1.

Four-drive theory is conceptually different from the Maslows needs hierarchy

theory (as well as ERG theory) in several ways. Describe these differences. At the
same time, needs are based on drives, so the four drives should parallel the seven
needs that Maslow identified (five in the hierarchy and two additional needs). Map
Maslows needs onto the four drives in four-drive theory.
The four-drives include drive to acquire, drive to bond, driver to learn, drive to defend.
We can map Maslows needs onto the four-drive theory. While the four-drive theory
reinforces the view of Maslow and Alderfer in that needs are part of human nature, it
differs significantly in some respects. First, it avoids the assumption that everyone
has the same needs hierarchy. It considers how situational context, personal
experience and cultural values affect ones intensity, persistence and direction of
effect. Second, the four-drive theory clarifies the role of emotional intelligence with
respect to motivation and behavior. For example, employees with high emotional
intelligence are more sensitive to their own drives and are better able to avoid
impulsive behavior.
2. Learned needs theory states that needs can be strengthened or weakened. How
might accompany strengthen the achievement needs of its management team?
Basically people needs never ends, They want more and more. They are not satisfied
by their demands. Their expectation is always more and more. Sometimes their
needs lead to strengthened and sometimes it makes them weakened. As we know
that different people have different priorities in their life and it greatly differs according
to their personality, attitude, nature and nurture, etc. Need For Achievement is when
People main priority is to achieve goals, in fact they wants challenging goals through
their own efforts. They want self-motivators to achieve goals.
3.Two friends who have just completed an organizational behavior course at another
college inform you that employees must fulfill their need of self-esteem and social
esteem before they can reach their full potential through self actualization. What
theory are these friends referring to? How does their statement differ from what you
learned about that theory in this chapter?
Maslow's Hierarchy Needs Theory. In this theory, Each individual has needs, or
feelings of deficiency that drive their behavior
Once a need is satisfied, then it is no longer motivating
Needs are in a hierarchy that an individual moves up as they satisfy levels of needs.
While in this chapter, Some variable prevent job dissatisfaction and some variables
produce motivation.
4. You just closed a deal with an organizational client, and this helps you achieve the
target that was set for you by the unit. Use expectancy theory to discuss how the
events that will follow may increase your motivation and engagement.

Expectancy Theory proposes that people will choose how to behave depending on
the outcomes they expect as a result of their behaviour. In other words, we decide
what to do based on what we expect the outcome to be. At work, it might be that we
work longer hours because we expect a pay rise. Having the right resources
available (e.g. raw materials, time). Having the right skills to do the job. Having the
necessary support to get the job done (e.g. supervisor support, or correct information
on the job).
5. Describe a situation in which you used organizational behavior modification to
motivate someones behavior. What specifically did you do? What was the result?
When my sister have an interview coming up with a company that she really want to
work for. She know they use behavioral interviewing questions and she need just a
little of my guidance on how to give good sounding behavioral answers to their
questions. I like to motivate people by complementing their strengths. It really
depends on the person and the situation. Everyone has their strengths and
weaknesses. You need to learn how to pull from someones strengths and downplay
their weaknesses.
6. Using your knowledge of the characteristics of effective goals, establish two
meaningful goals related to your performance in this class.
Goal Commitment. Goal commitment is the degree of determination one uses to
achieve an accepted goal. Two primary factors that help to enhance goal
commitment are importance and self-efficacy. Making the importance of the goal
personal provides the individual with the motivation to move beyond failure and
maintain the path toward the goal. Effective Strategies. In wanting to achieve a goal
the individual seeks out different ways to achieve it.
7. Most people think they are worth more than they are paid. Furthermore, most
employees seem to feel that they exhibit better leadership skills and interpersonal
skills than others. Please comment on this human tendency.
Some lonely and socially awkward people are really insecure and self-effacing and
feel like they're detestable nobodies. I've noticed a tendency for other people to have
a different attitude, where they see themselves as a bit above everyone else. There
are two sides to this mentality. One is thinking there's something about you that
makes you superior to other people. You think you're smarter, deeper, different, or
that you have more evolved beliefs and priorities than them. The other side is seeing
everyone else as having a bunch of negative traits, that they're dumb, shallow, and
selfish. The result is you feel like you can't relate to other people, that you're cut off
from them, and like you're misunderstood and forced to walk your own path through
life.
8. A large organization has hired you as a consultant to identify day to day activities
for middle managers to minimize distributive and procedural injustice. The company

explains that employee have complained about distributive injustice because they
have different opinions about what is fair (equity, equality, need) and what outcomes
and inputs have the greatest value. They also experience procedural injustice due to
misperceptions and differing expectations. Given these ambiguities, what would you
recommend to middle managers?
Distributive justice is a concept that addresses the ownership of goods in a
society.Equal work should provide individuals with an equal outcome in terms of
goods acquired or the ability to acquire goods. Procedural justice affects how
decisions are made and policies are established. When a situation cannot be
resolved between the parties, and a leader or manager is required to make a ruling,
procedural justice suggests that decisions be neutral, based on fact, and appropriate
for the actions.