
brand your shoes are, they see you as their own customers whom will pay for
their salaries.
In conclusion, no matter how high you’re ranking or how well you had been
recognized by people that surround you, at the end of the day, you still have to
pay for your own coffee.